Presentation onHUMAN RESOURCE MANAGEMENT

ByN. Durga Chaitanaya Prasad

Assistant ProfessorSITE

Unit –V Concept of HRM,HRD,PMIR, HRM(VS) PMIR, Basic functions of HR manager,Manpower planning, Recruitement and selection, Training and developmentPlacement and induction, Wage and salary administrationPromotion,transfer,separation, Performance appraisalGrievance handling, job evaluation, Welfare adminstration

The informatin explosion, advances in technology, and global competition have created enormous presence on companies to change their day to day activities. The factors of production, materials, money, machinary and men, men occupies an important place. HR is essential in the organisations now a days.

Human Resource Management is the process of achieving the best fit between individuals, jobs, organisation and the environment. It defines the relationship between employer, employee and employee and employee

INTRODUCTION HRM

Definition:“HR management is that part of the

management progress which is primarily concerned with the human constituents of the orgnisation”

---------BrechHR management as the field of Management

which has to do with planning, organising, directing and controlling the functions procuring, developing, maintaining and utilising the work force.”

---------Michel J. Jucius

INTRODUCTION HRM

INTRODUCTION HRM

It is concerned with employees both as individuals and as group in attaining goals

It is concerned with the development of human resources

It is concerned with maninging people at workIt is a continuous in natureIt is concerned with both blue and white

collared workersIt is action oriented. It works on the solution

of the employees problemsIt is action orientedIt is future oriented.

FEATURES OF HRM

Importance of HRM:Hrm helps an organisation in multifarious ways

Attracting PeopleBest employeesImproving skillsMotivation

To effective utilisation of human resourcesTo eastablish desireable working relationships

among all members of an organisationTo maximise the individuals development.To increases the human welfare in the

organisationTo arrange the effective communication with

resources.To arrange the sufficient number of efficient

employees in all the departmentsTo increase the morale of the employeesTo motivate the employees to increase

productivity.

OBJECTIVES OF HRM

FUNCTIONS OF HRM

HR PLANNINGIt is the process by which a management

determines how an organisation should move from its current manpower position to its desired manpower position.

It is double edge weapon.If used it properly, it leads to the maximum

utilisation of manpower and reduces the excessive labour turnover and absenteeism.

Human Resource planning as a strategy for acquisition, utilisation, improvement and preservation of an enterprise human resource. ---------- Stainer

HRP is the process including forcasting, developing, implementing and controlling by which a firm ensures that it has right number of people and right kind of people at right place, at right time, doing things for which they are economically more stable

--------- Geisler

DEFINITIONS:

HR PLANNINGIt helps in procuring of personnelTo know personnel requirements in the

organisation for futureIt also helps in identifying areas of surplus

personnelHuman resources plannking helsp in

formulating managerial succession plans as a part of the replacement planning process.

To ensure optimum use of human resources currently employed

To recruit and retain the human resources of required quantity and quality

To foresee employee turnover and make arragements for minimising turnover

To assess the surplus or shortage of human resources

To prepare recruitment policyTo promote the personnel policy

OBJECTIVES:

HR PLANNING PROCESS

HR Planning Process

Job design is a process of declining on the content of a job in its duties and responsibilities, on the methods to be used in carrying out the job in terms of techniques, systems and procedures, and on the relationship that should exist between job holder and his superior, subordinates and colleagues.

Major Objectives of Job desing:To satisfy the requirements of the

organisation for productivityTo satisfy the needs of the individual for

interest, challenges.To integrate the needs of the individual with

the organisation

JOB ANALYSIS AND DESIGN

Deciding what tasks will be performed by the work force

Deciding how these tasks will be grouped together and assigned to individuals

Deciding how individuals will relate to each other.

Deciding how they will be rewarded for their performance.

JOB ANALYSIS DECISIONS

Job SpecialisationJod enlargementJob RotationJob enrichment

Job analysis is the process of systematically analysing the activities pertaining to each job.

The term job analysis is the combination of two words. Job and analysis. Job means combination of all the works, duties and responsibilities. Analysis means deep examination.

“Job analysis is the process of studying and collecting information relating to the operations and responsibilities of a specific job”.

---- Micheal .J. Jucius.

