New Trends and Challengers for HRM

01. Work- force Diversity

In the past HRM was considerably simply because of work force was strikingly homogeneous.Today's work force is different. Due to gender,age,social class sexual orientation, values,personality characteristics,ethnicity,religion,education,language,physical appearance,marital status,lifestyle,beliefs, ideologies and background characteristics such as geographic origin,tenure with the organization,and economic status and the list could go on.
Therefore HRM must be aware of these differences that exist in today's work force.HRM must train people & effectively manage and to deal with each other and to respect the diversity of views that each offers.in situations like these a participative approach seems to work better.

Ex ; Red cross HR manger should understand about the cultural difference of the workers.

02. War of talents

Talents have become scarce (rare) of skill gap due to rapid development of technologies on one side and retirement of older generation.(Mckansey Research,2009)
03. Aging Workforce
No of older workers are increasing compare to the younger workers with in the organization.
The growing economy of Sri Lanka will see a steep decline of 3.7% off its growth rates by 2020,unless the labour force participation increases , leading to employment expansion and improved productivity. However ,with the current demographic trends of the increases in the ageing population in the country,contribution of the female labour force remains of utmost importance for the maintenance of economic growth.

03. Globalization and Its Implications

Business today doesn't have national boundaries - it goes beyond that and it reaches around the world.The rise of multinational corporations places new requirements on human resource managers.The HR department needs to ensure adaptability is available to handle global requirements/assignments. In order to meet this goal, the organizations must train individuals to meet the challenges  of globalization.The employees must have working knowledge of the language and culture ( in terms of values, morals, customs and laws ) of the host country.

04. Technological Changes

HRM must be aware of the technological changes which are related to the business and the same time improvement of employees' skills, knowledge and competencies.

05.Corporate downsizing

The downsizing refers to reduce the number of workers employed by the organization.HRM department has a very important role to play in downsizing.HRM people must ensure that proper communication must take place during this time.They must minimize the negative effects of rumors and ensure that individuals are kept informed with factual data. HRM must also deal with actual layoff.Reasons for downsizing are ,
Aging/older workforce, unnecessary workforce due to poor/unhealthy recruitment,changing management policies Ex ; VRS has been applied for recruitment young workforce b port authority.

07. Changing Role of a HR Manager

Role of a HR Manager has changed to out sourcing manager due to outsourcing of several HR activities of the organization.
Ex ; Recruitment, payroll, Maintenance

Ex ; Garment industries, uniliever, damro

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Information Technology in HRM

" Information technology and business are becoming inextricably interwoven.I don't think anybody can talk meaningfully about one without the talking about the other."

 

The main three skills required for any professional

• Human Skills
• Conceptual Skills
• Technical Skills

 

Introduction to Information System

Information Concept

What is Data?

It is set of factors which describes a particular thing in the world.

EX; In a company Employee's name,number of hours worked in a week, inventory part numbers, Sales orders.

What is Information?

Information is a kind of data which will be very useful for decision making in different contexts.Simply, it has more value than data to understand a particular context.
Ex; Monthly salary of a n individual in the salary slip.total sales in a particular month of the company.etc.

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Labour Law

The law is a collection of rules  binding on specifics person enforce by the machinery of the state. Simply a set of rules to regulate behavior of people in a given society at a given time is called the legal system of that society.
Hobbes define law is as obligatory rule of conduct common to citizen of a country. Salmond define law as the body of principles recognized & applied by the state in the administration of justice.
Law can be divided into various branches.The most popular division is Criminal & Civil law.
The distention  between a Criminal & a Civil Law  is not found in the nature of the act but it is in the legal consequences.
The purpose of Civil Law is to claim damages & compensation by the injured party.Civil action may be commenced by any person who expect damages for the loss he suffered.
Example for Civil Law is Contract, employment agreement,Agency Law

