A Presentation on Introduction of Human Resource Management

1. A Presentation on Introduction of Human Resource Management Prepared by- Dr. Souvik Dutta Department of Business Administration, B. B. College, Asansol

2. CHAPTERIZATION

3. Objective of the Study This presentation will help you in understanding the preliminary aspects of modern Human Resource Management.

4. Before defining the term ‘Human Resource Management’, we should know the meaning of the term ‘Human Resources’. The human resources can be considered as people or betterly speaking human capital . So, we can say that it covers both the qualitative and quantitative aspects of people at work. In simple words , HRM can be defined as the process of efficient and effective utilization available human resources so that the set goals i.e. individual goals, group goals and organizational goals can be achieved. We can also say that, HRM is a management process consists of acquisition, motivation, development and retention so that the goals pf an organisation are achieved in an effective and efficient manner.

5. Emergence and Development of modern HRM concept • Health and Happiness Stage (prior to 1930) [ Major activities include: Organising company picnic, Arranging retirement parties, Supervising and advising on health issues etc.] • Welfare Stage (prior to 1950) [Major activities include: Providing welfare facilities, housing facilities, etc. to the employees]

6. Emergence and Development of modern HRM concept • Personnel Management (Developing Phase: prior to 1970) [Major activities include: Procurement, wages and salary administration, settlement of disputes, industrial relation, welfare, training, etc.] • Personnel Management (Mature Phase: prior to 1980) [Major activities include: Manpower planning, retirement benefits, Performance Appraisal, Management Development, Disciplinary Management, etc.] • Human Resource Management(!980 onwards)

7. What’s new in HRM? • Individual Orientation • Proactive • Provides due importance to the prime components (such as knowledge, skills, abilities, values, beliefs, etc.) of people at work • Considers people as valuable asset • Application of McGregor’s Y theory • Scope for overall development

8. Objectives of HRM • Helps in attainment of organisational goals • Effective utilization of available resources • Enhance intra-organizational relationship • Maintain high morale • Managing change • Developing QWL • Attracting competent employees from outside and retaining existing employees • Individual development

9. Major Operative Functions of HRM • Acquisition • Motivation/Compensation • Development • Retention

10. Major Operative Functions of HRM Acquisition • Job Analysis • Human Resource Planning • Procurement • Induction and Orientation • Placement

11. Major Operative Functions of HRM Motivation/Compensation • Wages and Salary administration • Welfare • Health, safety and Security • Superannuation Benefits

12. Major Operative Functions of HRM Development • Employee Training and Development • Performance and Potential Appraisal • Management Development • Executive Development • Career Planning and Development • Organisational Development • Quality Circle • Quality of Work Life (QWL)

13. Major Operative Functions of HRM Retention • Industrial Relation • Trade Union • Collective Bargaining • Grievance Procedure • Dispute Prevention and Settlement • Human Resource Accounting and Audit • HRIS • Job Satisfaction • Code of Discipline • Employee Empowerment and Participation • Human Relation

14. Competency Profiling of HR Executives • Operative Competencies / Professional Competencies • Transformational Competencies • Business Competencies • Leadership / Managerial Competencies • Strategic Competencies

15. Recent Trends in HRM Quality of Work Life (QWL) Quality Circle (QC) Total Quality Management (TQM) Human Resource Accounting and Audit Human Resource Information System (HRIS) Employee Empowerment and Participation