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Concept of Human Resource Management: Presented By: Rupesh Nyaupane
Concept of Human Resource Management: Presented By: Rupesh Nyaupane
Concept of Human Resource Management: Presented By: Rupesh Nyaupane
RESOURCE RUPESH
MANAGEMENT NYAUPANE
WHAT IS HUMAN RESOURCE?
Human resources are people who are ready, willing and have ability to
contribute to organizational objective.
Human resource include all people who do the work of a company at various
jobs..
Goal Achievement
Personal goals, HRM goals, Organizational goals and societal
goals
Goal Harmonization: Individual goals with Organizational goals
Productivity Improvement
Structure Maintenance
Efficiency Improvement
Change Management
Quality of Work life
FUNCTION OF HRM
Function help organization to achieve objective of HRM
The major functions or components of HRM are
Acquisition Function: It ensures right number of employees at
the right place at the right time.
Activities: HR Planning, Job Analysis, Recruitment,
Selection, Socialization
Development Function: It ensures the employee have proper
competencies to handle jobs
Activities: Analyzing development needs, Employee
training, Management development, Career development
CONDT.
Utilization Function: It ensures willingness of
employees for increasing productivity
Activities: Motivation, Performance appraisal,
Compensation management
Maintenance Function: It is concerned with retention of
competent employees in the organization. Activities in
HRM concerned with maintaining employees
commitment and loyalty to the organization
Consists of Employee discipline, Labor relations,
Employee welfare.
HRM EVOLVED FROM PERSONNEL MGMT.
HRM is not Personnel Management. Major differences are:
Dimension Personnel Management HRM
Focus People as an input in the People as strategic resource in
production process the organization
Scope Concern of personnel Concern of all levels of
department managers
Function Routine Strategic
Means Emphasis on rules, `Emphasis on human energy
regulations, procedures, and competencies
practices
Ends Employee satisfaction Achieving organizational goals
through employee satisfaction
Interest Organization interest is Harmony in interest of
uppermost organization and individual
Outcome Satisfied personnel Committed human resources
Increased production Increased productivity
Source: Dynamics of Human Resource Management , Dr. Govind Ram Agrawal, 2008
HRM SYSTEM
1. Acquisition
2. Development
3. Utilization
4. Maintenance
OUTPUT
Broadly two types of Outputs
Organization related Outputs
Goal Achievement, Quality of work life, Productivity,
Profits, Readiness for change
Employee related Outputs
Commitment, Competence, Congruence
FEEDBACK AND ENVIRONMENT
Feedback: Based on output effectiveness, provides
information to redesign HR inputs and processing and
also helps to take corrective actions.
Environment: Environment can be of two types
Internal Environment: They can be organizational
goals, policies, structure, reward system, organization
culture
External Environment: They are PEST
Political, Economical, Socio cultural and
Technological
WHY HRM IS IMPORTANT TO ALL
MANAGERS
Hire the wrong person for the job
Experience high turnover
Have your people not doing theirs best
Have your company taken to court because of discriminatory
action
Have your company cited under federal occupational safety
laws for unsafe practices
Have some employees think their salaries are unfair and
inequitable compared to other organization
Allow a lack of training to undermine your department’s
effectiveness
Commit any unfair labor practices
Source: Dessler, 2006
IMPORTANCE OF HR
Getting Results
Mistake Avoidance
Environmental Adaptation
Improved QWL
Commitment
System Maintenance
ENVIRONMENT OF HRM IN NEPAL