TOPIC. 1. Introduction to HRM.

Transcription

1 TOPIC. 1. Introduction to HRM. LEARNING OUTCOME: 1. To understand and define the concept of Human Resource and Human Resource Management. 2. To understand Management and describe the functions of Management. 3. To understand the key HR functions. 4. Understand how HR adds value to organisational success.

2 What is HR / Talent? Dave Ulrich defined talent = Talent = Competence X Commitment X Contribution

3 According to ( Chamorro-Premuzic, 2017 ) Talent is defined using his RAW model. RAW = Rewarding / Likeability + Ability + Willing. So talent is : Ability = Technical Competency / Job specific skills Willing = Motivation Likeability = Occupational Citizenship Behaviour i.e. soft skills such as interpersonal, intrapersonal or Emotional Intelligence.

4 Therefore at the broader level human resource or talent is a collective representation of knowledge, skills, creative abilities, motivation 'and aptitudes, as well as the values, attitudes, and beliefs of an individual or soft skills such as Emotional Intelligence. It is a resource like any other organizational resources, ( for example, financial and physical resources like land, machinery, technology etc. ). It means that management can access and use the various components of this resource like other organizational resources for organizational purposes. For example, employees skills, knowledge, abilities, motivation, creativity and innovation can be accessed and utilized to achieve organizational goals and objectives.

5 What is Management? Management is the art of getting things done through people. Management is the process of planning, organizing, leading, and controlling the efforts of organization members and using all other organizational resources to achieve organizational goals. Management also entails inspiring and empowering people.

6 Functions of Management. PLANNING implies that managers think through their goals and actions in advance. Their actions are usually based on some method, plan, or logic, rather than a hunch. ORGANISING means that managers coordinate the human and physical resources of the organization. The effectiveness of an organization depends on its ability to marshal its resources to attain its goals. Obviously, the more integrated and coordinated the work of an organization, the more effective it will be. Achieving this coordination is part of the manager s job.

7 LEADING describes how managers direct and influence subordinates, and getting others to perform essential tasks. By creating proper environment, they help their subordinates to do their best. INSPIRING and EMPOWERING EMPLOYEES IS ALSO IMPORTANT IN LEADING. CONTROLLING means that managers attempt to assure that the organization is moving toward its goals. If some part of their organization is on the wrong track, managers try to find out why and set things right.

8 Management Functions Planning Organising Leading Controlling Defining goals establishing strategy, and developing plans to coordinate Activities Determining What needs To be done, How it will, Be done,and Who is to do it Motivating, Leading, and Any other Actions involved In dealing with People Monitoring Activities To ensure That they are Accomplished As planned Achieving the organisatio n s stated purpose /goals/obje ctives Table-1: Explains the management function

9 More to management: Management is that field of human behavior in which managers plan, organize, staff, direct and control human, physical and financial resources in an organized effort, in order to achieve desired individual and group objectives with optimum efficiency and effectiveness. Clearly, what all these explanations amount to is management is concerned with the accomplishment of organizational goals by utilizing physical and financial resources through the efforts of human resources. ALL MANAGERS ARE HUMAN RESOURCE MANAGERS BECAUSE THEY DEAL WITH PEOPLE.

10 What is HRM? Refers to talents and the ways in which people are managed, including brining the right people into the organisation, moving them through the organisation, administering their benefits and other hygiene issues, appropriately and moving them out. ( Ulrich & Allen, 2014) In recent years HR has expanded from a nearly exclusively focus on people and how individual think, behave, and act to an additional emphasis on organisations. Organisation refers to Leadership, Culture and Organisational Capability. (Ulrich,2017)

11 Other definition of HRM includes HRM is a formal process whereby people in an organization with the appropriate attributes (skills, knowledge and attitudes) are managed to bring about optimal organizational achievement, while the needs of the people involved are also satisfied. HRM refers to the policies, practices and systems that influence employees behavior, attitudes and performance.

12 Evolution of HRM Practices Personnel Management Administrative Transactional roles Process based like payroll, paper filing etc. Human Resource Management More Strategic role Less on Administrative /Transactional roles Authors Concept. Human Capital / Talent Management Completely Strategic: Integrated HR Practices / Concentrates on how it adds value to organisational success Technology can do all Administrative HR task HR Professional become business partners contributing to organisational success

13 Key Functions of HRM / HRM Practices 1. Job Design / Job Analysis 2. Human Resource Planning 3. Recruitment 4. Selection 5. Performance Management 6. Training and Development 8. Career Planning and Development

14 9. Remuneration 10. Industrial Relations 11. Occupational Health and Safety 12. Leadership 13. Culture 14. HR Business Partner 15. HR Professional Competency 16. HR Analytics / HR Information 17. Regulatory Framework for HRM in PNG

15 How HR adds value to organisational success? Value = Contribution to Organisation strategy / Goals.

16 THANK YOU!!!