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What is human resource management? Human Resource Management is also a strategic and comprehensive approach to managing people and the workplace culture and environment Or HRM is concerned with getting better results with the collaboration of people. Or Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training. Or Human Resource Management ("HRM") is a way of management that links people-related activities to the strategy of a business or organization. HRM is often referred to as "strategic HRM". It has several goals: - To meet the needs of the business and management (rather than just serve the interests of employees); - To link human resource strategies / policies to the business goals and objectives; - To find ways for human resources to "add value" to a business; - To help a business gain the commitment of employees to its values, goals and objectives What is HR? William R. Tracey, in The Human Resources Glossary defines Human Resources as: “The people that staff and operate an organization … as contrasted with the financial and material resources of an organization. The organizational function that deals with the people ...” Function of HRM The major functional areas in human resource management are :( 1) planning, (2) Staffing, (3) employee development, and (4) employee maintenance. These four Areas and their related functions share the common objective of an adequate number of Competent employees with the skills, abilities, knowledge, and experience needed for further organizational goals. 1. Human resource or manpower planning. 2. Recruitment, selection and placement of personnel. 3. Training and development of employees. 4. Appraisal of performance of employees. 5. Taking corrective steps such as transfer from one job to another. 6. Remuneration of employees. 7. Social security and welfare of employees. 8. Setting general and specific management policy for organizational relationship. 9. Collective bargaining, contract negotiation and grievance handling. 10. Staffing the organization. 11. Aiding in the self-development of employees at all levels. 12. Developing and maintaining motivation for workers by providing incentives. 13. Reviewing and auditing man-power management in the organization 14. Potential Appraisal. Feedback Counseling. 15. Role Analysis for job occupants. 16. Job Rotation. 17. Quality Circle, Organization development and Quality of Working Life. Objectives of HRM Maintenance of better human relations in the organization • To help the organization reach its goals. • To ensure effective utilization and maximum development of human resources. • To ensure respect for human beings. To identify and satisfy the needs of individuals. • To ensure reconciliation of individual goals with those of the organization. • To achieve and maintain high morale among employees. • To provide the organization with well-trained and well-motivated employees.
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• To increase to the fullest the employee's job satisfaction and self-actualization. • To develop and maintain a quality of work life. • To be ethically and socially responsive to the needs of society. • To develop overall personality of each employee in its multidimensional aspect. • To enhance employee's capabilities to perform the present job. • To equip the employees with precision and clarity in transaction of business. • To inculcate the sense of team spirit, team work and inter-team collaboration. Advantages/benefits/Significance/importance/need of HRM HRM becomes significant for business organization due to the following reasons. Objective: - HRM helps a company to achieve its objective from time to time by creating a positive attitude among workers. Reducing wastage and making maximum use of resources etc. Facilitates professional growth: - Due to proper HR policies employees are trained well and this makes them ready for future promotions. Their talent can be utilized not only in the company in which they are currently working but also in other companies which the employees may join in the future. Better relations between union and management: - Healthy HRM practices can help the organization to maintain co-ordinal relationship with the unions. Union members start realizing that the company is also interested in the workers and will not go against them therefore chances of going on strike are greatly reduced. Helps an individual to work in a team/group: - Effective HR practices teach individuals team work and adjustment. The individuals are now very comfortable while working in team thus team work improves. Identifies person for the future: - Since employees are constantly trained, they are ready to meet the job requirements. The company is also able to identify potential employees who can be promoted in the future for the top level jobs. Thus one of the advantages of HRM is preparing people for the future. Allocating the jobs to the right person: - If proper recruitment and selection methods are followed, the company will be able to select the right people for the right job. When this happens the number of people leaving the job will reduce as the will be satisfied with their job leading to decrease in labor turnover. Improves the economy :- Effective HR practices lead to higher profits and better performance by companies due to this the company achieves a chance to enter into new business and start new ventured thus industrial development increases and the economy improves What is training? Training is the systematic development of the attitude, knowledge, skill pattern required by a person to perform a given task or job adequately. Training objective? The principal objective of training and development division is to make sure the availability of a skilled and willing workforce to an organization. In addition to that, there are four other objectives: Individual, Organizational, Functional, and Societal. Individual Objectives– help employees in achieving their personal goals, which in turn, enhances the individual contribution to an organization. Organizational Objectives –assist the organization with its primary objective by bringing individual effectiveness. Functional Objectives –maintain the department’s contribution at a level suitable to the organization’s needs.
