Human Resource Management

Amitabha Sengupta
Human Resource Management: A definition

HRM is a process that helps managers plan ,recruit,

select, develop, remunerate and maintain members of an
organization. This approach treats people as resources
Or assets rather than as costs to be managed.

Amitabha Sengupta
Premise of Human Resource Management

Mutuality

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Eight Roles of Human Resource Management

Maintaining

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 Human Resource
Management
Objectives & Functions

• Societal Objectives • Organizational • Functional • Personal Objectives

Objectives Objectives

1. Legal compliance. 1. H R Planning.

1. Appraisal 1. Training and dev.
2. Benefits. 2. Employee Rel.
2. Placement 2. Appraisal.
3. Industrial 3. Selection
3. Assessment 3. Placement.
relations 4. Training & Dev.
4. Compensation.
5. Appraisal
5. Assessment.
6. Placement
7. Assessment

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HRM Functions

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 Five major HRM models:

1. Provide an analytical framework for

studying HRM.
2. Legitimate certain HRM practices.
3. Establish variables and relationships to
be researched.
4. Explain the nature and significance of
key HR practices.

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 Fombrun, Tichy & Devanna

Emphasizes the interrelatedness and the

coherence of HRM activities.
HRM cycle:
Selection, appraisal, development and
rewards aim to increase organizational
performance.

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Fombrun, Tichy & Devanna

Amitabha Sengupta
 Fombrun, Tichy & Devanna Model :
Evaluation

Prescriptive.
Ignores stakeholder interests, situational factors and
notion of strategic choice.
Expresses the coherence of internal HR policies
and the importance of ‘matching’ them to external
business strategy.

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 Harvard Model:
Basic features

1. Situational factors
2. Stakeholder interests
3. HRM policy choices
4. HR outcomes
5. Long-term consequences

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Harvard Model

Amitabha Sengupta
 Harvard Model:
Evaluation

Classifies inputs and outcomes at both

organizational and societal level.
Absence of a coherent theoretical basis for
measuring the relationship between HR
inputs, outcomes and performance.

Amitabha Sengupta
 Guest Model

Reflects view that a core set of integrated

HRM practices can achieve superior
individual and organizational performance.

HRM differs from personnel management.

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Guest Model

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Guest Model

Amitabha Sengupta
 Warwick Model

Extends the Harvard framework.

Maps the connections between the outer
and inner contexts and explores how HRM
adapts to changes in context.

Amitabha Sengupta
Warwick Model

Amitabha Sengupta
 Storey Model

Demonstrates the differences between the

‘personnel and industrials’ and the HRM
paradigm by creating an ‘ideal’ type.
Characterizes HRM as ‘an amalgam of
description, prescription, and logical
deduction’.

Amitabha Sengupta
Storey Model

Amitabha Sengupta
Storey Model

Amitabha Sengupta
 Key HR Activities

Human Resource Planning

Recruitment & Selection

Compensation & Benefits

Performance Appraisals

Training & Development

Amitabha Sengupta
Amitabha Sengupta