Introduction To Human Resource Management
Introduction To Human Resource Management
Introduction To Human Resource Management
MANAGEMENT PROCESS
The five basic functions of planning, organizing, staffing, leading and controlling. Planning- Establishing goals and standards; developing rules and procedures; developing plans & forecasting. Organizing- Giving each subordinate a specific task; establishing departments; delegating authority to subordinates; establishing channels of authority & coordinating the work of subordinates. Staffing- Determining what type of people should be hired; recruiting perspective employees; selecting employees; setting performance standards; compensating employees; evaluating performance; counseling employees; training and developing employees.
Leading- Getting others to get the job done; maintaining morale; motivating subordinates.
Controlling Setting standards such as sales quotas, quality standards, or production levels; checking to see how actual performance compares with these standards; taking action as needed.
HRM FUNCTIONS
Planning- Mission, objectives, strategies, internal strength & weakness, structure, culture, technology, leadership. Developing- Posses the knowledge & skills to perform, performance appraisal to identify employees key skills and competencies. Monitoring- Administration of reward, Job evaluation Maintaining- Workplace safety, health, welfare policies Managing relationships Negotiating contracts, employee participation
Managing change- Envision the future, communicating, reallocate resource Evaluating- Procedure & process that measure, evaluate & communicate the value-added component of HR practices & the entire HR system.
THE SEMANTICS
PM is related to routine activity meant to hire new
employees & maintain personnel record. HRD is concerned with training & development, career planning & development, organization development. IR is concerned with employee grievance & their settlement & unionisation HCM refers to the stock of employee skill, knowledge & capabilities that may not show in a balance sheet but have significant impact on a firms balance sheet. HCM recognize that people are investor of their personal capital & this provides value to the organization.
HR SPECIALIST
Recruiters Human resource development specialist Job analysts Compensation managers Training specialists Employment/ industrial relation specialist Employee welfare officers
HR proficiencies