Notes on Human Resource Management (HRM) Presentation
Unit 1: Introduction to HRM
Structure of Unit:
- Objectives
- Introduction
- Opening Case
- What is HRM?
- Nature of HRM
- Scope of HRM
- Objectives of HRM
- Functions of HRM
- Role of HRM
- HRM in the New Millennium
- Summary
- Self-Assessment Questions
- Reference Books
Objectives:
- Understand basic HRM concepts.
- Explain HRM's relation to management.
- Overview of HRM functions.
- Describe transformation of HR roles.
- Role of HRM in the present millennium.
Key Concepts:
- HRM revolves around managing relations at the workplace.
- Multidisciplinary function drawing from management, psychology, sociology, economics.
- People are complex with complex needs; effective HRM is contingent on organizational setting.
- HRM is crucial for competitive advantage, employee productivity, effectiveness, and societal objectives.
Functions of HRM:
- HR Planning
- Job Analysis
- Recruitment and Selection
- Training and Development
- Performance Appraisal
- Compensation and Benefits
- Employee Relations
- Risk Management
HRM in the New Millennium:
- Focus on organizational excellence.
- HR becomes a strategic partner.
- Accountability in ensuring employee commitment.
- Emphasis on change management and quality improvement.
Unit 2: Human Resource Planning (HRP)
Structure of Unit:
- Objectives
- Introduction
- HRP
- Definition
- Nature
- Objectives
- Importance
- Factors Affecting HRP
- HRP Process
- Requisites for Successful HRP
- Barriers to HRP
- Summary
- Self-Assessment Questions
- Reference Books
Objectives:
- Understand nature and need for HRP.
- Gain insight into factors affecting HRP.
- Realize HRP's importance in organizations.
Key Concepts:
- HRP is crucial for strategic alignment with business goals.
- HRP involves forecasting future HR needs, analyzing current HR, and developing strategies to meet these needs.
- Effective HRP ensures right person, right place, right time, and optimal productivity.
HRP Process:
- Environmental Scanning
- Organizational Objectives and Policies
- HR Demand Forecast
- HR Supply Forecast
- Implementation
- Monitoring and Evaluation
Barriers to HRP:
- Incompatibility of HR information
- Short-term vs long-term HR needs
- Quantitative vs qualitative HR planning
- Non-involvement of operational managers
Unit 3: Job Analysis and Job Design
Structure of Unit:
- Objectives
- Introduction
- Job Analysis Defined
- Uses
- Steps
- Methods
- Job Description
- Job Specification
- Job Design
- Methods of Job Design
- Summary
- Self-Assessment Questions
- Reference Books
Objectives:
- Define job analysis.
- Understand steps in job analysis process.
- Recognize methods of collecting job analysis data.
Key Concepts:
- Job analysis is crucial for understanding job duties and requirements.
- Job description outlines the tasks, while job specification details the required skills and qualifications.
- Job design involves organizing job tasks for productivity and employee satisfaction.
Methods of Job Design:
- Job Simplification
- Job Rotation
- Job Enlargement
- Job Enrichment
Unit 4: Recruitment
Structure of Unit:
- Objectives
- Introduction
- Definition
- Process
- Policy
- Factors Affecting Recruitment
- Sources
- Methods
- Philosophies
- Summary
- Self-Assessment Questions
- Reference Books
Objectives:
- Define recruitment and understand its process.
- Explain recruitment policies and factors affecting recruitment.
Key Concepts:
- Recruitment involves attracting and selecting candidates for organizational vacancies.
- Effective recruitment aligns with organizational goals and strategy.
Recruitment Process:
- Identify vacancy
- Job analysis
- Sourcing
- Screening
- Selection
Methods of Recruitment:
- Internal vs External Sources
- Direct, Indirect, Third-party methods
- Traditional vs Realistic Job Preview
Unit 5: Selection
Structure of Unit:
- Objectives
- Introduction
- Selection Procedure
- Decision Outcomes
- Placement and Orientation
- Summary
- Self-Assessment Questions
- Reference Books
Objectives:
- Define selection and its process.
- Understand selection decision outcomes.
Key Concepts:
- Selection involves choosing the most suitable candidates through various assessments.
- Effective selection reduces turnover and enhances productivity.
Selection Procedure:
- Application Pool
- Screening
- Testing
- Interviews
- Background Check
- Decision Making
- Placement and Orientation
Note: This guide summarizes key points and concepts from the lecture material on HRM. It should be used as a study aid to reinforce learning and facilitate review of the main topics covered in Human Resource Management.