Topic 1 Introduction to HRM (6).pptx

Human Resource Management Introduction Defining of HRM Human Resource Management (HRM) is the function within an organization that focuses on recruitment , management of, and providing direction for the people who work in the Defining H...

Human Resource Management Introduction Defining of HRM Human Resource Management (HRM) is the function within an organization that focuses on recruitment , management of, and providing direction for the people who work in the Defining HRM The managerial utilization of the efforts, knowledge, capabilities & committed behaviours which people contribute to an authoritatively co- ordinated human enterprise as part of an Defining HRM HRM is a strategic and coherent approach to the management of an organization’s most valued asset – the people working there who individually and collectively contribute to its objectives. It is managing people, and Aims of HRM Support the organization in achieving its objectives by developing and implementing human resource (HR) strategies that are integrated with the business strategy (strategic HRM); Contribute to the Aims of HRM Ensure that the organization has the talented, skilled and engaged people it needs; Create a positive employment relationship between management and employees and a climate of mutual trust HRM Defined HR is multidisciplinary: It applies the disciplines of Economics (wages, markets, resources), Psychology (motivation, satisfaction), Sociology  Evolution of HRM https://www.youtube.com/watch ?v=Kxc8KceOb14 https://www.youtube.com/watch ?v=nGM9MLoWLIQ Evolution of HRM Evolution of HRM Welfare Officer: Concerned about the welfare of workers as women came into the work place. This creation was a reaction to the harshness of industrial conditions, coupled with pressures arising from the extension of the franchise, the influence of trade unions Evolution of HRM Labour Manager: In big industries they handled absence, recruitment, dismissal and queries over bonuses and so on. Employers’ federations, particularly in engineering and shipbuilding, negotiated national pay rates with the Evolution of HRM Personnel Manager: Employment management and welfare work had become integrated under the broad term ‘personnel management’. Experience of the war had shown that output and productivity  Personnel Management Vs. HRM Personnel HRM Management An aspect of The branch of management that is management that concerned with the focuses on the most work force and their effective use of the relationship with the manpower of an entity, entity to achieve the organizational goals Emphasis on Emphasis on strategy; implementation of procedures  Personnel Management Vs. HRM Personnel HRM Management Presumption of union- Conflicts dealt with by management conflicts managers within teams Preference for collective Management –led bargaining of pay and planning of people conditions resources and employment conditions Emphasis on settling Emphasis on pay more in terms of competitive pay & the organisation’s conditions to stay ahead internal market of competition  Personnel Management Vs. HRM Personnel HRM Management Challenging business Total commitment to goals in light of business goals effects on employees Less flexible approach Completely flexible to staff deployments approach to staff deployments Employees seen as Employees seen as cost to be controlled investment to be natured as well as cost to be managed  Basic concept of HR An org is made up of four resources: Humans, materials, money, and Machinery The Humans make use of the other 3 resources  KEY ASSUMPTION ‘Employees are the most important asset of the organization’ The quality and effectiveness of the organization is determined by the quality of the people that are employed. Success for most organizations What are the typical HR roles HR planning ? (Planning labour needs) Recruitment and selection, promotion, transfers and dismissals Orientation, Induction, and training and development Coaching Policy recommendation Organizational Development Job analysis ( determining the What are the typical HR roles Performance ? management Health and safety (employee protection) Collective bargaining Managing Relations- Employee & labor Relations Developing and designing systems or processes that facilitate organizational restructuring Communications Administration Functions of Management in HRM HRM as part of organisational management 1.Planning: Its necessary to determine the goals of the organisation and lay down policies and procedures to reach the goals. E.g in HRM Anticipating vacancies, HR Planning Training plans Budgeting HRM as part of organisational management 2. Organising: Organising the way work is done by developing structures at the organisational, team & individual levels. Activities in HRM include; Grouping of personnel activity logically into functions or positions Assignment of different HRM as part of organisational management Co-ordination of activities of different individuals 3. Directing: Encouraging employees to work willingly and effectively for the goals of the organisation. This includes; Career planning, salary administration, motivation, work relationships& groups, HRM as part of organisational management 4. Controlling: Involves the observation and comparison of results with the standards and correction of deviations as they occur. This include: Evaluating Performance Evaluation of training programs Assessing records and HRM as part of organisational management 5. Staffing: Includes the process of attracting, recruiting and retaining talent within the organisation. This is one of the main functions in HRM. The Roles of HR Professionals a) General Role Play a proactive role in contributing to the org. strategy Developing integrated HR Strategies Providing guidance on HR matters and matters related to upholding core values & The Roles of HR Professionals b) Service Delivery Role Emphasis on transactional & day to day activities such as recruitment, training, employment law matters Many HR practioners do this. The Roles of HR Professionals c) Strategic Role Contribute to the development of the business strategy by advising how the business can achieve this using the HR. HR Directors / Head of HR departments / HR Centre of expertise or key HR Functions & Strategic HR business The Roles of HR Professionals d) HR People as Innovators HR people will need to have a pro-active approach, to introduce new processes & procedures to improve organizational effectiveness The Roles of HR Professionals e) Change Agent Role Act as change agents, facilitating change by providing advice & support on its introduction & Management The Roles of HR Professionals f) HR Business Partners HR specialists share the responsibility with their line management colleagues for the success of the enterprise and get involved with them in implementing the business strategy HR Model HRM Environment HR officers are part of the organizational management. So they must perform the basic managerial functions. External factors The external factors are infinite in number and a variety. For students and business managers alike, the requirement is to recognize the complexity of the external environment and pay attention to those influences which appear most pertinent End of Class!