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Flashcards in Human Resources Management Deck (18)
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1

HUMAN RESOURCE MANAGEMENT

~All planned and controlled activities of an organization to build and maintain the relation between employees and organization in order to meet both businesses objectives and employee expectations.

~ is responsible for effective designing and implementation of various policies, procedures and programs. It is all about developing and managing knowledge, skills, creativity, aptitude and talent and using them optimally.

~is not just limited to manage and optimally exploit human intellect. It also focuses on managing physical and emotional capital of employees.

HUMAN RESOURCE MANAGEMENT

2

*SCOPE OF HRM*

HRM in Personnel Management

This is typically direct manpower management that involves manpower planning, hiring (recruitment and selection), training and development, induction and orientation, transfer, promotion, compensation, layoff and retrenchment, employee productivity. The overall objective here is to ascertain individual growth, development and effectiveness which indirectly contribute to organizational development.

It also includes performance appraisal, developing new skills, disbursement of wages, incentives, allowances, traveling policies and procedures and other related courses of actions.

HRM in PERSONNEL MANAGEMENT

3

*SCOPE OF HRM*

HRM in Employee Welfare


~ This particular aspect of HRM deals with working conditions and amenities at workplace. This includes a wide array of responsibilities and services such as safety services, health services, welfare funds, social security and medical services. It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits.

~It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training. Employee welfare is about determining employees’ real needs and fulfilling them with active participation of both management and employees. In addition to this, it also takes care of canteen facilities, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

HRM in EMPLOYEE WELFARE

4

*SCOPE OF HRM*

HRM in Industrial Relations


~Since it is a highly sensitive area, it needs careful interactions with labor or employee unions, addressing their grievances and settling the disputes effectively in order to maintain peace and harmony in the organization. It is the art and science of understanding the employment (union-management) relations, joint consultation, disciplinary procedures, solving problems with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes.

~The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization. It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management.

HRM in INDUSTRIAL RELATIONS

5

HR PROCESS

~Each organization works towards the realization of one vision. The same is achieved by formulation of certain strategies and execution of the same, which is done by the HR department. At the base of this strategy formulation lie various processes and the effectiveness of the former lies in the meticulous design of these processes.


1. Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation,

2. Promotion and Layoff).

3. Employee remuneration and Benefits Administration

4. Performance Management.

5. Employee Relations.

HR PROCESS

6

HUMAN RESOURCES PLANNING


~Generally, we consider Human Resource Planning as the process of people forecasting. Right but incomplete! It also involves the processes of Evaluation, Promotion and Layoff.

1. Recruitment
2. Selection
3. Hiring
4. Training and Development

HUMAN RESOURCES PLANNING

7

*Human Resources Planning*

RECRUITMENT


~It aims at attracting applicants that match a certain Job criteria.

RECRUITMENT

8

*Human Resources Planning*

SELECTION


~The next level of filtration. Aims at short listing candidates who are the nearest match in terms qualifications, expertise and potential for a certain job.

SELECTION

9

*Human Resources Planning*

HIRING


~Deciding upon the final candidate who gets the job.

HIRING

10

*Human Resources Planning*

TRAINING AND DEVELOPMENT


~Those processes that work on an employee onboard for his skills and abilities upgradation.

TRAINING AND DEVELOPMENT

11

Employee Remuneration and Benefits Administration


~The process involves deciding upon salaries and wages, Incentives, Fringe Benefits and Perquisites etc. Money is the prime motivator in any job and therefore the importance of this process. Performing employees seek raises, better salaries and bonuses.

EMPLOYEE REMUNERATION AND BENEFITS ADMINISTRATION

12

PERFORMANCE MANAGEMENT


~It is meant to help the organization train, motivate and reward workers. It is also meant to ensure that the organizational goals are met with efficiency. The process not only includes the employees but can also be for a department, product, service or customer process; all towards enhancing or adding value to them.

~Nowadays there is an automated performance management system (PMS) that carries all the information to help managers evaluate the performance of the employees and assess them accordingly on their training and development needs.

PERFORMANCE MANAGEMENT

13

EMPLOYEE RELATIONS



~Employee retention is a nuisance with organizations especially in industries that are hugely competitive in nature. Though there are myriad factors that motivate an individual to stick to or leave an organization, but certainly few are under our control.

~Employee relations include Labor Law and Relations, Working Environment, Employee heath and safety, Employee- Employee conflict management, Employee- Employee Conflict Management, Quality of Work Life, Workers Compensation, Employee Wellness and assistance programs, Counseling for occupational stress. All these are critical to employee retention apart from the money which is only a hygiene factor.

EMPLOYEE RELATIONS

14

HUMAN RESOURCES PLANNING (HRP)


~Is the process of forecasting the future human resource requirements of the organization and determining as to how the existing human resource capacity of the organization can be utilized to fulfill these requirements.

~It, thus, focuses on the basic economic concept of DEMAND and SUPPLY in context to the human resource capacity of the organization.

HUMAN RESOURCE PLANNING

15

*Steps of HRP process*


CURRENT HR SUPPLY


~ Assessment of the current human resource availability in the organization is the foremost step in HR Planning. It includes a comprehensive study of the human resource strength of the organization in terms of numbers, skills, talents, competencies, qualifications, experience, age, tenures, performance ratings, designations, grades, compensations, benefits, etc.

~At this stage, the consultants may conduct extensive interviews with the managers to understand the critical HR issues they face and workforce capabilities they consider basic or crucial for various business processes

CURRENTLY HR SUPPLY

16

*Steps of HRP process*

FUTURE HR DEMAND


~Analysis of the future workforce requirements of the business is the second step in HR Planning. All the known HR variables like attrition, lay-offs, foreseeable vacancies, retirements, promotions, pre-set transfers, etc. are taken into consideration while determining future HR demand.

~Further, certain unknown workforce variables like competitive factors, resignations, abrupt transfers or dismissals are also included in the scope of analysis.

FUTURE HR DEMAND

17

*Steps of HRP process*

DEMAND FORECAST


~Next step is to match the current supply with the future demand of HR, and create a demand forecast. Here, it is also essential to understand the business strategy and objectives in the long run so that the workforce demand forecast is such that it is aligned to the organizational goals.

DEMAND FORECAST

18

*Steps of HRP process*

HR SOURCING STRATEGY and IMPLEMENTATION

~After reviewing the gaps in the HR supply and demand, the HR Consulting Firm develops plans to meet these gaps as per the demand forecast created by them.

~This may include conducting communication programs with employees, relocation, talent acquisition, recruitment and outsourcing, talent management, training and coaching, and revision of policies.

~The plans are, then, implemented taking into confidence the mangers so as to make the process of execution smooth and efficient. Here, it is important to note that all the regulatory and legal compliances are being followed by the consultants to prevent any untoward situation coming from the employees.

HR SOURCING STRATEGY and IMPLEMENTATION