Keya Trivedi

Relational Management

Human Resource Management

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Scope of HRMHuman Resource Management: Scope

The scope of HRM is very wide:1. Personnel aspect -This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff and retrenchment, remuneration, incentives, productivity etc.2. Welfare aspect - It deals with working conditions and amenities such as canteens, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.3. Industrial relations aspect -This covers union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.

Importance of HRM in ITThe Human Resources (HR) function provides significant

support and advice to line management. The attraction, preservation and development of high caliber people are a source of competitive advantage for our business, and are the responsibility of HR.

Assuming that the employees of an organization are individuals with own mental maps and perceptions, own goals and own personalities and as such they cannot be perceived as a whole, HRM holds that the organization should be able to employ both individual and group psychology in order to commit employees to the achievement of organizational goals.

Aiming to enable the organization to achieve its strategic goals by attracting, retaining and developing employees, HRM functions as the link between the organization and the employees.

Role of Human Resource Management in IT.Identification of skills required to meet the Org. GoalsRetaining Skills over period of time to ensure for the

change in requirements.Utilization of Skills to the best satisfaction of the

employees and maximum advantage of the Organization.

Skills required :• Scientifically based and Sound Manpower planning• Appropriate Staffing policy • Requirement and Selection Procedures.• Provision of effective training and development programs

Importance of HRM in ITHRM is very crucial for the whole function

of an organization because it assists the organization to create loyal employees, who are ready to offer their best.

Challenges put forth in front of an Organization can be handled if HRM practices are in place. Its very difficult to get the right kind of people at the right time.

HRM at a Glance

Recruitment Process at a Glance

RecruitmentThe process by which a job vacancy

is identified and potential employees are notified.

The nature of the recruitment process is regulated and subject to employment law.

Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

RecruitmentJob description – outline of the role

of the job holderPerson specification – outline

of the skills and qualities required of the post holder

Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

Selection at a Glance

SelectionThe process of assessing candidates and appointing a post

holderApplicants short listed – most suitable candidates selectedSelection process – varies according to organisation Interview – most common methodPsychometric testing – assessing the personality of the

applicants – will they fit in?Aptitude testing – assessing the skills

of applicants In-tray exercise – activity based around what the applicant

will be doing, e.g. writing a letter to a disgruntled customer

Presentation – looking for different skills as well as the ideas of the candidate

Employee Legislation at a Glance

Increasingly important aspect of the HRM role

Wide range of areas for attention

Adds to the cost of the businessEven in a small business, the legislation relating to

employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.

Employee Legislation

DiscriminationCrucial aspects

of employment legislation:RaceGenderDisability

Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.

Discipline

DisciplineFirms cannot just ‘sack’ workersWide range of procedures and steps

in dealing with workplace conflictInformal meetingsFormal meetingsVerbal warningsWritten warningsGrievance proceduresWorking with external agencies

Development at a Glance

DevelopmentDeveloping the employee

can be regarded as investing in a valuable assetA source of motivationA source of helping the employee fulfil potential

Training at a Glance

TrainingSimilar to development:

Provides new skills for the employee

Keeps the employee up to date with changes in the field

Aims to improve efficiencyCan be external or ‘in-house’

Rewards System

Reward System

The system of pay and benefits used by the firm to reward workers

Money not the only methodFringe benefitsFlexibility at workHolidays, etc.

Trade Unions

Trade UnionsImportance of building relationships

with employee representativesRole of Trade Unions has changedImportance of consultation

and negotiation and working with trade unions

Contributes to smooth change management and leadership

Productivity

ProductivityMeasuring performance:How to value the workers contributionDifficulty in measuring some types of

output – especially in the service industryAppraisal

Meant to be non-judgmentalInvolves the worker and a nominated appraiserAgreeing strengths, weaknesses and ways

forward to help both employee and organisation