UNIT-1
HUMAN RESOURCE MANAGEMENT : AN OVERVIEW
1.2 HUMAN RESOURCE MANAGEMENT :-
→ If refers to a set of programmres, functions and activites related to recruitment, selection, training, delvelopment, compensation and welfare of human resources of an organization.
• The efficient and effective management of human resources results in :-
(1) Increased market value :-
→ High productivity, increased profit, growth.
(2) Customer Satisfication :-
→ Enhanced company image.
(3) Effective Communication :-
→ Healthy organizational climate and culture
(4) Competitiveness and development orientatiion
• Core Elements of HRM :-
→ The five Core elements are :-
(1) People :-
→ Organizational performances depend upon the performance of people in the organization.
→ Because organizations mean people who staff and manage organizations
(2) Management :-
→ HRM involves application of management functions and principles for acquisitianing, developing, maintaining and remunerating employees in organizations.
(3) Influence :-
→ Decision must influence the effectiveness of organization inn providing quality products and services to Customers and in achieving organizational goals.
(4) Intergration and Consistency :-
→ Decision related to people must be intergrated and consistent, in order to achieve organizational effectiveness in the long run.
(5) Applicability :-
→ HRM principles are applicable to business as well as non business organizations like education, health, recreation, etc.
• Objectives of HRM :-
(1) Organizational Objectives :-
→ The primary of HRM is to build the organizations with quality and committed human resources and ensure the achievement of organizational objectives.
(2) Functional Objectives :-
→ HRM should ensure that the right person is assigned to the right job at the rith terms.
(3) Functional Objectives :-
→ HRM aims to assist employees in achieving their personal goals because these goals enhance teh individuals contribution goals through proper training and product knowledge.
(4) Societal Objectives :-
→ Organizations need to be socially responible to the needs and challenges of the socity.
1.3 HRM IN RETAILING :-
→ The business performance of the organization is largely depneds upon the human resources.
→ Employees performance at the back end and at the front adn operations are criteria for the success of the organizations.
→ Employees roles include :-
(1) Service designer :-
→ The final package of the retail service will be decided by the employee on spot ofter assessing customer's specific needs, desires and expectations.
(2) Performer :-
→ Generally employee's has to interact with uncontrollable elements (attending consumer complaints and grievances) and deliver qualtiy performance.
(3) Technician :-
→ The sales personal should have the technical knowledge of various products affered for sale.
(4) Assurer :-
→ Retail employee words and actions should reflect assurance to customers.
• Other points are :-
(6) Associate
(7) Empathizer
(8) Salesman
(9) Marketing Intelligence
(10) Reseracher
1.4 HRM ACTIVITES :-
(1) Human resources planning :-
→ The HR function collects data related to vacanices due to retairement as well as additional human resource requirement for executing development plans of all functions
(2) Recruitment and selection :-
→ It involves design of policies and procedures for fair recruitment and selection of human resource by the organization time to time in order to contribute to the fulfillment fo the organization's corporate strategy.
(3) Tranining and development :-
→ The objective of training and developmtn is develop key competencies in individuals to perform current or future jobs.
(4) Provision of fair treatment :-
→ HR function designs policies and procedures for the entire organizations to ensure fair treatment of employees at work.
(5) Payment and reward of employees :-
→ These systems should be acceptable to all employees.
• Other points are :-
(6) Provision for fair treatment.
(7) Organisation / Job design.
(8) Employee counselling
(9) Encouraging involvement
(10) Information system.
(11) Employee welfare
(12) Heath and safety
(13) Union/ Labour relations
(14) Assessing performance of employees
(15) Disciplining individuals
(16) Dealing with grievances
(17) Dismissal
1.5 ROLES OF HR MINAGERS :-
(1) Humanitarion Role :-
→ HR manager should see the people as human beign not as a tool or machinery.
(2) Counseller :-
→ The HR manager should consel the employees about their marital, health, mental, physical and career problems.
(3) Mediator :-
→ The HR manager plays the role mediator during conficts between or among individuals groups and management.
(4) Spokesman :-
→ The HR manager is usually the one who represents the company.
→ He is the one who has better overall picture of his company and thus plays the role of spokesman.
(5) Problem solver :-
→ The HR manager performs the function of solving problems of overall human resource management and long-term organizational planning.
(6) Change Agent
(7) Management of Manpower Resources.
1.7 CHALLENGES OF HRM IN MODERN MANAGEMENT :-
(1) Globalization :-
→ Growing internationalization of business, HRM faced problems like
• Unfamiliar laws,
• Languages
• Practices
• Competitions
• Attiudes
• Management styles
• Work ethics, etc.
(2) Corporate Reorganizations :-
→ Reorganizations relates to mergers and acqusilions, joint ventures, take over, internal restructuring of Organisations.
→ It is a challange to manage employees anxiety, uncertainties, insercuritites and fears during these dynamic trends.
(3) New Organizational Forms :-
→ These relationhips give birth to completely new forms of organizational strucutre, which highly depend upon a regular exchange of people and infromation.
(4) Changing Demographics of Workforce :-
→ Changes in workforce ar largely reflected by dual career couples, large chunk of young blood between age and old super annuating employee, working mothers, more educated and aware workers etc.
(5) Changed Employee Expectations :-
→ Todays employees are demanding empowerment and equality with management.
→ Hence, it is a challange for HRM to redesign the profile of hiring, training, remunerating and motivating employees.
