Human Resources Management: Concept and Context

Unit I: Human Resources Management: Concept and Context        

  1. The concept of HRM;
  2. Functions of HRM;
  3. Changing dimensions of HRM;
  4. Changing role and challenges of HRM managers;
  5. Essential skills for HR managers;
  6. Purpose and structure of HR department;
  7. HRM as a shared function;
  8. External and internal context of HRM;
  9. HRM in the Nepalese context.


    The concept of HRM; Functions of HRM

 
 

Resources 

 

         Activities 

 

        Goals

 
  • Financial Resources
  • Physical Resources
  • Human Resources
  • Information
 
  • Planning
  • Organizing
  • Leading
  • Controlling
 
  • Organizational Goals( OG)
  • Individual Goals( IG)

Effectiveness, Efficiency,   Dynamic Environment

Concept:

  • Management is the art of getting things done through others and with formally organized groups

•   Human Resources –

  • Physical abilities
  • Knowledge
  • Skills
  • Attitude
  • Commitment
  • Potential for growth

 

  • Human resource management is the process of managing the human dimension in

 

  • DeCenzo and Robbins:- HRM is the process comprising of Acquisition, Development, Motivation, and Maintenance of human resources in an organization.

 

 

Characteristics of HRM

  • Human Focus
  • Management function
  • Pervasive
  • Dynamic
  • Universal
  • Continuous
  • System oriented
  • Proactive
  • Strategic
  • Mutual goal-oriented

The function of HRM(a component of HRM)

 

                                                          

Acquisition:

  • Job analysis 
  • HR planning 
  • Recruitment
  • Selection
  • Orientation
  • Socialization

Development:

  • Employee Training
  • Management Development
  • Career Development

    Motivation : 

  • Job Design
  • Performance Evaluation
  • Compensation Management
  • Employee Discipline

Maintenance:

  • Health and Safety
  • Industrial Relation
  • Disciplinary Relation
  • Retention

                                                                                                                                                                                                                                                                                                                                                                                                                                                                                  

Changing Dimensions of HRM

  •  

 

Human Resource Management

 
  • People as valuable resources
  • HRM as shared function
  • HRM as strategic function
  • Team based job design
  • Mutual goal
  • Open communication
  • System perspectives
  • Human potential management
  • Participative approach
  • Evidence based approach

 

  • Globalization
  • Workforce diversity
  • Technological advancement
  • Workplace diversity
  • Continuous improvement program
  • Empowerment
  • Changing value of employee
  • Corporate social responsibilities
  • Employee commitment
  • Changing legal framework

• Administrative to a strategic role

  • Transactional to the transformational role
  • Functional role to change agent
  • Reactive to a proactive role
  • Manager to advocate role                                                                                                  

Factors affecting structure

 

  • Company size
  • Area coverage
  • Strategy
  • People/ Human resources
  • Nature of organization

Structure

 

  • Head HRD
    • Employment
    • Training & Development
    • Compensation and Benefits
    • Employee Relations
  • HR managers play the supporting role to line managers.
  • HR department provides special assistance to line managers to conduct H R related roles in organization
  • HR
    • Marketing
    • Finance
    • Production
    • Operations
    • R& D

 

  • Human resource professional plans and establish systems that will allow the managers to make the best use of their
  • HR professional advises and trains managers on how to utilize their subordinates in order to achieve the department
  • For various functions in HR, it should be clarified whether the HR officer or the department head would take
  • Dealing with disciplinary and performances issue is another conflict between HR officer and department
  • Most HOD feels uncomfortable dealing with discipline matters they rather pass to HR

Internal Context( Factors)

Strategy/ goal of the organization

  • Organizational Structure
  • Organizational Culture
  • Labor Union
  • Organizational Resources

External Context( Factors)

 

  • Political-legal context
  • Economic Context
  • Socio-cultural Context
  • Technological Context
  • Natural Context
  • Trade union/ labor market
  • Competitors
  • Global Context

 

HRM in the Nepalese context.

  • Priority in HR
  • Legal framework
  • Growing economy
  • Unionization
  • Professional skills
  • Workforce diversity
  • Motivation and performance appraisal issues
  • Retention issue
  • Political impact