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Societal Objectives– ensure that an organization is ethically and socially responsible to the needs and challenges of the society. Methods of Training? Many methods of training are available- each has certain advantages and disadvantages. Here we list the different methods of training...you can comment on the pros and cons and make the examples concrete by imagining how they could be applied in training truck drivers. 1. Technology-Based Learning Common methods of learning via technology include: Basic PC-based programs Interactive multimedia - using a PC-based CD-ROM Interactive video - using a computer in conjunction with a VCR Web-based training programs Example: In the trucking industry one can imagine interactive multimedia training on tractor-trailers followed by a proficiency test to see how well the employee knows the truck. 2. Simulators Simulators are used to imitate real work experiences. Example: Truck drivers could use simulators to practice responding to dangerous driving situations. 3. On-The-Job Training Jumping right into work from day one can sometimes be the most effective type of training. Here are a few examples of on-the-job training: Read the manual - a rather boring, but thorough way of gaining knowledge of about a task. A combination of observation, explanation and practice. Trainers go through the job description to explain duties and answer questions. Use the intranet so trainees can post questions concerning their jobs and experts within the company can answer them. On-the-job training gives employees motivation to start the job. 4. Coaching/Mentoring Coaching/mentoring gives employees a chance to receive training one-on-one from an experienced professional. Example: Again, truck drivers could gain valuable knowledge from more experienced drivers using this method. 5. Lectures Lectures usually take place in a classroom-format. Example: Truck drivers could receive lectures on issues such as company policies and safety. 6. Group Discussions & Tutorials These most likely take place in a classroom where a group of people discuss issues. A better form of training than lectures, it allows all trainees to discuss issues concerning the new program. It also enables every attendee to voice different ideas and bounce them off one another. 7. Role Playing
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Role playing allows employees to act out issues that could occur in the workplace. Key skills often touched upon are negotiating and teamwork. 8. Management Games Management games simulate real-life issues faced in the workplace. They attract all types of trainees including active, practical and reflective employees. 9. Outdoor Training A nice break from regular classroom or computer-based training, the usual purpose of outdoor training is to develop teamwork skills. 10. Films & Videos Films and videos can be used on their own or in conjunction with other training methods. To be truly effective, training films and videos should be geared towards a specific objective. Only if they are produced effectively, will they keep the trainees attention. 11. Case Studies Case studies provide trainees with a chance to analyze and discuss real workplace issues. They develop analytical and problem-solving skills, and provide practical illustrations of principle or theory. 12. Planned Reading Basically planned reading is pre-stage preparation to more formal methods of training. Some trainees need to grasp specific issues before heading into the classroom or the teambuilding session. OR You can give on-the-job methods of training are job instruction training, apprenticeship and coaching, job rotation, and committee assignments. Off-the-job training refers to the training given to an employee away from the immediate work area. Here the employee focuses his attention upon learning from the trainer's lectures or through simulated exercises. Off-the-job training methods include classroom lectures; various simulation exercises like case exercises, experiential exercises, computer modeling, vestibule training and role playing; and programmed instruction. Systematic evaluation of training activities helps in evaluating the success of the training program. What is labor relation? Industrial relation? Labor Relations is the study of how employers and employees work together to create a fair workplace. Labor relations can refer broadly to any dealings between management and workers about employment conditions. Safety and Health Safety: Involves protecting employees from injuries due to work-related accidents. Health: Refers to the employees’ freedom from physical or emotional illness. Safety programs may be designed to accomplish their purposes in two primary ways. - To create a psychological environment and attitudes that promote safety. A strong company policy emphasizing safety and health is crucial. - To safety program design is to develop and maintain a safe physical working environment.