Job Analysis process:Collection of background informationSelection of representative positions to be

analysesCollection of job analysis dataDeveloping a job descriptionDeveloping a job specification

JOB ANALYSIS

Job description is a written statement thata explains duties, working conditions and other aspects of a specified job. It contains both organisational and functional information.

Contents in Job Description:Job title Organisation locationSupervision given and receivedSalary levelComplete lise of dutiesTraining and development facilities.Promotional channels and chances.

JOB ANALYSIS- JOB DESCRIPTION

Job Specification is a written statement of qualifications, tranits, physical and mental characteristics that an individual must possess to perform the job duties and disagree responsibilities effectively.

Job Specification information includes:Physical Specifications(Height, weight, vision,

hearing, health, age)Mental Specification( ability to plan, judgement

capacity, reading abilitiesEmotional Specification(Emotional stability,

flexibility, social adoptability, personal appearance like dress, facial expressions)

Behavioural Specification(Reasearch, creativity, self reliance etc.)

JOB ANALYSIS- JOB SPECIFICATIONS

Once the required number and kind of human resource are determined the organisation has to find where the required human resource are available and also attracting them towards the organisation is called recruitment

Recruitment is a process to discover the sources of manpower to meet the right person to the right job.

Definitions:Recruitment is the process of searching for

prospective employees and stimulating them to apply for the job in the organisation

--- Edwin B Flippo

As per his view recruitment is a positive activity and selection is a negtive activity.

RECRUITMENT & SELECTION

SOURCES OF RECRUITMENT

Internal sources

Promotion

Transfers

METHODS OF RECRUITMENT

Walk-in Consult-inBody shoppingInternal recruitment

MODERN SOURCES OF RECRUITMENT

SELECTION

SELECTION PROCESS

SELECTION PROCESSTYPES OF TESTS

Aptitude test: These tests measures an individual capacity and ability to learn a given job.

Achievement tests: These tests measure the skill or knowledge of a particular task.(Job knowledge test and work sample test)

Situational test: Situational test evaluates a candidate in a similar real life situation.

Interest Test: These tests are designed to discover a person’s areas of interest and to identify the kind of work that will satisfy him.

Graphology Test: It is designed to analyse the hand writing of an individual

SELECTION PROCESSTYPES OF INTERVIEWS

Informal interviewFormal interviewPlanned interviewPattern interviewNon-direct interviewDepth interviewStress interviewPannel interview

TRANING & DEVELOPMENT

Traning is the process which tries to increase the knowlede & skills of the employee & it will give better employee to the enterprise.

Traning improves attitude, skills & abilities of the employees to perform a specificjob. It is a short term education process

Definitions:“Traning as the act of increasing the knowledge & skills of an employee for a particular job”-----Edwin B. Flippo

Traning is the organised procedure by which people learn skills for a deginite purpose:-----Brech

TRANING & DEVELOPMENT

Importance of Traning:Higher ProductivityBetter quality of workReduced supervisionLess wastageHigh Morale

TYPES OF TRANING

Importance of Traning:Industion traningRefreshment traningJob traningIntermship trainingSafety training

JOB TRANING

On the job Traning:

CoachingUnder studyPosition RotationDemonstrationVestibule TraningSimulationApprenticeship

Off the job Traning:

Lecture MethodConference

MethodRole PlayT Group TraningInbasket

Technique

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL

PERFORMANCE APPRAISAL

According to Dale Beach, "Performance Appraisal is the systematic evaluation of the individual with regards to his or her performance on the job and his potential for development."

PERFORMANCE APPRAISAL

Objectives:To identify the capabilities of the

organisation employeesTo identify the traning needs for employeesTo determin increments, rewards, transfer

and promotion of greater responsibilityTo give feedback to the employees for their

performanceTo plan carrer development & management

development

PERFORMANCE APPRAISAL PROCESS

The Performance Appraisal process involves the following steps :

(1)Establish the Standards of Performance.(2)Communicate these standards to employees.(3)Measure the actual performance.(4)Compare actual performance with the

standards established.(5)In case of variation, initiate corrective action.(6)Communicate the rating to the employee.(7)Discuss the feedback with the employee.(8)Conduct post-appraisal Interview.(9)Initiate corrective action if required.

