Business Function-B Notes
HR-Human Resources
HRM-Human Resource Management
Course Planning Venn Diagram
Human Resources (HR) is the total skill set of the
organisational workforce in terms of their
talents,values,attitudes,beliefs and creative abilities.
Human Resource Managment (HRM) is a branch of
management that includes PODC, the functions of
employment,development,maintaining and
compensating the human resources that results in
creation of human and industrial relations, shaping the
various policies and practices that result in achievement
of individual organisational and societal objectives.
Societal Objectives-They are the objectives in terms of
Corporate Social Responsibilities(CSR) that have to be
fulfilled.
Functions of Human Resource Management
1.Managerial Functions
It consists of planning,organinsing,directing and
controlling.
2.Advisory Functions
Help Top management in formulation of
policies,plan,vision and mission.
Help Middle management achieve the objectives of
organisation and believes in coordination not
conflict.
3.Operative Functions
Employment
Compensation
HR
Industrial Relations
Emerging Trends
Planning,Organising,Directing and Controlling (PODC) are
related to Human Resource Management in which HRM
controls aspects of employment,developing the
resources,maintain,compensate and sync with
requirement of societal organisation.
Personal-People
CPO-Chief Product Officer
Planning-It is pre-determined course of action which will
help in formulation of new policies to achieve
organisational,soceital and individual goal.It includes
forecasting the demand and supply of the workers at a
given time period, understanding the labor
market,organisational goals and conditions rectifying any
surplus and shortage of workers.
HRP-Human Resource Planning
The number and type of employees need to accomplish
organisational goals and forecasting changing
values,attitues and behaviour of employees.
Organising-Once the pre-determined course of action is
done,it is important to carry out the activities.It provides
the structure and the process through which work is
allocated among groups of people,relationships are
identified to ensure integration of activities that lead to
achievement of organisational goal.
Directing-It is guiding,leading,
motivating,commanding,mentoring,coaching and
activating the employees as human resources to achieve
execution of the policies. EX-Employee Experience
Controlling-Employee's actual performance is checked,
verified and compared with the plans. If the actual
performance is deviating from the plan, control
measures are required to be taken. It is the last function
of management and it is done after Planning,Organising
and Directing.
CVC-Checking Verifying Comparison
Operative Functions
Specific Functions-not isolation
managerial functions
1.Employment Functions/Procurement Functions
Securing Employing People (SEP)-possessing the required
skills and knowledge to perform the job effectively to
achieve the goals of the organisation.
1A-Job Analysis
ideas,info,data of operations and responsibilities
Job Description,Job Design-Nature quantum level of
HR
Employee Specifications
Bars,Guidelines for other operative functions
HRP-Human Resource Planning
Finding adequate number of human resources with
the most suitable skills required at a given point of
time for a specific role.
Applicable same as planning function.
Recruitment is the process of searching for prospective
employees and stimulating them to join the
organisation.search+stimulation.
Selection is the process of ascertaining the
skills,qualifications,knowledge of the prospective
employees with a view to appraise their suitability for
the job role.
Placement
Job Requirement-Employee Specifications
Induction and Orientation
Acquainting with 4Ps-People,Purpose,Policies and
Practices.
Induction refers to the techniques of the rehabilitation of
employees by introducing them to the company’s
vision,practises and overall work environment.It refers to
acquainting the employees with the 4Ps-
People,Purpose,Policies and Practices.
Human Resource Development
1.Performance Appraisal
2.Training and Development
3.Management Development Program
4.Internal Mobility
5.Retaining and Retrenchment
6.Organisational Development
Horizontal or Vertical reassignment of an employee in an
organisation.
-tranfer,promotion and demotion.
Job Evaluation-Compensation
-worth of the job+equitable renumeration
Wage+Salary administration
Job evaluation(worth of job)
Incentives
Bonus
Fringe Benefits
Social Security measures
Human Relations-Intergration of human efforts which
help in building trust of a corporation.
