Meaning and Definition

- HRM is process of making the efficient

and effective use of human resources so
that set goals are achieved.
 Definition and concept of HRM
• According to Gluke “ Human resource
management is function performed in
organization that facilitates the most effective
use of people (Employees) to achieve
organizational and individual goals”
• HRM is a process that consists of Four Functions-
Acquiring, Developing, Motivating and retaining
human resources.
• Acquisition-starts with Planning and ends with
staffing
• Development function has three dimensions-
Employee training, Employee Development and
career development
• .Motivating function includes Identifying the
individual motivational needs of employees and
identifying ways to motivate them
• Retention function is concerned with providing a
conducive work environment
 Definition and concept of HRM
• Managing people is one of the biggest
challenges for any manager for following
Reasons
• Individual Differ from each other in terms of values ,
attitudes , beliefs and culture. This leads to a very complex
situation in an organizational context
• The stimulating and motivating factors might not be same for
all the employees.
• The expectation of employees of today are much greater
when compared to employees of yesteryears. They know they
are valuable assets and demand to be treated as such.
 Learning Objective

• Introduction to Human Resource

Management
• Concept of Human Resource Planning,
• Job analysis,
• Recruitment and selection,
• Performance appraisal,
• Training and development
 Human Resource Management
• Human Resource Management (HRM)
– The comprehensive set of managerial activities
and tasks concerned with developing and
maintaining a qualified workforce–human
resources–in ways that contribute to
organizational effectiveness.
– Effective human resource management is a
vital strategic concern for organizations today.
 Human Resource is Human Capital
• Intellectual Capital
• Social Capital
• Emotional Capital
 Intellectual Capital
-- Specialized Knowledge
-- Tacit Knowledge and skills
-- Learning Capacity
 Social Capital

• Interactive Relationship
• Sociability
• Trustworthyness
 Decenzo and Robins
• HRM is concerned with the people Dimension in
Management.
• Since every orgn is made of people acquiring their
services,developing their skills, motivating them to
their higher levels of performance, and ensuring that
they continue to manitain their commitment to the
Orgn are essential to achieve orgnl objectives.This is
true regardless to size,business, or gov’t, health or
recreation.
 Flippo
• HRM/ PM is the planning,organising,directing
or controlling of procurement, development,
compensation, integration, maintenance and
separation of HR to the End that
individual,organisation and social objective
are achieved.
 Emotional Capital
• Self Confidence
• Ambition and Courage
• Risk taking Ability
• Resilience
 HUMAN RESOURCE MGT
 Organisation means effective utilization of man
machinery,material,money to achieve certain economic, social,
commercial objectives.

 One of the important resources of organisation is Human

Resource (Men)/people

It is the people who make success or failure of the company

People are Called Patrons

 The study of people

: How to attract them?
: How to retain them?
: How to use their full potential?
This is called Human resource management.
Basic Concept of HR--- 4 Resources
--- Men --- uses to achieve objectives
--- Material
--- Money
--- Machinery

HRM-Management Function
….Functions are to recruit,select,train,motivate,develop the people
for the organisation.
.... Peter Drucker- Three functions
! Managing Work
!! Managing Workers
!!! Managing Managers

… HRM discharges the above responsibilities

… HRM ensures adequate supply of manpower

(a) Proper Quantity
(b) Proper Quality
(c) Plan effective utilization
 Defination:
• “HRM is concerned with policies and practices involved
in carrying out “ People or Human Resource aspects of
Management function”

• “HRM is the process of acquiring training,appraising,and

compensating employees, attending to their labour
relations, health & safety,fairness concerns

• SCOPE OF HRM
People aspect are-
…. Planning
…. Conducting Job Analysis & Design
…. Planning Man powers Needs & Recruiting
…. Selecting manpower
…. Orienting Placement & Training new recruitees.
 …. Managing Wages & Salaries
…. Providing incentives & benefits
…. Performance Measurement
…. Job evaluation
…. Employee communication, discipline,
counseling
…. Training & development Managers
…. Remuneration
…. Motivation & Commitments
…. Health, Welfare & Safety,
…. Handling Grievances
…. Labour Law and Labour Relations
SCOPE DIAGRAM

E HISTORY

Nature
REMIDIES
of HRM

Prospect
HRM MOTIVATION
of HRM

Employe
-e
IR
MAINTE-
-NANCE
MEASUR-
-EMENT
 IMPORTANCE OF HRM
• HR RESOURCES Important
asset
Key to success
HR Policies & Lead to Corporate
Procedures objectives & Plans


HR Manages - good organisation culture,
values, organisation climate, Manages
behaviours, leads to excellence in orgn.
• Good HR practices--- Lead to importance
of HR
• Attract & retain talent
• Train people for challenging Tasks
• Develop skills and competancies
• Promote team spirit
--- Develop loyality and commitment
--- Increase productivity & growthS
--- Improve job satisfaction
--- Enhance standard of living
--- Generate Employment
 HR Manages the involvement

 HRM attends on replacement of labour.

 HRM plays important role Expansion &

Diversification

 HRM meets the new demands due to

technological changes.

