Dr.

Parveen Nagpal

INTRODUCTION TO HRM
 Dr. Parveen Nagpal

(https://www.digitalhrtech.com/human-resource-basics/)
 Dr. Parveen Nagpal
HUMAN RESOURCE MANAGEMENT
❖Organizational resources are all the assets and resources that are available
to a firm for use and are combined and transformed into finished products.
❖Amongst the various types of resources viz. physical/ material resource,
financial resource and human resource, human resource is said to be the
most important resource as:
• It is the only resource that has feelings and sentiments.
• It is that resource which can put the other resources in the best possible
use.
 Dr. Parveen Nagpal
HUMAN RESOURCE MANAGEMENT
❖The term Personnel Management (PM) is replaced now by Human
Resource Management (HRM).
❖HRM differs from PM both in scope and orientation. PM is essentially
“workforce” centered whereas HRM is “resource” centered.
❖HRM views people as an important source or asset to be used for the
benefit of the organizations, employees and the society.
 Dr. Parveen Nagpal
HUMAN RESOURCE MANAGEMENT
❖HRM is a management function concerned with hiring, motivating and
maintaining people in an organization. It focuses on people in organizations.
It is designing management systems to ensure that human talent is used
effectively and efficiently to accomplish organizational goals.
❖Edwin Flippo states that Personnel/ HR management is the planning,
organizing, directing, and controlling of the procurement, development,
compensation, integration, maintenance and separation of human
resources to the end that individual, organizational and societal goals are
accomplished.
 Dr. Parveen Nagpal
FEATURES OF HRM
• Comprehensive function
• People - oriented
• Action – oriented
• Pervasive
• Continuous
• Interdisciplinary
• Future – oriented
• Integrated
• Art as well as science
• Development of team spirit
• Increase Employee as well as Organizational Effectiveness
 Dr. Parveen Nagpal
OBJECTIVES OF HRM
• Procurement of Human Capital
• Developing Organizational Climate
• Effective Use of Manpower
• Motivation of Manpower
• Maintain Performance Standards
• Maintain Harmonious Relationship
• Employee Retention
• Competitive Advantage
• Meet Legal Compliance
• Societal Objectives
• Corporate Image
 Dr. Parveen Nagpal
STRATEGIC HUMAN RESOURCE MANAGEMENT (SHRM)
❖SHRM is a discipline that covers the concepts and practices that guide and
align the HRM philosophy, skillful planning and practice with the strategic
and long term goals of the organization.
❖"SHRM means formulating and executing HR policies and practices that
produce the employee competencies and behaviors that the company
needs to achieve its strategic aims." – Gary Dessler
❖“SHRM is an approach to making decisions on the intentions and plans of
the organization concerning the employment relationship and the
organization's recruitment, training, development, performance
management and the organization's strategies, policies and practices." –
Michael Armstrong
 TRADITIONAL HRM V/S SHRM Dr. Parveen Nagpal

Sr.
No. Traditional HRM SHRM
Meaning: It is a traditional approach It is a professional and proactive approach
1. of managing resources so as to of managing human resources in order to
achieve the short term goals of an achieve the strategic goals of an
organization organization.
Responsibility: Personnel in the HR Line managers bear the responsibility of
2. department are responsible for implementation of the HR programs
implementation of the HR programs.
Focus: It focuses on building and Focuses on building partnerships with
3. motivating strong employee employees, customers, general public and
relationships. other stake holders
Role of HR: The HR plays a very Role of HR is transformational and
4. transactional and reactive role. proactive.
Acceptance of Change: Changes Change initiatives are implemented in
 TRADITIONAL HRM V/S SHRM Dr. Parveen Nagpal

