HUMAN RESOURCE MANAGEMENT (HRM)
position, including recruiting,
- Study of activities regarding people
working in an organization
- A managerial function that tries to
match an organization’s needs to the
skills and abilities of its employees
Definition of HRM
Human Resources Management
- Management function concerned with
hiring, motivating and maintaining
people in an organization.
- Focuses on people in organization
Human Resource Management
- Designing management systems to
ensure that human talent is used
effectively and efficiently to
accomplish organizational goals.
HRM
- Personnel function which is concerned
with procurement development
compensation integration and
maintenance of the personnel of an
organization for the purpose of
contributing towards the
accomplishments of the organization’s
object.
According to the Invancevich and Gluek
- “HRM is concerned with the most
effective use of people to achieve
organizational and individual goals. It
is the way of managing people at
work, so that they give their best to
the organization”.
According to Dessler (2008)
- The policies and practices involved in
carrying out the “people” or human
resource aspects of a management
screening, training, rewarding, and
appraising comprises of HRM.
- Generally HRM refers to the
management of people in
organizations. It comprises of the
activities, policies, and practices
involved in obtaining, developing,
utilizing, evaluating, maintaining, and
retaining the appropriate number and
skill mix of employees to accomplish
the organization’s objectives. The goal
of HRM is to maximize employees’
contributions in order to achieve
optimal productivity and effectiveness,
while simultaneously attaining
individual 3 objectives (such as having
a challenging job and obtaining
recognition), and societal objectives
(such as legal compliance and
demonstrating social responsibility).
- Can be defined as the art of procuring,
developing and maintaining
competent workforce to achieve the
goals of an organization in an effective
and efficient manner.
NATURE OF HRM
HRM
- Management function that helps
manager’s to recruit, select, train and
develop members for an organization.
HRM is concerned with people’s
dimension in organizations.
CONSTITUTE THE CORE OF HRM
1. HRM Involves the Application of
Management Functions and Principles
2. Decision Relating to Employees must
be Integrated
 3. Decisions Made Influence the
Effectiveness of an Organization
4. HRM Functions are not Confined to
Business Establishments Only

SCOPE OF HRM FUNCTIONS OF HRM

ROLE OF HRM

According to Dave Ulrich HR play’s four key

roles:
OBJECTIVES OF HRM
1. Strategic Partner Role

- turning strategy into results by

building organizations that create value

2. Change Agent Role

- making change happen and in

particular help it happen fast

3. Employees Champion Role

- managing the talent of the

intellectual capital within a firm

4. Administrative Role
- trying to get things to happen better,
faster and cheaper

a. Effective utilization of human

resources
CURRENT CLASSIFICATION OF HR ROLES
b. Desirable working relationships
among all members of the
organization and
c. Maximum individual development
 TYPES OF HR MANAGERS, DUTIES AND
RESPONSIBILITIES

THE VALUE OF HRM FOR EMPLOYEES AND

THE ORGANIZATION

How does human resource add value to an

organization?

1. People and Performance

2. Talent acquisition and Retention

HUMAN
3. Protection from Lawsuits - MAN
- EMPLOYEES
4. Participation in Strategic Planning - PERSON
- WORKERS
THE VALUE OF HR TO AN ORGANIZATION
- INDIVIDUAL
1. Strategic Management

2. Wages and Salaries

H- EARS
3. Analyzing Benefits
U- NDERSTANDS
4. Safety and Risk Management
M- OVES
5. Minimizing Liability Issues
A- DJUST
6. Training and Development
N- EGOTIATES
7. Employee Satisfaction

8. Recruitment and Onboarding

PRIMARY OBJECTIVE OF HRM
9. Hiring Process
- Ensure the availability of competent
10. Maintaining Compliance and willing workforce to an
organization
HRM’s CONTRIBUTION TO PROFITABILITY,
EFFICIENCY & EFFECTIVENESS HOW IS THE ENVIRONMENT CHANGING
1. The Human Factor: Obtaining, Training, - SOCIETY
and Retaining the Right People - TECHNOLOGY
- GOVERNMENT
2. Beyond Boundaries: Generating a
- EMPLOYERS
Culture of Innovation
- EMPLOYEES
3. Cutting Costs - ECONOMY

4. Helping to Generate Revenues