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Peformance Management

What is Performance

"Performance can be defined as the outcome of the work.Because they provide the strongest linkage to strategic goals of the organization.Customers satisfaction and economic contribution"

(Bernadin Kane, Ross, John 1995)
 
"Performance is a manifest behavior, performance is about HOW things are done as well as WHAT is done"

Factors affecting Performance

Performance is a function of  Knowledge,Skills,Abilities,Attitudes and Values

• Personal Factors     -  The individual's skills,competencies,motivation and commitment
• Leadership Factors -  Quality of encouragement,guidance and support provided by the supervisor
• System Factors       -  System of work and facilities provided by the organization
• Contextual factors   -  Internal and external an environment pressures and change.

What is Performance Management ?

A System that deals with controls to influence outcomes of the employee's job performance. 

Definition
"The personnel activity by which the enterprise determines the extent to which the employee is performing the jog effectively. "
(Glueck, 1979)

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Legal Aspects Of HRM

 

 

Types of employment

Types of employment have significant consequences in law since it is used as a tool in determining the obligation owed by the employers towards their employees.In Sri Lanka following types of employment are largely speaking of.

  01.Permanent Employees   
 Permanent employees is confirmed in the company and is eligible for all benefits specified.The organization is obliged to give him work on a continuous basis.Event if no work is provided, the organization has to make regular payments.

02. Probationers
 A Probationers is an employee who enters into a contract of employment with the employer.The sole purpose of having a probationary period is to ascertain and evaluate the capability and capacity of the employee.Most often contract itself contains a provision for the extension of the probationary period.

03.Apprentice
An Apprentice cannot be considre as a workman or an employee.Thus there is no contract of service between an employer and employee.An Apprentice is merely acquring the knowledge of he/she is interested in and an employer merely undertakes to train him.
However some ststutes including industrial Dispute Act,EPF Act and Termination of employment Act, have brought in an Apprentice withing the definition of a workman.

04.Fixed Term Contract
Employee under a fixed term Contract is a person who is employed by the employer for a specified period of time and at the end of the said period contract is considered to be expired.

05.Casual Employees
A casual Employee is a person who is engaged in a particular job.In other words casual employees are engaged in work only when is available and cannot demand work from the employers.

06.Temporary Employees
A temporary employee is an employee taken to fulfill a temporary need.
Ex : A vacancy temporarily crated by a permanent employee going on maternity leave, overseas.

07.Seasonal Employments
A Person is engaged in a seasonal employment only for a particular season.Further not obliged in low to reemploy such worker.

Laws relating to employees

• shop & office employees Act No of 1954
• Wages board ordinance No 27 of 1941
• Employees provident fund Act No 15 of 1958
• Employee trust fund Act no of 1980
• The payment of gratuity Act No 32 of 1983
• Maternity Benefit  Ordinance No 19 of 1939
• Workmen Compensation ordinance No 19 of 1934
• Factorial ordinance No 45 of 1942
• Industries dispute Act
• Trade union Ordinance

 

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Introduction to Management

Management is the act of coordinating the efforts of  people to accomplish desires goals and objectives using available resources efficiently and effectively.Management comprises Planning, Organizing, Leading , Controlling an Organization.



Definitions of Management

 "The art of getting things done through others."


"Knowing exactly what you want to do,then seen that they do it in the best cheapest way."

"Management is a social Process the process consists of planning, control, coordination and motivation."

"Management is an Operational Process , the Process consist of planning, controlling, coordination and
 motivation

Why Management is needed?


  

• To achieve organizational goals and objectives with efficiency and effectiveness.
• To obtain the maximum usage of resources.
• To respond the environmental changes.
• To ensure the survival of the organization. 
  

 Management Functions

1. Planing
2. Organizing
3. Leading
4. Controlling
   

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Functions of HRM

Function of HRM

 To achieve the objectives of HR, there are set of functions to be carried out.

HR functions refer to tasks to be performed in an organization to provide and co ordinate human resources. These set of functions are called HR Process

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