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Introduction to Human Resources Management

This document provides an overview of human resource management (HRM). It discusses defining HRM and the key functions of HR departments, including human resource planning, job analysis, recruitment and selection, remuneration and benefits, training and development, and termination of employment. The document also outlines forces affecting demand for human resources and different methods for demand forecasting, recruitment, selection, training needs identification, and performance evaluation.

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391 views26 pages

Introduction to Human Resources Management

This document provides an overview of human resource management (HRM). It discusses defining HRM and the key functions of HR departments, including human resource planning, job analysis, recruitment and selection, remuneration and benefits, training and development, and termination of employment. The document also outlines forces affecting demand for human resources and different methods for demand forecasting, recruitment, selection, training needs identification, and performance evaluation.

Uploaded by

saminaJan
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
  • Introduction to Human Resources Management: Introduces the concept of human resources management and its importance for organizational effectiveness.
  • Defining Human Resources Management: Defines human resources management and its role in enhancing workforce effectiveness.
  • Role of Human Resource Management: Discusses the basic roles of HR including identifying and maintaining human resources.
  • Evolution of HRM: Explores the historical development and evolution of human resources management from the Industrial Revolution to modern practices.
  • Functions of Human Resources Management: Describes the functions of HRM such as planning, staffing, training, and performance evaluation.
  • Job Analysis and Specification: Covers job analysis and specification, detailing systematic information collection for job descriptions.
  • Forces Affecting the Demand for Human Resources: Examines various external and internal factors that influence HR demands.
  • Demand Forecasting: Explains methods of forecasting HR demands using qualitative and quantitative techniques.
  • Recruitment: Addresses the objectives and methods of recruitment to attract and select qualified candidates.
  • Selection: Outlines the importance of reliable and valid selection methods, including various selection devices.
  • Remuneration and Benefits: Discusses the factors influencing remuneration and benefits and different payment plans offered to employees.
  • Training and Development: Focuses on the strategies for employee training and development to enhance motivation and retention.
  • Performance Appraisal and Feedback: Describes performance appraisal processes and the role of feedback in employee development.
  • Legal Compliances: Lists legal compliances necessary for running human resources according to various regional laws.
  • The Future of Work: Explores future trends in employment, labor market changes, and workforce management strategies.
  • Termination of Employment: Outlines processes and considerations involved in the termination of employment.

Introduction to Human Resources Management

Lecture Outline

Defining human resources management (HRM) Role of Human Resource Management Functions of Human Resources Management Human resource planning and demand forecasting Forces affecting the demand for human resources Job analysis and specification Remuneration and benefits Training and development Termination of employment
2

Human Resources Management


Human resource management (HRM) is the management of various activities designed to enhance the effectiveness of an organisations workforce in achieving organisational goals.

Basic Role of the HR Dept.


Identifying HR needs
Attracting human resources Maintaining human resources

Terminating the relationship

Evolution of HRM

Industrial Revolution Taylors Scientific Management World War 1 & the emergence of HRM The Human Relations Movement

HRM Functions

Human resource planning assesses the human resource needs associated with strategic management and helps identify staffing needs. Staffing includes attracting and selecting individuals for appropriate positions. Training and performance evaluation are means of ensuring that employees can contribute to the organisation.
6

Compensation involves rewards that will attract, motivate, and retain employees. Workforce perceptions of the organisation and its treatment of employees must be managed.

Job Analysis

Job analysis is the systematic collection and recording of information concerning:


the purpose of a job, its major duties, the conditions under which it is performed, the contact with others that performance of the job requires, and the knowledge, skills, and abilities needed for performing the job effectively.
8

A job analysis may be based on information obtained through direct observation, interviews, diaries or questionnaires. A job description is a statement of the duties, working conditions, and other significant requirements associated with a particular job. A job specification is a statement of the skills, abilities, education and previous work experience that are required to perform a particular job.
9

Methods of Job Analysis

For existing jobs, interviews with employees Interviews with supervisors Observation Combination, interviews & observation Structured questionnaires Employee journals/logbooks
10

Job Specification

Outcomes: Job descriptions and job specifications impacts upon:


