Human Resource Management_7

HUMAN RESOURCE MANAGEMENT

In Human Resource Management, we are dealing with

HUMAN BEING

l Is very Sensitive

l Very Volatile

l Very Expensive

l Very Precious

HUMAN RESOURCE MANAGEMENT DEFINED

"Harmonizing and Managing people towards corporate goals"

FUNCTIONS OF HRM

l Determining Job Slots in an organization through need research and analysis.

l Inter linking Job Hierarchy, vertically and horizontally and upwards, sideways and downward.

l Determining Job Design, functions and responsibility inter-alias Relationship.

l Selecting, Recruiting, Orientating and Training individuals.

l Providing Material and non-material Incentives, Motivation, Compensation and Rewards, including Benefits.

l Appraising and improving Work Performance and Efficiency--- enhanced Productivity.

l Formulating Policies, Rules and Regulations and Communicating the same.

l Harnessing Employee Commitment, Morale, Trust and Loyalty.

HUMAN RESOURCE PLANNING

Efficient human resource planning needs to answer these questions.

l Are the right numbers and type of people doing the things that need doing?

l Are we using our human resources well?

l Do we have the people we need to satisfy our future requirements?

Selection

is maintaining a recruitment policy that guarantees a continuous supply of personnel in all areas of the business, that meets needs caused by retirement, resignations, promotions, maternity leave, business expansion or diversification across the organization .

Performance Appraisal

Is the appraisal of an employee's performance in a way that ensures the output of an employee matches the expectations of the organization. This requires a proactive approach to the appraisal of the employee, in order that agreed targets can be set and analyzed on a pre-determined basis. Often this performance may be linked to pay structure and bonuses.

Training

Once an employee is on a payroll, they must be included in a rolling program of personal development in order to maintain their interest and motivation. The organization needs to ensure that employees are able to meet the challenges of their role as the environment undergoes changes, especially in areas such as competition, technology and product development.

"RIGHT -PERSON-FOR- THE-RIGHT -JOB"

l Can we accomplish above? If so how?

l Should we fit job into a person or a person to the job?

l Can we change the Nature of the job? To suit an individual?

WHA T IS A RIGHT JOB?

JOB DEFINED

"Is a slot in an organization hierarchy with explicitly defined parameters, based on its need.”

PARAMETERS

Job title * Job function * Job description * Job responsibilities* Job authority * Job Accountability * Job limitation * Job rewards* Job Trends * Job hierarchical status/level * Perquisites and Benefits etc.

• Job is not right; because it is right. Job is right when above parameters are clearly, professionally and explicitly defined in clear and understandable terms.

HRM’s Responsibilities

l HRM's first responsibility

is to find amongst many an incumbent with similar peculiarity as that of the job in question

l HRM's second most responsibility

is to find a person slightly lesser than the dimensions of the job slot.

HUMAN RESOURCE POLICIES

POLICY

"Is a standard format of action taken or to be taken in handling business issues."

A good Human resource governance pre-empts number of policies.

A good Human resource governance pre-empts number of policies.

l Selection policy

l Recruitment policy induction policy

l Indoctrination policy

l Orientation policy

l Training policy

l Performance appraisal

l Reward policy

l Compensation policy

l Promotion, relocation, transfer policy

HRM POLICIES SHOULD BE

l CONSISTENT

l REGULARALY UPDATED

l INCONSONANCE WITH LAWS OF THE LAND

l SHOULD BE CLEAR AND EASY TOUNDERSTAND

l SHOULD HAVE HUMANE ELEMENT IN ALL ITS CONTENT

LAST ACTIVITY

AS HUMAN RESOURCE MANAGERS YOU ARE DEALING WITH HUMANS

matter What?

l Be Judicious

l Be Fair

l Be Transparent

l Be Discrete

l Be Honest

l Be yourself.