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Conceptual framework of hrm
Human resource management (HRM) involves developing and implementing policies and practices to manage people in an organization. The goal of HRM is to support organizational strategies and goals while meeting the needs of both the organization and its employees. HRM functions include recruitment, compensation, development, and administration of employees. Over time, the role of HR has evolved from an administrative expert to a strategic partner and change agent within organizations. In Nepal, many companies now have HR departments, though HR is still viewed more as a cost than an investment in some cases. HR professionals work to align HR with organizational goals, provide tools for operations, discover new methods, and manage all aspects of the employee life cycle. Globalization, technology, flexibility, and
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Conceptual framework of hrm
- 1. Conceptual Framework for Human ResourceManagement
- 2. What is HRM? A set of people- related policies, programmes and practices as well as underlying values Designed and executed to enhance HR effectiveness (get effective results from them) For supporting organisational goals and strategies By integrating needs of the organisation and those of its people. HRM is concerned with “people” aspect of management
- 3. What is theprimary purpose and focus of each function? HRM universe
- 4. Unpacking the HRMfunctions Diverse – wide span of influence and control
- 5. Evolution of HRRoles
- 6. Mid 1990s Mid2000s Employee Champion Employee Advocate, Human Capital Developer Administrative Expert Functional Expert Strategic Partner Strategic Partner Change Agent Leader Evolution of HR Roles Prof Dave Ulrich: A New Mandate for HR
- 7. Nepali Context HRviewed as a cost not an investment In 2008, only 48 organizations in Nepal had HR department, now, over 400 companies have it. HR Department is there but no authority No Ministry of HR Government sector does not have HR; in Private sector, need of HR emerged after 2046 & 2063.
- 8. Duties of HRprofessionals HR oversees organizational leadership and culture, & ensures compliance with employment and labor laws. Duties of HR professionals include: To work with the organization so that HR is in sync with the company's long-term vision and goals. To carry out administrative duties, like providing the tools the organization needs to successfully operate. To discover new methods that move the company forward. To take care of employees in terms of managing their selection, recruitment, compensation issues, development, and administration.
- 9. Trends enhancing importanceof HRM • The Increased globalization of economy • Technological changes, challenges and opportunities • Need to be flexible in response to changing business environments • Increase in litigation related to HRM • Changing characteristics of the workforce
- 10. The cost ofdoing business Why is knowing & realizing this important?
- 11. What difficulties mightmanagers have in managing HR? Whole hearted cooperation, energy, & commitment from employees Concepts & procedures for managing large numbers of employees often convey contradictory messages to managers Place and role of HRM in corporate decision making, role of personnel staff, lack of sufficient HR management know-how at the top, remain largely unresolved Some management assumptions, practices, structure pertaining to HRM undermine the efforts of many managers