Recruitment & selection Performance appraisal Remuneration Training & development Job design & redesign

11

Forces Affecting Demand for HR

Aspects of the general environment or of the task environment can affect the need for certain types of employees. Changing organisational requirements, such as alterations in strategy plan, may affect demand. Internal workforce changes, such as retirements, resignations and leave of absence affect the need for human resources.
12

Demand Forecasting

Judgmental forecasting is based on the opinions of individuals thought to be knowledgeable. Quantitative forecasting relies on numerical data and mathematical models. Technological or qualitative forecasting is aimed mainly at predicting long-term trends in technology and other important aspects of the environment.
13

RECRUITMENT
3 objectives: Maximising the pool of applicants at minimum cost

Ensuring compliance by organisation with government regulations

Attracting suitably qualified & skilled applicants

14

Methods of Recruitment

Internal promotion Advertisements Employee referrals Employment agencies Executive recruitment (head hunters) Campus interviews Contractors Internet job & career sites
15

Selection

Reliability: how much the decision process will consistently measure the same thing Validity: ..whether the decision processes actually measures what it sets out to measure Selection devices: Application forms

Weighted application forms Written tests Selection interview Assessment centres


16

Remuneration & Benefits Factors


Skills & Qualification of the Candidate Demand for the skill set in the Market Responsibilty level /Grade Experience Financial Position of the Company Legal Implications

17

Remuneration & Benefits


Basic Salary & other Allowances Variable Performance pay/Performance linked pay/Commissions Consultacy fees Concept of flexi Plan/Cafetaria plan

18

Training & Development

Choices: Buy skills, build them, or a mixed approach Strategic rationales for training:

Proactive Reactive

Enhancement of employee motivation, commitment & retention


19

Training Need Identification


Interview Assessment Performance Appraisal On the Job Observation Discussion with the Supervisor

20

Training Methodology

Lecture Method Role Play Dummy Presentations On the Job Training Out Door Training

21

Mould employee behaviour to company norms Build consistency of employee actions & organisation goals Improve HR planning, training & succession Improve quality of salary reviews Provide record for dismissal, demotion, grievance, appeal

Performance appraisal & 360 degree feedback

Performance appraisal
360o feedback non-hierarchical method
22

HRIS, INTERNET, INTRANETS & EXTRANETS


Better internal communication On-line training & development

Enhanced distribution of HR policy, news, information


Internet recruitment

Widespread electronic systems

Multi-site collaborative work teams, electronically linked


Performance appraisal, including 360O feedback
23

Maintenance of HR records

Legal Compliances

Shops & Establishments Registration & Compliance Registration &Compliance under the Factories Act Registration & Compliance under Provident Fund Act Registration and Compliance under the ESI Act Compliance under Mininmum Wages Act Compliance under the Gratuity Act 24 Compliance under the Payment of Bonus Act

The Future of Work


Fewer core employees Increased part-time, casual & temporary staff Teleworking Temporary agency work, short-term labour hires, on-call & contract workers Personnel supply firms Idea of employee as an independent contractor
25

Terminating Employment

Retrenchment Redundancy Dismissal Regard needed to:


Regulatory requirements Exit interviews Use of out-placement consultants Effect on HR & other functions of the organisation
26

Introduction to Human Resources Management
2 Lecture Outline Defining human resources management (HRM) Role of Human Resource Management Functions of Human Resou
3 Human Resources Management Human resource management (HRM) is the management of various activities designed to enhance th
4 Identifying HR needs Attracting human resources Maintaining human resources Terminating the relationship Basic Role of
5 Evolution of HRM Industrial Revolution Taylor’s Scientific Management World War –1 & the emergence of HRM The Huma
6 HRM Functions Human resource planning assesses the human resource needs associated with strategic management and helps
7 Compensation involves rewards that will attract, motivate, and retain employees. Workforce perceptions of the organis
8 Job Analysis Job analysis is the systematic collection and recording of information concerning: the purpose of a job,
9 A job analysis may be based on information obtained through direct observation, interviews, diaries or questionnaires.
10 Methods of Job Analysis For existing jobs, interviews with employees Interviews with supervisors Observation Com

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