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Evolution of Human Resources Management in India: Session 1

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79 views16 pages

Evolution of Human Resources Management in India: Session 1

Uploaded by

coolamit6387
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPT, PDF, TXT or read online on Scribd
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Human

Resources
Management

Evolution of Human
Resources
Management in India

Session 1
© 2009 Tata McGraw Hill All rights reserved.
HRM function
Human Resource Management Functions

Organisational
Behaviour

Industrial
Relations Personnel
And Labour Management
Legislation

© 2009 Tata McGraw Hill All rights reserved.


Organisational Behaviour
 Field of study that tries to examine why
people behave the way they do.
 Focuses on behaviour of employees at
the levels of
 individual,
 group and
 total organisation

© 2009 Tata McGraw Hill All rights reserved.


Personnel Management
Studies policy formulation and implementation on
issues such as
 Human resource planning
 Recruitment and selection
 Training and development
 Performance and potential appraisal
 Promotions
 Transfers
 Quality of working life and
 Compensation management

© 2009 Tata McGraw Hill All rights reserved.


Industrial Relations and Labour
Legislations
Deals with
 Union management relationship
 Union structure
 Collective bargaining
 Grievance handling
 Discipline management
 Implementation of various labour legislations

© 2009 Tata McGraw Hill All rights reserved.


Emerging HRM Functions

 Assessment Centre
 Empowerment
 Job enrichment
 Parity and Justice
 Downsizing/Rightsizing
 Human resource Information System

© 2009 Tata McGraw Hill All rights reserved.


Assessment Centre
 It is a mechanism to identify the potential for
growth
 It is a procedure and not location
 Uses variety of techniques to evaluate
employees for manpower purpose and decisions
 Uses situational tests for specific job
behaviour
 Identifies Strengths and weaknesses of
attributes being studied

© 2009 Tata McGraw Hill All rights reserved.


Benefits of Assessment Centre
 Helps in identifying early the supervisory/
managerial potential and gives lead time for
training
 Helps in identifying training and developmental
needs
 Assessors who are generally senior mangers in the
organization, find training for assessor a relevant
experience in understanding organization better.
 This exercise provides an opportunity for the
organization to review its HRM policies.

© 2009 Tata McGraw Hill All rights reserved.


Empowerment
 It is seen as a redistribution of power in work
settings
 It is reorientation of all forces, values and
beliefs which determine human behaviour in
organizations
 These values and forces liberate rather than
restrict the range of thought and action

© 2009 Tata McGraw Hill All rights reserved.


Job Enrichment (JE)
 JE concerns with providing discretion, flexibility
and variety to the job to increase the employees’
willingness to contribute.
 Seven Job characteristics identified for JE are:
 Skill variety
 Task identity
 Task significance
 Autonomy
 Feedback from job
 Feedback from others
 Dealing with others

© 2009 Tata McGraw Hill All rights reserved.


Parity and Justice
 HRM managers have to be sensitive to ensure
that constitutional and legislation guarantees
are not ignored/violated by individual
members or organizations.

 Safeguarding these guarantees and ensuring


that organization comply with the laws of the
land is most important emerging function of
HRM today

© 2009 Tata McGraw Hill All rights reserved.


Some Articles in Indian
Constitution
 Equal opportunity employment
 Articles 14,15,16
 Prohibition of child labour
 Article 24
 Equal pay for equal work
 Article 39
 Right to Work
 Article 41
 Workers participation in management
 Article 43A

© 2009 Tata McGraw Hill All rights reserved.


Downsizing/Rightsizing
 Downsizing (organizations call it rightsizing)
refers to activities undertaken by
management to improve efficiency,
productivity and competitiveness of the
organizations by reducing their workforce..

© 2009 Tata McGraw Hill All rights reserved.


Rationale for Downsizing
 Mergers, acquisition, sell offs
 Reduce cost or to enhance revenue
 Modernization or up gradation of technology
may necessitate more mechanization and less
dependence on people
 New products are added which may result in
some new people to be added but overall
decrease in the number of workers employed
per unit of production.

© 2009 Tata McGraw Hill All rights reserved.


Human Resource Information
system (HRIS)
 HRIS is a systematic way of sorting data and
information for each employee
 It aids in
 Planning
 Decision making
 submitting reports to other departments
 HRIS is a composite of database, computer
applications and hardware and software that
are used to collect , record, store , manage,
deliver and manipulate data for human
resource management

© 2009 Tata McGraw Hill All rights reserved.


Information Requirements of
HRM
 Duties and responsibilities of every job in the
organization
 Skills possessed by every employee
 Future human resource needs of the
organization
 Current productivity of human resources
 Identification of training needs

© 2009 Tata McGraw Hill All rights reserved.

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