Industrial Relations-WPM(Workers Participation in
Management)
Objectives of HRM
1.Personal-Employee Centric
2.Functional
3.Organisational-(Company Central)
4.Societal-(Social+Ethical)
5.Diversity,Equity and Inclusion
Work Study Method-uses time and motion study.
Total no of workers ÷ Total Production =Total no of
units
Job analysis
It is a formal and detailed study of jobs.
Scientific and systematic analysis of job to obtain all
pertinent facts about the job.
It is part of overall work planning called “work
design”.
Helps in job redesign, work standards(job and time
standards) support for other activities.
It can be done through interviewing,direct
observing,coversation with peers,employee logbook and
consulting with experts.
It comprises of three other elements:-
1.Job Description
Emphasis is on the job which consists of important
documents and the description in nature. It answers the
questions of JD of what, where, why and how. JD tells
you what you must do when selected. The main purpose
of JD is to collect job related data in order to advertise
for a particular job. It includes aspects like role, title,
company's introduction, vision and mission of the
company, overview of the job responsibilities and
supervisory relationships of the position etc.
2.Job Specification
Emphasis on the employee/individual in terms of quality
and qualifications which consists physical, emotional,
behavioral and technical. It tells about the qualities or
minimum acceptable qualification a candidate must have
to perform the job. It tells you what you must have to be
selected. It helps candidates and allies whether they are
eligible to apply for a particular vacancy or not. It
includes aspects like physical, mental, technical and
behavioral specification.
3.Job Evaluation
It shows and tells about the worth of the job.
Uses:
Job Redesign
Establishing work and time standards
Supports other activities
HRP
Recruitment and selection
Training and development
Performance Appraisal
Wage and Salary administration
Career Planning and Programs
Job Evaluation
Organisation Development
4.Job Design- Results in boredom, turnover,
dissatisfaction, low morales, low productivity and
increased cost of organisation. It consists of:-
Job Specification
Job Rotation
Job Enlargement
Job Enrichment
According to Jon Werner and DeSimone, Job Design is
the development and alternation of the components of a
job to improve productivity and the quality of employees
work life(such as the tasks one performs and the scope of
one’s responsibilities).
Job Design is impacted by 3 factors:-
1.Organisational-Workflow, Work practises(methods),
Ergonomics, Characteristics of a task
(Planning,Execution,Controlling).
2.Environmental-Social and cultural expectations;
employee abilities and availability.
3.Behavioural-Feedback,Autonomy and Variety
Recruitment
According to Edwin B.Flippo,Recuritment is the process
of searching for prospective employees and stimulating
them to apply for jobs in the organisation.It is initiated
when an organisation identifies a gap in its workforce
that must be filled to ensure smooth operations.The
Primary causes or reasons for recuritment can be
categorized into internal and external factors.
Process of Recuritment
Human Resource Planning
Job Analysis
Recuritment
Selection
Placement
Internal Causes for Recuritment:
1.Expansion or Growth
2.Employee Turnover
3.Internal Promotions and Transfers
4.Job Role Restructuring
5.Temporary Absences
6.New Skills Requirement
External Causes of Recuritment:
1.Market Expansion or Diversification
2.Competitor Actions
3.Technological Changes
4.Economic Conditions
5.Compliance and Legal Requirements
6.Replacement Needs
The Recuritment Process
Stage One-Define Job Requirements which consists
of Job Description and Job Specification.
Stage Two-Attract Potential Employees through Job
Advertising
Stage Three-Select right people through Job
Interview and Ability Tests.
Internal Sources of Recruitment:
1.Present Employees
2.Employee Referrals
3.Former Employees
4.Previous Applicants
External Sources of Recruitment:
1.Professional and Trade Associations
2.Acheivements
3.Employment Exchanges
4.Campus Recruitment
5.Walk-ins and Write-ins
6.Consultants
7.Contractors
8.Displaced Persons
9.Radio and Television
10.Acquisations
11.Competitors
12.E-Recuriting
13.Contracts/Tempa
