Relational Management

1. Relational Management Keya Trivedi

2. Human Resource Management

3. Write all the Words you can think of

5. Scope of HRM • Human Resource Management: ScopeThe 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.

17. Importance of HRM in IT • The 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.

18. Role of Human Resource Management in IT. • Identification of skills required to meet the Org. Goals • Retaining 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

19. Importance of HRM in IT • HRM 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.

20. HRM at a Glance

21. Recruitment Process at a Glance

22. Recruitment • The 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.

23. Recruitment • Job description – outline of the role of the job holder • Person 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)

24. Selection at a Glance

25. Selection • The process of assessing candidates and appointing a post holder • Applicants short listed – most suitable candidates selected • Selection process – varies according to organisation • Interview – most common method • Psychometric 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

26. Employee Legislation at a Glance

27. Employee Legislation • Increasingly important aspect of the HRM role • Wide range of areas for attention • Adds to the cost of the business Even 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.

28. Discrimination • Crucial aspects of employment legislation: • Race • Gender • Disability Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.

29. Discipline

30. Discipline • Firms cannot just ‘sack’ workers • Wide range of procedures and steps in dealing with workplace conflict • Informal meetings • Formal meetings • Verbal warnings • Written warnings • Grievance procedures • Working with external agencies

31. Development at a Glance

32. Development • Developing the employee can be regarded as investing in a valuable asset • A source of motivation • A source of helping the employee fulfil potential

33. Training at a Glance

34. Training • Similar to development: • Provides new skills for the employee • Keeps the employee up to date with changes in the field • Aims to improve efficiency • Can be external or ‘in-house’

35. Rewards System

36. Reward System • The system of pay and benefits used by the firm to reward workers • Money not the only method • Fringe benefits • Flexibility at work • Holidays, etc.

37. Trade Unions

38. Trade Unions • Importance of building relationships with employee representatives • Role of Trade Unions has changed • Importance of consultation and negotiation and working with trade unions • Contributes to smooth change management and leadership

39. Productivity

40. Productivity • Measuring performance: • How to value the workers contribution • Difficulty in measuring some types of output – especially in the service industry • Appraisal • Meant to be non-judgmental • Involves the worker and a nominated appraiser • Agreeing strengths, weaknesses and ways forward to help both employee and organisation