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HRM

J.Peter

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10 Best Companies To Work For In India

Business Today survey1. Infosys Technologies 2. Google India 3. Tata Consultancy Services

4. IBM5. Microsoft India6. Wipro

7. State Bank of India8. Bharti Airtel 9. HP India10. HDFC Bank

http://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.htmlhttp://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.htmlhttp://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.htmlhttp://kuchkhaashai.blogspot.com/2010/04/10-best-companies-to-work-for-in-india.html

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Top 10 companies to work for in the

United States of America:

1. Methodist Hospital System2. Goldman Sachs3. Qualcomm4. Starbucks5. Cisco Systems6. Genentech7. Edward Jones8. Wegmans Food Markets9. Quicken Loans

10.Google

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Factors

Career and personal growth

Prestige/company reputation Training/coaching/mentoring Financial compensation and benefits

Good job content Merit based performance evaluation

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Overall Business Impact

People Factors Core drivers High-impact practices Specific actions Constructive culture

Economic Factors Relative market share Company size Industry profitability

67%

33%

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Human Resource ManagementDefinition

The policies,practices, and

systems thatinfluenceemployeesbehavior, attitudes,and performance.

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Goals of HRM

Attract, retain, and motivate employees Direct employee efforts toward goals of

organization Assist in the development of the

strategic direction of the organization Provide the organization a source of

competitive advantage Help ensure legal compliance

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Objectives of HR Management

Organizational - need to focus on companiesneeds and goals

Societal - need to respond to needs and changesof society, while minimizing the neg. impact onthe organization

Employee objectives - assist employees in

meeting their objectives along with theorganizational ones

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HR Responsibilities

Can include: Job analysis Manpower planning

Selecting employees Orientation Training Compensation management Counseling Communications Performance appraisals Health & safety

HR Department Sets policies normallyin writing

Monitors trends Offers advice Performs additionalresearch

Act as change agent

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How External Influences AffectHRM

Globalization Technology Hi-tech jobs Service jobs Knowledge work Work force diversity Changing skill requirements Continuous improvement Decentralized work sites Teams Employee involvement Ethics

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Major Drivers of the New economy

1.Digitalization & Connectivity

2.Disintermediation & Reintermediation

3.Cutomisation & Customerisation

4.Industry convergence

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Does HRM Really Matter?

Research has shown that a fully functioningHR department does make a difference.

Organizations that spend money to have

quality HR programs perform better thanthose who dont. Practices that are part of superior HR

services include:

rewarding productive work creating a flexible work-friendly environment properly recruiting and retaining quality workers effective communications

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Organization of HR DepartmentLg Company HR Department

recruiter(s)

ManagerEmployment

analyst

ManagerCompensation

trainer(s)

ManagerTraining

safetyspecialist

ManagerSafety

employeecounsellors

ManagerUnion

VP HR

President/CEO

-many HR duties are assumed by management-HR dept size grows as these duties increase-HR dept increases in size as need grows

-specialization also increases with size of dept

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The Historical PerspectiveClassical Viewpoint

Emphasis on ways to manage

work more efficiently

Scientific Management

Emphasized scientific study of workmethods to improve productivity ofindividual workers

Proponents: Frederick W. TaylorFrank & Lillian Gilbreth

AdministrativeManagement

Concerned with managing theentire organization

Proponents: Henry TaylorMax Weber

Behavioral science approach

Relies on scientific research fordevelopments theory to providepractical manager tools

Behavioral Viewpoint

Emphasis on importance ofunderstanding human behavior &

motivating & encouragingemployees toward achievement

Early Behaviorists

Proponents: Hugo Munsterberg,Mary Parker Follet, Elton Mayo

Human Relations Movement

Proposed better human relationscould increase worker productivity

Proponents: Abraham MaslowDouglas McGregor

Quantitative Viewpoint

Applies quantitative

techniques to management

Operations Management

Focuses on managing theproduction and delivery of anorganizations products or services more effectively

Management Science

Focuses on usingmathematics to aid in

problem solving anddecision making

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HRMs History

Welfare

Administration

Employee relations

Functional expertise

Business partner / player

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Evolution of HRM in IndiaPeriod Outlook Emphasis status1920-30 Capitalist Statutory, welfare,

PaternalismClerical

1940-60 TechnicalLegalistic

Introduction oftechniques

Administrative

1970-80 Professional Regulatory ,conforming Managerial

1980-90 Legalistic,Impersonal

Standards on otherfunctions

Managerial

1990-00 Philosophical Human values,Productivity thro people

Executive

2000 - Strategic Aligning Hr process to

Mission

Business

Partner

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Good HR Practices Performance linked

Financial incentives Motivate employee efforts Rigorous Selection &

Recruitment Higher than average

wages ESOP

Intensive InformationSharing Decentralization

Self managing Teams High investment In

Training & Development Muti-skilling Elimination of status

symbols Long term perspectives Measurement of HR

practices Review

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Creating high performance culture Retaining talent Hierarchy to team based informal work

culture Ethical issues Diversity Globalisation Changed employee expectation Learning Organisations

Major challenges Of HRM