My First Presentations

1. INTRODUCTION TO
HUMAN RESOURCE MANAGEMENT
Asaduzzaman Collis
Management Trainee
Eminence

2. What is Management
 The creation of a technical & human
environment that supports optimum
utilisation of resources and competencies for
achieving organisational goals.

3. What is Human Resource Management
 The people’s dimension of management
 The management function which aims at
ensuring the availability of a competent &
committed workforce i.e the right people at the
right place & time.
 It helps recruit, select, train & develop members
for an organisation.

4. Process
Competence building HR Planning
Managing corporate Culture
Recruitment & Selection
Leadership & Teambuilding Compensation /
remuneration /
Wages & Salary admn.
Performance Management

5. The Functions
 HR Planning
 Job Anaysis & Design
 Recruitment & Selection Employee Procurement
 Induction & Placement
 Training & Development
 Performance Appraisal
 Job Evalutation
 Remuneration Employee
 Communication Development,
motivation &
 Negotiation with Trade Unions maintenance
 Industrial Relations
 Motivation
 Welfare
 Safety
 Health

6. Functions of HR
MANAGERIAL OPERATIVE
FUNCTIONS FUNCTIONS
Planning Staffing
Development
Organising
Compensation
Directing
Motivation
Controlling Maintenance
Integration

7. Operative functions of HR
STAFFING Job analysis, HRP, Recruitment,
Selection, Placement, Induction,
Internal Mobility
Competency profiling, Training and
DEVELOPMENT development, Performance &
potential management, Career
management, 360 degree feedback
Job design, Work scheduling, Job
COMPENSATION evaluation, Compensation
& MOTIVATION administration, Incentives and
benefits

8. Operative functions of HR
(contd.)
Health, Safety, Welfare,
MAINTENANCE Social security
Employment relations, Grievance,
INTEGRATION Discipline, Trade unions,
Participation, Collective
bargaining

9. The 4 aspects of HRM
 Personnel aspect –
Recruitment, Selection, Transfer, Promotion
etc.
 Development aspect – Training, areer
Planning, quality of work life , employee
participation schemes.
 Welfare aspect – Housing, Lunch
room, Health and
Safety, Transport, education etc.
 Industrial relations aspect – Union
Management

10. Evolution of HRM
 Influenced by :
 Taylor’s Scientific management
 Hawthorne Studies
 Behavioural School (Maslow, Herzberg, Mc.Gregor)
 IT sector boom
 Upto 1930’s : Personnel Mgt.
 Contemporary : HRM , HRD, HCM
 India : Pioneered by Udai Pareek & T.V Rao
 Early adopters : BHEL , SBI, SAIL, ONGC

11. Factors
EXTERNAL
 POLITICAL
 LEGAL
 BUSINESS ENVIRONMENT –
 GLOBALISATION
 MERGERS & ACQUISITIONS
 DOWNSIZING /RIGHTSIZING
 NATIONAL ECONOMY
 DEMOGRAPHIC
 Diverse workforce
 Knowledge workforce / intellectual capital
 More Women in workforce
 Changing family structure
 Contingent workforce

12.  TECHNOLOGICAL
 Occupational Shift (manufacturing
….. services)
 managing a virtual workforce
 managing employee alienation
 training & retraining employees to
manage obsolescence
 providing work life balance
 IPRs
 Need based technology – not fads

13.  Internal factors
 Unions
 Strategy, Leadership
 Organisational Culture
 Professional Bodies

14. HRM Environment - External
Technology
Professionalism Economic
HRM
Social & cultural Political & legal
Union

15. HRM Environment - Internal
Policies
HRM
Organisational
Mission
Conflict

16. HR SHOULD ACT AS AN ENABLER
FOR SOCIAL BUSINESS
On the social business news blog Michael Brito posted about the SHRM survey
that finds that HR would play an increasingly important role in Social Business.
However the crux of that involvement focuses on "creating and enforcing a social
media policy“
A company cannot be asocial inside and social outside.
HR has to evolve to catch up with the rest of the organization to embrace social.

17. Thank You!!!