Professional Documents
Culture Documents
HRM
HRM
MANAGEMENT
Scope of HRM
Importance of HRM
attract and retain talent
train people for challenging roles
develop skills and competencies
promote team spirit
Good HR Practices help
Functions of HRM
P/HRM
Operative Functions
Managerial
functions:
Planning
Procurement
Development:
Job Analysis
Training
HR planning
Organizing
Recruitment
Selection
Placement
Directing
Induction
Internal
mobility
Controlling
Executive
development
Career
planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Maintenance:
Job design
Health
Discipline
Safety
Teams and
teamwork
Personnel
audit
Welfare
Collective
bargaining
Personnel
research
Participation
HR
accounting
Job evaluation
Performance and
potential
appraisal
Compensation
administration
Incentives
benefits and
services
Grievances
Emerging
Issues:
Personnel
records
Work scheduling
Motivation
Integration:
Social security
Empowerment
HRIS
Trade unions
Job stress
Employers
associations
Mentoring
Industrial
relations
International
HRM
Finance
Subsystem
HR Subsystem
Procurement
Training
Compensation
Appraisal
Rewards
Technical
Subsystem
Marketing
Subsystem
The Commodity
concept
The Factor of
Production concept
Welfare measures like safety, first aid, lunch room, rest room will
have a positive impact on workers productivity
The Paternalistic
concept/ Paternalism
Emphasis
Roles
Clerical
Welfare
administrator
Administrative
Appraiser
Advisor
Mediator
Legal advisor
Fire fighting
1970 80
Efficiency, effectiveness
dimensions added
Emphasis on human
values, aspirations,
1990s
onwards
Incremental productivity
gains through human
assets
Proactive,
growth-oriented
1940 60
Welfare management
Paternalistic practices
Status
Developer
Counsellor
Coach
Mentor
Problem solver
Objectives of HRM