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HRM
J.Peter
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10 Best Companies To Work For In India
Business Today survey1. Infosys Technologies 2. Google India 3. Tata Consultancy Services
4. IBM5. Microsoft India6. Wipro
7. State Bank of India8. Bharti Airtel 9. HP India10. HDFC Bank
http://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.htmlhttp://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.htmlhttp://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.htmlhttp://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.html8/4/2019 HRM -Intro 1&2
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Top 10 companies to work for in the
United States of America:
1. Methodist Hospital System2. Goldman Sachs3. Qualcomm4. Starbucks5. Cisco Systems6. Genentech7. Edward Jones8. Wegmans Food Markets9. Quicken Loans
10.Google
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Factors
Career and personal growth
Prestige/company reputation Training/coaching/mentoring Financial compensation and benefits
Good job content Merit based performance evaluation
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Overall Business Impact
People Factors Core drivers High-impact practices Specific actions Constructive culture
Economic Factors Relative market share Company size Industry profitability
67%
33%
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Human Resource ManagementDefinition
The policies,practices, and
systems thatinfluenceemployeesbehavior, attitudes,and performance.
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Goals of HRM
Attract, retain, and motivate employees Direct employee efforts toward goals of
organization Assist in the development of the
strategic direction of the organization Provide the organization a source of
competitive advantage Help ensure legal compliance
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Objectives of HR Management
Organizational - need to focus on companiesneeds and goals
Societal - need to respond to needs and changesof society, while minimizing the neg. impact onthe organization
Employee objectives - assist employees in
meeting their objectives along with theorganizational ones
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HR Responsibilities
Can include: Job analysis Manpower planning
Selecting employees Orientation Training Compensation management Counseling Communications Performance appraisals Health & safety
HR Department Sets policies normallyin writing
Monitors trends Offers advice Performs additionalresearch
Act as change agent
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How External Influences AffectHRM
Globalization Technology Hi-tech jobs Service jobs Knowledge work Work force diversity Changing skill requirements Continuous improvement Decentralized work sites Teams Employee involvement Ethics
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Major Drivers of the New economy
1.Digitalization & Connectivity
2.Disintermediation & Reintermediation
3.Cutomisation & Customerisation
4.Industry convergence
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Does HRM Really Matter?
Research has shown that a fully functioningHR department does make a difference.
Organizations that spend money to have
quality HR programs perform better thanthose who dont. Practices that are part of superior HR
services include:
rewarding productive work creating a flexible work-friendly environment properly recruiting and retaining quality workers effective communications
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Organization of HR DepartmentLg Company HR Department
recruiter(s)
ManagerEmployment
analyst
ManagerCompensation
trainer(s)
ManagerTraining
safetyspecialist
ManagerSafety
employeecounsellors
ManagerUnion
VP HR
President/CEO
-many HR duties are assumed by management-HR dept size grows as these duties increase-HR dept increases in size as need grows
-specialization also increases with size of dept
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The Historical PerspectiveClassical Viewpoint
Emphasis on ways to manage
work more efficiently
Scientific Management
Emphasized scientific study of workmethods to improve productivity ofindividual workers
Proponents: Frederick W. TaylorFrank & Lillian Gilbreth
AdministrativeManagement
Concerned with managing theentire organization
Proponents: Henry TaylorMax Weber
Behavioral science approach
Relies on scientific research fordevelopments theory to providepractical manager tools
Behavioral Viewpoint
Emphasis on importance ofunderstanding human behavior &
motivating & encouragingemployees toward achievement
Early Behaviorists
Proponents: Hugo Munsterberg,Mary Parker Follet, Elton Mayo
Human Relations Movement
Proposed better human relationscould increase worker productivity
Proponents: Abraham MaslowDouglas McGregor
Quantitative Viewpoint
Applies quantitative
techniques to management
Operations Management
Focuses on managing theproduction and delivery of anorganizations products or services more effectively
Management Science
Focuses on usingmathematics to aid in
problem solving anddecision making
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HRMs History
Welfare
Administration
Employee relations
Functional expertise
Business partner / player
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Evolution of HRM in IndiaPeriod Outlook Emphasis status1920-30 Capitalist Statutory, welfare,
PaternalismClerical
1940-60 TechnicalLegalistic
Introduction oftechniques
Administrative
1970-80 Professional Regulatory ,conforming Managerial
1980-90 Legalistic,Impersonal
Standards on otherfunctions
Managerial
1990-00 Philosophical Human values,Productivity thro people
Executive
2000 - Strategic Aligning Hr process to
Mission
Business
Partner
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Good HR Practices Performance linked
Financial incentives Motivate employee efforts Rigorous Selection &
Recruitment Higher than average
wages ESOP
Intensive InformationSharing Decentralization
Self managing Teams High investment In
Training & Development Muti-skilling Elimination of status
symbols Long term perspectives Measurement of HR
practices Review
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Creating high performance culture Retaining talent Hierarchy to team based informal work
culture Ethical issues Diversity Globalisation Changed employee expectation Learning Organisations
Major challenges Of HRM