Sr.
No. Traditional HRM SHRM
Aim: HRM aims at developing SHRM looks to develop overall
6. functional competencies strategic competencies of the
pertaining to human resource organization from the HR perspective.
aspects.
Rigidity / Flexibility: Adopts There is lot of flexibility and very few
7. rigid and bureaucratic control restrictions on employee behaviors.
procedures through rules, policies
and procedures
Emphasis: It gives more SHRM emphasizes on broad job
8. importance to scientific design, flexibility, and team and group.
management procedures like
division of labour & specialization.
 Dr. Parveen Nagpal
CHARACTERISTICS OF TODAY’S WORKFORCE(WORKFORCE 2.0.)
• Millennials (largest generation in the workforce by 2020)
• Employee Classification - Contractors, part-time workers and freelancers
• Team based collaboration
• Flexible Schedule
• Autonomy and feedback
• Virtual Teams
• Engagement
• Focused
 Dr. Parveen Nagpal
CHARACTERISTICS OF TODAY’S WORKFORCE(WORKFORCE 2.0.)
• Talent Management
• Telecommuting

(Ref.: https://pharmaacumen.com/journal/2017/1/25/5-characteristics-of-a-modern-workforce)
 Dr. Parveen Nagpal
CHANGING ROLE OF HR MANAGER
• Change Agent
• Strategic Partner
• Employee Engagement
• Diversity Manager
• Continuous Performance Manager
• Manage Ethical Issues in HRM
• Enhancing Human Potential
• Employee Retention
• Restructuring and Layoffs
• Technological Development
 Dr. Parveen Nagpal
KEY QUALITIES OF HR MANAGER

Sympathetic Attitude

Effective Communication Skills

Inter personal Skills

Intelligence (IQ, EQ, SQ)

Leadership by Example

Teamwork

Physical and Mental Qualities

 Dr. Parveen Nagpal
CASE STUDY
“Human Resources are like natural resources, they are often buried deep.
One has to go looking out for them. HR Managers need to create
circumstances where they need to show themselves.” as said by Ken
Robinson.
a. Elucidate the statement in the multifaceted role to be played by the HR
Manager. (5 marks)
b. Explain the traits that the HR manager should possess. (5 marks)
c. Explain the challenges faced by HR Managers in organizations today (5
marks)
 Dr. Parveen Nagpal
EXAMPLE – JOB ANALYSIS

Wanted a Pizza Delivery boy for our Dominos outlet at Vile Parle (W).
Candidate must be XII pass, have good command over English and have
license for riding two wheeler. Shift Timings 11 am to 6 pm. Salary 15000
p.m. Interested candidates may walk-in on ________, ___ am to ____ pm.

JOB ANALYSIS = JOB DESCRIPTION + JOB/ MAN SPECIFICATION

 Dr. Parveen Nagpal
JOB ANALYSIS
• In order to achieve effective HRP, the duties involved and the skills required
for performing all the jobs in an organization have been taken care of. This
information can be obtained through the analysis of work, known as ‘Job
Analysis’.
• A job is a bundle of related tasks and responsibilities assigned to individual
employees. Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative importance of these
duties for a given job.
• Flippo has offered a more comprehensive definition of job analysis as, “Job
analysis is the process of studying and collecting information relating to the
operations and responsibilities of a specific job. The immediate products of
the analysis are job descriptions and job specifications”.
 Dr. Parveen Nagpal
JOB ANALYSIS
• Job Analysis is therefore a detailed examination of :
i) tasks (performance elements) that make up a job.
ii) conditions under which they are performed, and
iii) what the job requires in terms of aptitudes, attitudes, knowledge, skills
etc. of the employee
 Dr. Parveen Nagpal
COMPONENTS OF JOB ANALYSIS

Components of Job
Analysis

Job Description Job/ Man Specification

Job Title Qualifications
Job Summary Qualities
Duties and Responsibilities Skills
Supervision Emotional characteristics
Working Conditions Training
Job Location Experience
 Dr. Parveen Nagpal
PROCESS OF JOB ANALYSIS
Identification of the purpose of
Job analysis