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• Physical Conditions: Conditions resulting from the workplace environment that include occupational diseases and accidents, such as: ü Repetitive motion injuries ü Back pain ü Cancer Etc. • Psychological Conditions: Conditions resulting from the workplace environment that result from organizational stress and low quality of working life. These include: ü Dissatisfaction, withdrawal ü Mistrust in others, irritability Safety Programs Today, it has become clear that optimal health can generally be achieved through environmental safety, organizational changes, and different lifestyles. a) Developing Safety Programs—Organizational safety programs require planning for prevention of workplace accidents. Plans may be relatively simple or more complex and highly sophisticated in order to fit the organization’s size. Top management’s support is essential if safety programs are to be effective. Tremendous economic losses can result from accidents. 1. Job hazard analysis: The main goal of safety and health professionals is to prevent job-related injuries and illnesses. 2. Employee involvement: One way to strengthen a safety program is to include employee input, which provides workers with a sense of accomplishment. b) Accident Investigation—Accidents can happen even in the most safety-conscious firms. Each accident, whether or not it results in an injury, should be carefully evaluated to determine its cause and to ensure that it doesn’t recur. The safety engineer and the line manager jointly investigate accidents—why, how, and where they occur and who is involved. Main causes that can create accidents at workplace are: • Chance occurrences • Unsafe working conditions • Unsafe acts by employees • Unsafe conditions Ø Physical conditions ü Defective Equipment ü Inadequate Machine Guards ü Lack of Protective Equipment Ø Environmental conditions ü Noise ü Dust, Fumes ü Stress ü Unsafe behaviors c) Evaluation of Safety Programs—perhaps the best indicator that a safety program is succeeding is a reduction in the frequency and severity of injuries and illnesses. d) Rationale for Safety and Health Trends—Firms are spending an increasing amount of money on safety. Reasons include; (1) profitability—employees can produce only while they are on the job, (2) employee relations—firms with good safety records can attract and retain good employees, (3) reduced liability—an effective safety program can
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reduce corporate and executive liability, (4) marketing—a good safety record may well provide companies with a competitive edge, and productivity—(5) an effective safety program may boost morale and productivity while simultaneously reducing rising costs. Ways to manage Safe and Healthy environment in organization To cope with physical hazards and other hazards such as stress, unsafe behavior, and poor health habits, employers often design comprehensive safety and health programs. Among these are safety programs, employee assistance programs, and wellness programs. a. Safety Programs A safe working environment does not just happen; it has to be created. The organizations with the best reputations for safety have developed well-planned and thorough safety programs. b. Employee Assistance Programs (EAPs) EAPs are programs designed to help employees whose job performance is suffering because of physical, mental, or emotional problems. c. Wellness Programs As health care costs have skyrocketed over the last two decades, organizations have become more interested in preventative programs. A complete wellness program has three components: • It helps employees identify potential health risks through screening and testing. • It educates employees about health risks such as high blood pressure, smoking, poor diet, and stress. • It encourages employees to change their lifestyles through exercise, good nutrition, and health monitoring. d. Smoking in The work place Numerous studies have concluded that workplace smoking not only is hazardous to employees’ health, but also is detrimental to the firm’s financial health. Increased costs of insurance premiums, higher absenteeism, and lost productivity cost huge amount a year. These factors, along with rising opposition from nonsmokers and widespread local and state laws, have spurred many firms into action, and the trend continues. Policies to prevent workplace violence Every organization should have a two-pronged policy in place to (a) prevent workplace violence and (b) to deal with violent incidents when they occur. An HR manager's major responsibility is to be certain that selection policies include careful screening and reference checking. Furthermore, the HR manager should take the lead to enforce policies pertaining to the fair treatment of employees. This may require training managers to recognize performance problems, refer troubled employees for counseling, and apply disciplinary procedures consistently. • • • • •
Benefits of a Safe and Healthy Workforce More productivity Increased efficiency and quality Reduced medical and insurance costs Lower workers’ compensation rates and payments Greater workforce flexibility
The HRM Department and Employee Safety and Health HRM department can help organizations and employers by performing tasks like:
Human Resource Management 1/25/2013 • • • • •
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Develop safety and health programs. Select safety and health programs. Evaluate safety and health programs. Ensure legal compliance. Incorporate safety and health concerns in HRM practices.