Seminar
On
“Human Resource Management”
CONTENTS
INTRODUCTION
WHAT IS HRM
SCOPE OF HRM
IMPORTANCE OF HRM
EVOLUTION OF HRM
FUNCTIONS OF HRMS SYSTEMS
PROCESS OF HRM
FIVE COMPONENTS OF A HRMS
E-HRM
TYPES OF HRM
ADVANTAGES
DISADVANTAGES
CONCLUSION
INTRODUCTION
• The human resource function of every defines their success as
an organization. An organization’s HR function plays a major
role in the growth of its bottom line and the success of its
business strategy.
• The very nature of a company is in its people, and giving
direction to people is what human resource management
(HRM) is all about. HRM provides an organization with the
best services and systems drive both profit and team synergy.
WHAT IS HRM?
• Human resource management (HRM) refers to the concept
or methods needed to carry out responsibility of the
personnel in aspects of managing organizational tasks.
• Such as recruiting, screening, training, rewarding and some
other related tasks.
• Nowadays it would be difficult to imagine that organizations
can achieve and sustain effectiveness at their work without
efficient HRM programs and activities.
SCOPE OF HRM
• Human resource planning
• Job analysis
• Job design
• Recruitment & selection
• Orientation & placement
• Training & development
• Performance appraisals
• Job evaluation
• Employee and executive remuneration
• Motivation
• Communication
IMPORTANCE OF H.R.M
•To hire right person for the right job.
•To avoid high manpower turnover.
•To ensure people doing their best.
•To conduct proper interview.
•To avoid legal implications.
•To ensure proper compensation management.
•To ensure equity and justice and right pay for right person.
•To avoid unfair labor practices.
EVOLUTION OF HRM
1. INDUSTRIAL REVOLUTION ERA— 19TH CENTURY
2. TRADE UNION MOVEMENT ERA — CLOSE TO THE 19TH
CENTURY
3. SOCIAL RESPONSIBILITY ERA — BEGINNING OF THE 20TH
CENTURY
4. SCIENTIFIC MANAGEMENT ERA— 1900-1920S
5. HUMAN RELATIONS ERA— 1930S-1950S
6. BEHAVIOURAL SCIENCE ERA— 1950S-1960S
7. SYSTEMS AND CONTINGENCY APPROACH ERA – 1960
ONWARDS
8. HUMAN RESOURCE MANAGEMENT ERA — 1980 ONWARDS
FUNCTIONS OF HRMS SYSTEMS
• Payroll
• Database for employee information
• Attendance records
• Performance evaluation
• Benefits administration
• Learning and recruiting management
• Employee self-service
• Employee scheduling
• Tracking of employee absenteeism
• Analytics
PROCESS OF HRM
FIVE COMPONENTS OF A HUMAN RESOURCE
MANAGEMENT SYSTEM
Five components of a human resource management system:
1. Organizational culture
2. Planning for change
3. Training and development
4. Health and safety
5. Recruitment and retention
1. ORGANIZATIONAL CULTURE
Collection of values, working norms, company visions and habits.
Setting policies, procedures and company standards dictates to
employees the behaviors that are acceptable in the workplace.
Affects the way people do their work and interact with one another
and with customers.
2. PLANNING FOR CHANGE
Helping employees understand their roles in the larger picture of
the company.
Building bridges between departments and managers and
getting people to talk about "what-if" situations.
Develops a management plan for disasters, for changes in
workflow and for reassuring employees in times of crises or
frightening change.
3. TRAINING AND DEVELOPMENT
Policies and procedures need to be firmly communicated to employees as
part of their on-boarding process.
HR management system is also responsible for ongoing employee
development.
Continuing education keeps employees' skills fresh so they bring new and
innovative ideas to the workplace.
4. HEALTH AND SAFETY
This can be achieved through policies and procedures, but the HR
function may go a step further to make sure employees understand the
risks of certain activities.
Minimizes the possibility that an accident will occur and helps to
eliminate any subsequent legal action that might be taken against the
company.
5. RECRUITMENT AND RETENTION
It is the anchor of all HR’s policies and systems.
Finding qualified workers, keeping them engaged with the company,
training them to effectively do their jobs and providing incentives for
further education, benefits and compensation are all drivers to
organizational success and should be constantly on the minds of HR
managers.
E-HRM
E-HRM has been defined as “a way of implementing HR strategies, policies
and practices in organizations through a conscious and directed support of
and/or with the full use of web-technology-based channels” or more recently,
and more broadly, as “the planning, implementation, and application of
information systems for both networking and supporting actors in their shared
performing of HR activities”.
TYPES
• Operational: operational E-HRM is concerned with administrative functions -
payroll and employee personal data for example.
• Relational: relational E-HRM is concerned with supporting business processes
by means of training, recruitment, performance management and so forth.
• Transformational: transformational E-HRM is concerned with strategic HR
activities such as knowledge management, strategic re-orientation.
ADVANTAGES OF HRM SYSTEMS
• Human resource planning
• Hiring workforce
• Retaining employees
• Enhance organization effectiveness
• Handles disputes and queries
• Motivating employees
• Improves employee relations
DISADVANTAGES OF A HUMAN RESOURCE
MANAGEMENT SYSTEM
• Costly setup
• Recent origin
• Unpredictability
• Improper development programmes
• Insufficient information
CONCLUSION
• Developing and implementing the right HRMS for your company
is important.
• While it is certainly possible to take care of these functions
manually, an automated system ensures there is plenty of time
available for the human resources staff to develop and maintain
the data that goes into those systems.
REFERENCES
1. Google
2. Study material
THANK
YOU..