Who Will Conduct Job Analysis

How to Conduct the Process

Selection and Training of Job

Analyst

Preparation of Job Analysis

Process

Data Collection

Documentation, Verification and

Review

Developing Job Description and

Job Specification
 Dr. Parveen Nagpal
METHODS OF JOB ANALYSIS/ JOB DATA
• Job Performance
• Personal Observation
• Questionnaire
• Checklist
• Personal Interview
• Maintenance of Log Book / Diary
• Critical Incident Method
• Technical Conference Method
 Dr. Parveen Nagpal
CLASS ASSIGNMENT
Gemco Limited is a subsidiary of Indian company located in Australia. The
management has ethnocentric approach. Mr. Rahul, an Indian is the HR
Manager. There are Parent Country Nationals (PCNs), Third Country Nationals
(TCNs) and Host Country Nationals (HCNs) who are appointed to work at
various levels of the hierarchy.
• What strategies should be used by the HR Manager to maintain workforce
diversity?
 Dr. Parveen Nagpal
HUMAN RESOURCE PLANNING/ MANPOWER PLANNING
• HR strategies are designed in tune with the overall business strategy of the
organization.
• First part of the human resource strategy is Human Resource Planning
(HRP). All other HR activities like employee hiring, training and
development, remuneration, appraisal and labor relations are derived from
HRP.
❖According to Beach, “HRP is a process of determining and assuming that
the organization will have an adequate number of qualified persons,
available at proper times, performing jobs which meet the needs of the
enterprise and which provides satisfaction for the individuals involved.”
 Dr. Parveen Nagpal
HUMAN RESOURCE PLANNING/ MANPOWER PLANNING
❖G. Stainer defines HRP as “A strategy for the acquisition, utilization,
improvement and preservation of organizations human resources.”
• HRP make the organization as well as employees better equipped for facing
the present and future.
• The basic purpose of HRP is to ensure the right kind of people in the right
quality and right quantity at the right place.
• Effective HRP ensures the best fit between employees and jobs, while
avoiding shortages and surplus.
 Dr. Parveen Nagpal
OBJECTIVES OF HRP/ MPP
• Forecasting Human Resources Requirement
• Effective Utilization of HR
• Effective Management of Change
• Realizing the Organizational Goals
• Promoting Employees
• Achieve Right sizing
• Talent Management
• Cope up with Technological Change
• Organizational Development and Career Development
 Dr. Parveen Nagpal
TYPES OF HRP
I. SHORT TERM
• Approaches to matching a weak individual and a job
• Optimum utilization of the strong incumbent.

II. LONG TERM

• Projecting manpower requirements.
• Taking stock of existing manpower
• Recruitment & Selection
• HR development
 Dr. Parveen Nagpal
PROCESS OF HUMAN RESOURCE PLANNING
 Dr. Parveen Nagpal
Analysing Organizational Goals and Objectives

Manpower Demand Analysis

Manpower Supply Analysis

Ascertaining the Gap (between dd and ss)

Corrective Action/ Action Plan (shortages/ surplus)

Review
 Dr. Parveen Nagpal
FACTORS AFFECTING HRP
• Type and Strategy of the Organization . Legal Requirements
• Management Philosophy . Availability of Funds
• Organizational Growth Cycles and Planning
• Environmental Uncertainties
• Competition
• Type and Quality of Information
• Nature of Jobs Being Filled
• Labour Market
• Outsourcing
• Technological Development
 Dr. Parveen Nagpal
ADVANTAGES OF HRP
• Meeting organizational goals and objectives
• Coping with change and technological advancements
• Increasing investment in HR
• Adjusting manpower requirements
• Scientific selection
• Enhancing goodwill
• Expansion and diversification needs of the organization
• Have right person in the right place at the right time
 Dr. Parveen Nagpal
CHALLENGES FOR HRP
• Time consuming
• Globalization
• Handling Diverse Workforce
• Employee selection
• Training & Development
• Retaining Talents
• Conflict Managing
• Conflicts between short term and long term HR needs
• Trade unions
 Dr. Parveen Nagpal
LIMITATIONS OF HRP
• Future manpower needs are uncertain
• Surplus manpower may lead additional cost
• Time consuming
• Expensive
• Shortage of skilled manpower
• High labour turnover
• Emphasis on quantitative aspect
• Lack of support from top management
• Inadequate HR information system
 Dr. Parveen Nagpal
PSYCHOLOGICAL AND BEHAVIORAL ISSUES IN HRP
• Mismatch between Applicants and Skills
• Work Environment Issues
• Group Dynamics
• Leadership Issues
• Recruitment and Selection Issues
• Training and Development Issues
• Compensation Issues
• Promotions and Transfer Issues
• Issues relating to Performance Appraisal
• Career Development Issue
 Dr. Parveen Nagpal
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)

