Human Resource

Management: Introduction
Session 1
Ama De Silva
Module overview
On completion of the Unit the candidate should be able to:

1 Explain the historical development and function of Human Resource Management.

2 Explain the main activities of Human Resource Management.
3 Analyse the contribution of Human Resource Management to organisational
success.
Outcome 1
Explain the historical development and function of Human Resource Management.

Knowledge and/or Skills

The evolution of Human Resource Management in organisations.
Differences between the functions of Personnel Management and Human Resource
Management.
Outcome 2
Explain the main activities of Human Resource Management.

Knowledge and/or Skills

Range of Human Resource Management activities.
Purpose of Human Resource Management activities.
Management Information Systems.
Outcome 3
Analyse the contribution of Human Resource Management to organisational success.

Knowledge and/or Skills

Different levels of contribution of Human Resource Management.
The contribution of Human Resource Management activities to organisational
success.
The psychological contract.
 Assessments

Learning
Submission Submission
Assessment Task Outcomes
Requirement Due date
covered

Report (short
Assessment 1 Short response questions 1 30/7/2021
answers)

A report based upon a

Assessment 2 2 and 3 Report (1,500 words) 20/9/2021
scenario case study.
 What is HR?
Refers to the
practices and policies you need to carry out the personnel as
pect of your management job, acquiring, training,
appraising, rewarding and providing a safe ethical
and fair environment for your company employees.
A basic concept of HRM
An organisation is made up of 4 resources
◦Men
◦Data
◦Money
◦Machinery
It is the human that make use of non
human resources.
L. F. Urwick had remarked that
“Business houses are made or broken in the long run not by markets or capital, patents or
equipments, but by men.”

As Peter F. Drucker also says

“Men, of all the resources available to man, can grow and develop.”
HRM
is the effective management of people at work
◦ The goal: make workers more satisfied and productive
◦ When an organization is concerned about people, its total philosophy, culture, and
orientation reflect it.

Every manager must be concerned with people, whether or not there is a human
resources department
HRM and Organizational Effectiveness
It is important to remember that the people who do the work and create the ideas allow the
organization to survive
Changes experienced by organizations:
◦ Growing global competition
◦ Rapidly expanding technologies
◦ Increased demand for individual, team, and organizational competencies
◦ Faster cycle times
◦ Increasing legal and compliance scrutiny
◦ Higher customer expectations

The mechanized, routine-oriented workforce is giving way to a knowledge based workforce

Defining HRM
HRM is process of making the efficient and effective use of human resources so that
the set goals are achieved.
According to to Flippo
“ Personnel managment or say HRM is the planning, organizing, directing or
controlling of the procurement, development, compensation, integration,
maintenance & separation of HR to the end that individual, organisational & social
objectives are achieved.”
3 HUMAN CAPITAL categories
Intellectual Capital

• Intellectual Capital consists of specialized knowledge, tacit knowledge and skills ,

cognitive complexity , and learning capacity.

Social Capital

• Social capital is made up of network of relationships, sociability and trustworthiness.

Emotional Capital

• Emotional capital consists of self confidence, ambition & courage, risk bearing ability
& resilience.
 Activity 1- day 1
According to Torrington et al (2013) book,
• Define HRM
• Define Personal Management
• Explain 2 differences between HRM and
Personal Management (150 words)

Email it to amad@sqa.anceduonline.com on or before 4th July 2021