Importance of HRM for an organization.

2. PRESENTATION ON
IMPORTANCE OF HRM FOR
AN ORGANIZATION

3. HRM is a product of the human relations movement
of the early 20th century, when researchers began
documenting ways of creating business value
through the strategic management of the workforce.

4.  HRM developed in response to the substantial increase
in competitive pressures American business organizations
began experiencing by the late 1970s as a result of such
factors as globalization, deregulation, and rapid
technological change.
Industrial Welfare
Recruitment and Selection
Acquisition of other Personnel Activities
Industrial Relations
Legislation

6. It's believed that the first personnel management
department began at the National Cash Register Co. in
the early 1900s, according to an HR Magazine article.
After several strikes and employee lockouts, NCR
leader John H. Patterson organized a personnel
department to handle grievances, discharges, and
safety, as well as training for supervisors on new laws
and practices

7. Strategy
Compensation
Benefits
Safety
Liability
Training and Development
Employee Satisfaction

9. Reasons for Training:
• Turnover
• New technology
• Cost control
• Role & career flexibility
• Orientation
• New appraisal techniques
• Skill & labor shortage
• Globalization & speed of change
• Product & service quality

10. The Training & Development Process
•– Determine your company’s T&D needs
• _ Decide what are your desired results.
•– Set out clear Training objectives
•_ List clear summaries of your objectives.
•– Choose optimal T&D methods
•_ Know your training options and select the right
ones.
•– Implement programs
•_ Set up and execute your training programs.
•– Evaluate programs

12.  Addressing Weaknesses
 Improving Performance
 Fostering Growth
 Enhancing Satisfaction
 Reducing Turnover

13.  Productivity is increased
 Employee confidence is built, developing key performers, team
organization & morale.
 Employees are kept current on developing information, further
contributing to improved customer service.
 Companies can receive a fresh professional perspective.
 Job satisfaction, employee motivation, and morale are increased,
reducing employee turnover.
 Processes gain efficiency

15. Grievance may be any genuine or imaginary feeling
of dissatisfaction or injustice which an employee
experiences about his job and it’s nature, about the
management policies and procedures. It must be
expressed by the employee and brought to the
notice of the management and the organization.

16.  Improper working conditions such as strict
production standards, unsafe workplace, bad relation
with managers, etc.
 Irrational management policies such as overtime,
transfers, demotions, inappropriate salary structure, etc.
 Violation of organizational rules and practices

17.  Quick action
 Acknowledging grievance
 Gathering facts
 Examining the causes of grievance
 Execution and review

19. When companies have unhappy, unmotivated employees,
productivity and work relationships may suffer as a result.
For this reason, companies often spend a great deal of
energy trying to find out how to best motivate their
employees.
Likely motivating tools of employee:
Tool Types
Empowerment
Self-Improvement
Life Enhancement
Bottom Line