PERFORMANCE APPRAISAL PROCESS

LIMITATIONS OF PERFORMANCE APPRAISAL 1.Halo EffectThe rater may base the full appraisal on the basis or one positive quality which was found out earlier

2.Problem of Leniency or StrictnessMany raters are too lenient (not strict) in their ratings. High scores may be given to all employees, even if they have no merit and vice versa

3. Central TendencySometimes a rater gives only middle range scores to all individuals

4.Personal BiasIf the rater has good relations with the ratee (an employee who is getting rated), he may give higher scores to the ratee, even though the ratee does not deserve such high scores.

LIMITATIONS OF PERFORMANCE APPRAISAL 5.Paper WorkSome supervisors complain that performance appraisal is pointless paper work. They complain because many times, performance appraisal reports are found only in the files

6.Fear of Spoiling RelationsPerformance appraisal may also affect superior-subordinate relations. An appraisal makes the superior more of a judge than a coach. So, the subordinate may have a feeling of suspicion and mistrust, about the superior

7.Evaluate performance not personThe rater should evaluate the performance, i.e. output, new ideas, extraordinary efforts, etc. and not the person

LIMITATIONS OF PERFORMANCE APPRAISAL 8.Horn EffectSometimes the raters may evaluate on the basis of one negative quality. This results in overall lower rating of the particular employee. For e.g. "He does not shave regularly. Therefore, he must be lazy at work.“

9.Spillover EffectIn this case, the present performance appraisal is greatly influenced by past performance. A person who has not done a good job in the past is considered (assumed) to be bad for doing present work

GRIEVANCEEvery employee has certain expectations which he thinks must be fulfilled by the organisation he is working for. When organisation fails to do so , he develops a feeling of dissatisfaction.

Grievance is caused due to the difference between employee expectations and management pratices

It is a real or imaginary feeling of dissatisfaction which an employee has about his employment relationship.

Definition:“Any dissatisfation or feeling of injustice in connection with one’s employment situation that is brought to the attention of management”

-----Brech

FEATURES OF GRIEVANCE

It is a feeling of dissatisfaction, injustice and discontent

It must be arise out of employmnet and not from personal or family members

It expressed or implied. A grievance may be expressed verbally or in writing

The writing grievances are called complaints

If it is not reduced in time tend to lower morale & productivity of employeessForms of grievance:

Factual ImaginaryDisguised(Pressure or

frustration)

CAUSES OF GRIEVANCES

Grievance arising out of working condition:Poor Physical conditions of work placeVery busy production scheduleUnplanned changes in schedule and

proveduresNon availability of proper tools and

equipmentsMismatch of the workers with the job

Grievance arising from management policyWage rates and methods of wage paymentsOvertime and incentive schemesSeniorityTrasfersPromotion, demotion and dischargeLack of opportunities for career growth

CAUSES OF GRIEVANCES

Grievance arising Lawful Violations:The collective bargaining agreementCompany rules and regulationsPast practiceCentral or state laws

Grievance arising from Maladjustments of employees:

Improper attitude towards work creating dissatisfaction

Work too hard or too easy to be interesting and motivating

EFFECT OF GRIEVANCESEffect on Production:

Low quality of productionLow quantity of productionIncrease in waste of materialIncrease the cost of production

Effect on Employees:Increase the rate of absenteeism and turnoverReduces the level of commitment, sincerity and

punctualityIncrease the incidence of accidentsReduces the level of employee morale

Effect on the Managers:Strains the superior-subordinate relationsIncrease the degrees of supervision, controlIncrease in indiscipline and thereby machinery

to take disciplinary actionsIncrease in unrest and thereby machinery to

maintain industrial piece

JOB TRANING

On the job Traning:

CoachingUnder studyPosition RotationDemonstrationVestibule TraningSimulationApprenticeship

Off the job Traning:

Lecture MethodConference

MethodRole PlayT Group TraningInbasket

Technique

HOW TO IDENTIFY GRIEVANCE

Managers can know and understand grievance with the help of the following methods

Exit InterviewGripe box systemOpinion surveyOpen door policy

GRIEVANCE HANDLING PROCEDURE