 HRM assesses the determination of

shortage of surplus manpower.

APPROACHES/CONCEPT OF HRM Line & Staff
Aspects Of HRM
• Authority:- Right to make decisions direct other work
and give orders.
• Line Managers:- Authorised to direct work of
subordinates is responsible for accepting the
organisation task.
• Staff :-who advices and assists Line Managers
Approaches HRM:
1) commodity Concept:
• Knit group
• Guild systems is begining of HRM, selecting,training,
rewarding, maintaining workmen
• Seperated from owness from management.
 2) Factors of Production
Like land, material & Machinery
 Taylor seen management treated as important
factor of production.

3) Paternalistic Concept
Formed unions on common informations.
 Leads to collective bargaining.
 Lead to right to protection.
 Lead to welfare schemes such as health
facilities,recreations,pension plan, group
insurance, housing etc.
 Came the concept of depending on each other.
. Employers started parenting.
4) Humanitarian Approach
 Provided benefits as a Favor
Human approach is on in alienable right as
human beings.

 It was duty of employer to protect these

duties.

The industrial psychologists not intended in

material rewards rather social & psychological
satisfaction is important.

Hawthorn experiments proved this.

 Behavioural Approach
• Started applying to individuals and group behaviours.
• Became popular/Important to motivations,group dynamics,
organisation climate, organisation conflicts.
• Effort to integrate organisation to organisation be with
employee.
• Focus shifted to two way communication,management by
objectives,role of informal groups, quality circles.

Emerging Approach

Partnership Concept
… Stock membership
… Workers, members in boards

Lead to feeling of worker in his own

… Emerged as special academic discipline and as profession.
 In Other Words

HRM

Managerial

procurement development motivation maintenance

Objectives of HRM
Personal

Functional

Organizational

Societal
 Relationship other social science
• HR relationship Psychology
 Motivations
 personality
Behaviours

Brain Functioning --- Frame of mind

 Clinical—knowledge, counselling
 HR-Economics relates to productions,
consumptions of goods and services.

 Associated with unemployment, education

inflation, economic growth
Business, finance, government.

 Evolution of the personal function

concept--- status.
 HR Politics

• Civil Government decisions

• Group interactions
• Decisions in corporate Business
• Decision in Academics
• Decisions in religions
HR- Geography:
• Associated with Human Geography

• Regional Geography

• Developmental Geography

• Healths Geography

• Political Geography

• Religon Geography
Human Geography:
… Reaction to environment
lead to decision making

…. Behaviours

…. Countries

HR- Sociology
• Study of society– People
• Social class
• Law
• Religion
• Linguistic
• Caste
 HR-Social Psychology
• People and Groups
• Thoughts, Feelings, behaviours,interactions
• Studies--- attitudes, social influnce,Social
Cognition,Cognitives dissonance.
• Interpersonal behaviours
--- Agressions
--- Altrusion
HR– Psychology
--- Mind & Behaviours of people
--- Attempts to understand mental functions/social
Behaviours.
--- With perception, affectioning emotion, motivation, brain
functioning,personality, behavioural interpersonal relationships.

Importantly : Self actualization

: Self Identity
: Freedom to do work
: Aloneness
: Maslow’s heirarchy of human
needs
 HR- Anthropology
• Human Physical Traits
• Human Behaviours
• What is Group Behaviours?
• What is influence of culture &
Organisations
• Dynamic Relationships
• Head Hunting
 Approaches of Human Resource
Management

• Understanding integrated talent

management
• Not enough to focus on
compensation, law/policy compliance
compensation benefits,
performance management,etc..
But focus on introducing best practices
--- work force planning
--- Performance management
--- Competency management’
--- Leadership management
--- Succession planning
--- Learning development
--- compensation
 Focusing on strategic competencies
• Indentify strategic competencies
• Assessing strategic competencies
• Developing compensation & support
system
Developing Process for talent Planning

• Indentify Talent Groups

--- Skill
---- Competencies
--- Management Behaviours
--- Culture etc.
 Rethinking of leadership development
• Build leadership Programmes
• Leadership competance
• Help Line Management
--- Performance consulting
--- Help to implement talent solution

Certain HR Inter-disciplines

I. Global HR--- management of Global work force

• Expatriation & Repatriation
• HR practices and law pertaining specific
countries /Regions
II. Labour Relations
--- Labour Management relations
--- Protected activities
---- Unfair labour practices
--- Union recognition / Elections
--- Collective Bargaining

III. Safety & Security

--- Loss prevention or risk etc

--- prevention of threat to asset
--- prevention to damage the technology
--- Avoiding risk from all element surrounding
IV. Staffing Management
---- Sourcing
----Hiring
---- Retaining
--- work force planning
---- Recruitment outsource planning …. Contingent
staffing

V) Technology
--- HRIS
--- Automated time keeping
--- Vendor & Software selection
--- Work Place security
VI) Employee Relations
--- Local Law management
--- Managing Employee performance
--- Developing Employee –Employer
Relationships
--- Resolving work place disparities
VII) Compensation
--- Pay to attract ,recognise and retain
workes
--- Designing Incentive /Overtiming
THANK YOU!!