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PRINCIPLE OF HRM - Coggle Diagram
PRINCIPLE OF HRM
INTRODUCTION TO HRM
Importance
Objective
Principles of HRM
Scope
Evolution of HRM
Scientific management era[1900s-1920s]
Human relation era[1930s-1950s]
Social responsibilty era[Beginning of 20th century]
Behavioural science era[1950s-1960s]
Trade union movement era [ close to 19th century]
Systems & contingency approach era[1960]
Industrial revolution era [19th centtury]
Human resource managment era[1980]
Features
Functions of HRM
Operational functions
Compensation
Human relation
Human Resource Development
Employment
Managerial Functions
Directing
Coordinating
Oraganising
Controlling
Planning
Role of HR Manager
Difference between HRM & Personnel Management
HRM IN CHANGING ENVIRONMENT & TRENDS IN HRM
Work Force Diversity
advantage
rentention of talent
avoid lregal charges
innovative solution
global awareness
factors
Primary factors
secondary factor
measures to manage the workforces diversity
ensuring top management commitment to value diversity
organizing diversity training programmes
strategies recruitment and promotion policies
creating support team
International HRM
need of IHRM
legal compliance
global perspective
advantages
immense availability of talent
diversified staff
Out-sourcing
advantages
focus on core activites
better risk managment
get access to skilled expertisef
run busniess 24x7
TYPES
offshoring
on shoring
nearshoring
E-Human Resourcing Management
types
relational
tranformational
operational
goals
successful HR services
improving straegic orientation
diminish cost
activities
E-Trained
E-Work analysis
E-Selection
E-Compensation
E-Recruitment
adavantages
save time of administration
ensuring efficient services
maintianing and distributing database
making,reporting and analyzing data quickly
diaadvantages
organizationa need to-invest more on training and development before adopting e-HRM
Computer and their associated programs are only as effective as their human users
it is difficult to maintian and implement E-HRM
JOB ANALYSIS & PLANNING FOR HR
Benefits of Job Analysis
selection
placement and orientation
recruitment
traning
Human resources planning
Components of Job Analysis
responsibilties
nature of job
duties
time involved in task
task
challenges involved
Methods of Job Analysis
interview
observation
checklist
technical conference
crirtical incident
Human Resource Planning
Objectives of HRP
to assure supplies to qualified human resources
to decide a sound and suitable recruitment policy
to establish and to recognize future job requirement
to introduce effective labour cost reduction measure
Limitations of HRP
identifty crisis
employee resistance
Inaccuracy of forecast
technical issues
Advantages of HRP
allows easy expansion and diversification
helps in budget formulation
serves as telent pool
controls labour imbalance
helps in training and development of employees
CAREER PLANNING, EMPLOYEE MORALE & JOB SATIFACTION
Career Planning
Objectives of CP
To forcast future vacancies
To know each employee's USP
To assist in growth & development of organisation
To attract & retain talented Employees
To guide & persuade employees
To ensure the availability of managerial Talent at all levels
To combine individuals & organisational needs
To enhance employee's self-esteem & motivation
Process/stages of CP
Identification of organisational needs & opportunities
Placement on career path
Identification of individual need & aspiration
Review of carrer plans
Assessment of individual strengths & weaknesses
Benefits of CP
Employees
Facilitates self-development
Enhanced Productivity
Defines clear path of career
Organisation
Ensure Availability of talent
Attracting & retaining talent
Promoting positive image of organisation
Protecting interest of disadvantageous employees
Employee morale & job satifaction
Importance of Employee morale
Increases productivity
Gives overall satisfaction
Shows attitudes & emotions
Helps in Handling labour related issues
Builds & maintains healthy organisational envirnoment
builds coordination
Motivates employees
Gains employee loyalty
Causes of Employee Morale
Leadership ability & quality of supervision
working calculation
Effective compensation
relationship with colleagues
Personal factors
level of satisfaction
Structure of the organisation
Opportunity for future growth
History
Measures to increase CS
Personal interview
Tendencies
Rating scales
Critical Incidents
Factors of CS
Nature of job
Job content
Occupation level
Situational Variables
Supervision
Working conditions
Equitable rewards
Work group
Opportunity for promotion
Individual factors
Age
Other Factors
Educational level