INTRODUCTION TO

HUMAN RESOURCE
MANAGEMENT
DPB6013
CONTENTS
1.1 Explain The Background Of Human
Resource Management

1.2 Explain The Functions Of Human Resource

Management

1.3 Determine Environmental Factors Affecting Human

Resource Management
DEFINING HUMAN RESOURCE
MANAGEMENT
DEFINITION OF HRM

• Utilization of individuals to achieve organizational objectives.

OR
 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT

Implementation Review of
of HR Policies Development of
employee
social welfare
Formulation needs
of HR policies

For the proper Not Human resources

only management
Formulation
Formulation of HR
of HR pp IfIf human
human resource
resource management (HRM) isis welfare
(HRM)
management
welfare oriented
oriented of
of employees,
employees, some
some development
development of
of
formulation of formulation rather socialsuggest
welfareproper
may take If human
take place resource
place olicies
olicies
social welfare may
human resource an implementation management
policies knowledge of HR policies action by
(HRM) is welfare
and efficiency on signify the reviewing
employee need. oriented of
human resource importance of HR employees, some
management management in an And it increases
industrial efficiency of an development of
required.
organization. organization. social welfare may
. take place
. .
 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT (cont.)
Development of
Labor-
Overall
Management development of
Utilization of organization
Relations
Human
Resources

•
: Human Resources
• Formulation
HRM can show
of
Formulation of HR HR•pp If
Good labor-
If human
human resource management
resource management (HRM) isis welfare
(HRM) welfare oriented
oriented of
of employees,
employees, some
some development
development of
of
it’s important by management management can
social welfare
social welfare may
may
proper utilization relation is essentialplay a significant
of human for the peaceful role in achieving
resources after working productivity and
getting environment. profitability target.
everything done Human resources Thus it can help the
by employees. management can overall
ensure it. development of
. the organization
.

.
 COMPARISON BETWEEN HRM &
PERSONNEL
DIFFERENCES
MGT
HRM PM
• : : : .
Definition The aspect of management The branch of management
that is concerned with the that focuses on the most
work force and their effective use of the
relationship with the entity manpower of an entity, to
is known as Personnel achieve the organizational
Management. goals is known as Human
Resource Management.

John Doe
Business Analyst Approach Traditional Modern 

Treatment of manpower Machines or Tools Asset 

Types of function Routine function Strategic function 
Basis of Pay Job Evaluation Performance Evaluation 
ROLE OF THE MINISTRY OF HUMAN RESOURCES

prepares draft enforces the

employment employment
legislation legislation

sets policies Establishes codes

of practices as
guidelines to
employers and
employees
HUMAN RESOURCE MANAGEMENT FUNCTIONS

1 2 3 4 5 6

HR
RECRUITMENT TRAINING & INDUSTRIAL
PLANNING PERFORMANCE COMPENSATION MGT
& SELECTION DEVELOPMENT APPRAISAL RELATION
• Setting policies and After estimating the • Performance Compensation includes the total • Grievance
of all rewards provided to
administering workforce • Holding induction appraisal is a formal handling
employees in return for their
disciplinary action requirement, strategic programmes system of review services. The rewards may be
systems recruitment follows. • Providing skills and evaluation of one or a combination of the • Relations with
following:
What are the different training individual or team trade union
• Recruitment • Direct Financial
approaches to be • Organizing task performance. Compensation (Core representatives
• Establishing career taken, and what is the supervisory and
Compensation): receives in the
turnaround time for form of wages, salaries,
movement policies, management • It affords employees commissions, and bonuses.
• Collective
including transfers recruitment? The development the opportunity to • indirect Financial bargaining
and promotion other factors that programmes capitalize on their Compensation (employee negotiations
influence our multi- benefits): All financial rewards
• Establishing and strengths and that are not
• Terminating location, bulk administering overcome identified included in direct compensation, • Preparing for
employees recruitment, technical, such as paid vacations, sick contingencies,
performance deficiencies,
non-technical, senior leave, holidays, and medical
• Liaison with management and thereby helping insurance.
including strike
Immigration and management or niche appraisal systems them to become • Nonfinancial Compensation: action
Labour Department skills, temporary or more satisfied and Satisfaction that a person
permanent receives from the job itself or
• Records keeping productive from the psychological or physical
recruitment. employees. environment in which the person
Environmental Factors Affecting HRM
Environmental Factors Affecting HRM
Environmental Factors Affecting HRM - External
THANK YOU