human resoure management chapter 1, Study notes of Human Resource Management

Download human resoure management chapter 1 and more Study notes Human Resource Management in PDF only on Docsity!

Unit: 1- Introduction

Who are the Human Resources?

 Human Resources are the people and their characteristics with their knowledge, skills, creative abilities, talents and attitudes.  They are the source of human capital consisting of intellectual, social and emotional capital.  The major significance of Human Resources are it helps in activation of non-human Resources, develops competitive advantage and is a source of creative energy.

Objectives of Human Resource

management

 Personal Objective  Social Objective  Functional Objective  Organisational Objective

Features of Human Resource

Management

 A part of management discipline  As a continuous process  Concerned with people  Directed towards achievement of organisational objective  Universal existence

Functions of Human Resource

Management: Supporting

Functions

 HR information system  HR Research  HR Accounting  HR audit

Role of HR manager

 Reactive / Proactive roles  Business partner role  Strategist role  Interventionist role  Innovative role  Internal consultancy role  Monitoring role

Responsibilities of HR manager

 Service  Guide  Advice

What is meant by HR Policies

 HR Policies provides the more specific guidelines for making decisions on matters relating to management of human resources.  According to Kotler, “Policies define how the company will deal with stakeholders, employee, customers, suppliers. Distributors, and other important groups. Policies narrow the range of individual discretion so that employees act consistently on important issues”.

Characteristics of sound HR Policies

 Specific and precise  Establish follow up mechanism  Relationship to organisational relationship  Planned formulation  Clarity  Consistency  Balanced  Written  Communication

Formulation of HR Policies

Organisational Philosophy HR Philosophy Policy Alternatives Policy Choice Policy in action Review External Factors Internal Factors

HRD vs HRM

 HRD is a subsystem of HRM.  HRM is the management function applied to human resources whereas HRD is the continuous development function which aims at improving the performance of the human resources in an organisation and matching them with the organisational culture.  The objective of HRM is related to the overall organisation, whereas the objective of HRD is that of the development of HR  HRD is proactive in nature while HRM is reactive in nature.

Evolution of HRM

 As a discipline HRM is comparatively a newer concept in the field of business.  There was the existence of management of the welfare of the workers in business enterprise since ages, but the systematic approach started off with the industrial revolution in 1850s.  Towards the close of the 19th century there was emergence of trade unions and labour associations which helped in acceptance and development of employee benefit schemes and wage system.  Social welfare aspect was acknowledged around the close of 20 th century.

Evolution of HRM in India

 In India, the concept of HRM started evolving after 1920s.  The onslaught of labour officers in all the large factories were commissioned to protect the interest of the workforce around 1929.  After Independence the Factories Act in 1948 made the appointment of Labour Welfare Officer mandatory in a factory with more than 500 workers.  HRM the comparatively the new term emerged around 1970s. After liberalisation of the Indian Economy in 1990s it gained pace.  Now it is regarded as a strategic tool to increase organisational performance.

Emerging Challenges of HRM

 Mergers and acquisitions  Acquisition for a short period  Changing workforce profile  Problem of quantifying benefits of HR programmes  Increasing quality consciousness  Emerging Organisational design  Lack of efficient HR managers  Lack of integration of HRM with Strategic goal of an organisation.