Human Resource
Human Resource Information Information
Management Technology
System
 Dr. Parveen Nagpal
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
HRIS is the abbreviation for Human Resources Information System that is an
important element in human resource development.
It refers to the systems and processes at the intersection between human
resource management (HRM) and Information technology (IT). It is usually a
part of the organizations larger Management Information System (MIS).
According to Kavanagh, Guental and Tannenbaum, “A human resource
information system (HRIS) is the system used to acquire, store, manipulate,
analyze, retrieve, and distribute pertinent information regarding an
organization’s human resources.”
 Dr. Parveen Nagpal
HUMAN RESOURCE INFORMATION SYSTEM (HRIS)
“HRIS is a systematic procedure for collection, storing, maintaining, retrieving
and validating the data and information needed by an organization about its
human resources, personnel activities and organizational unit characteristics.”

HRIS helps improve the process efficiency, reduces the cost and time spent on
unnecessary tasks and at the same time improve the overall experience of
the employees and the HR professionals.
 Dr. Parveen Nagpal
HRIS TRACK
 Dr. Parveen Nagpal
IMPORTANCE OF HRIS
• Human Resource Planning
• Employee Record Handling
• Recruitment and Selection
• Training and Development
• Appraisal and Performance Management
• Attendance Record Management
• Grievance Handling
• Payroll/ Compensation
• Administration of Employee Benefits
• Overall HR Management
 Dr. Parveen Nagpal
LIMITATIONS OF HRIS
• HRIS can be a problematic for small businesses as it may be difficult to have
a dedicated human resources technology specialist within the organization.
• It is an expensive affair. The cost to hire an HRIS specialist as well as set up
the system may be very high.
• Existing staff may find it difficult to adopt and adapt to a new system, which
is actually a new business process for them.
• Getting HR staff and employee active involvement early in the HRIS
development process is essential to successful implementation.
• HRIS may involve human error during information input, costly technology
to update the system and malfunctions or insufficient applications.
 Dr. Parveen Nagpal
CASE STUDY
Safety (India) Pvt. Ltd. is a passenger transport company plying more than 500
passenger buses in Bangalore on different routes. There are more than 5,000
employees working in the company. Out of these about 300 crewmen, are working
on the routes. The behaviour of these crewmen while dealing with daily
commuters is not satisfactory. So far as salary structure of these crewmen is
concerned they are paid reasonably well. In spite of it they have become lethargic,
lazy and careless. Their productivity level is also very low as compared to the
crewmen of other transport company. After having surveyed their behavioural
pattern it came to light that they are little interested in their job.
i. As a manager of this company how would you motivate the crewmen
ii. Is it possible to modify their behaviour by imparting training to them? Justify.
iii. In general, discuss the characteristics of todays workforce
 REFERENCES Dr. Parveen Nagpal

1. Aswathappa, K., Human resource management: Text and cases. Delhi: Tata
McGraw- Hill Publishing Company Limited, 2008
2. Gary Dessler, “A Framework for Human Resource Management”, Pearson
3. Nagpal, Human Resource Management, M. Com Part II, Sem 3, Sheth
Publishers
4. Nagpal, Sharma, OB & HRM, BMS, Vipul Prakashan
 Dr. Parveen Nagpal

Thank You

www.linkedin.com/in/dr-parveen-kaur-nagpal-82965b15