HUMAN

RESOURCE
MANAGEMENT
Presented By-
Rupal Gaur
MBA (Marketing) 1st Semester
Roll No- 24

Presented To - Dr. Pooja Sharma

ACKNOWLEDGEMENT
I would like to express my special thanks of gratidude to my
teacher DR. POOJA SHARMA ,
who gave me the the golden opportunity to do this wonderful
presentation of HUMAN RESOURCE MANAGEMENT.
Who also helped me in completing my presentation . I came
to know about so many new things I am really thankful to
them.

RUPAL GAUR
INTRODUCTION
TO HUMAN
RESOURSE
MANAGEMENT
 PURPOSE
 Meaning of HRM
 Background of HRM
 Objectives of HRM
 Importance of HRM
 Scope of HRM
 MEANING OF HRM

Human resource management (HRM) encompasses activities which are designed and
provided for coordination of human resources of an organization. HRM can be
defined as the effective selection and utilization of employees to best achieve the stra-
tegic aims of an organization. Primary HRM functions include human resource plan-
ning, recruitment and selection, training and development, compensations and bene-
fits, personnel administration, safety and security.
EDWIN B.FLIPPO
“planning, organizing, directing,
controlling of procurement,
development, compensation,
integration, maintenance and
separation of human resources to the
end that individual, organizational
and social objectives are
accomplished”
 BACKGROUND OF HRM
• The basic idea of HRM is first appear from 1980s; and defined in very simple term as
managing people in organization and now in modern society, technological changes
and production of product and services demand more than just managing people in
an organization (Newell and Scarbrough, 2002). The term 'Human Resource
Management' and 'Human Resource' emerged after replacing the term 'Personnel
Management' with almost same definition of managing people in an organization; it is
a deliberate and consistent approach of managing organizational imperative asset (i.e.
people) in order to operate business smoothly and achieve objectives which functions
through human resource system including HR strategies, HR policies, HR process,
HR practices and HR programs (Armstrong, 2006). HRM systems can be drive
through organizational competencies to permit firms and industry to discover and
utilize existing and upcoming opportunities (Ulrich and Lake, 1990). Organizational
effectiveness, Human Capital management, Knowledge Management, Reward
Management, employee relations, Meeting Diverse needs, bringing the gap between
rhetoric and reality are the specific aim of human resource management. 
 OBJECTIVES OF HRM
• The primary objective of HRM is to ensure the availability of competent and
willing workforce to the organization as well as to meet the needs,
aspirations, values and dignity of individuals/employees and having due
concern for the socio-economic problems of the community and the
country. HRM objectives are broadly classified into four categories:-
IMPORTANCE OF HRM
HRM is development oriented. It is concern of managers of all
level and provides space for employee involvement,
performance and growth. Several companies nowadays prefer
HRM to personnel management because HRM plays vital role in
maintaining quality team of working experts. Besides, it has
several importance which are discussed below:-
 Helps in acquiring right person at right place.
 Improves employee’s efficiency.
 Increase employee satisfaction. For example- feeling of respect
or being respected in the workplace, flexibility in job ,good
relationship with manager.
 Provide equal opportunities to employees.
 It promotes team work and team spirit among employees.
 Can help organisation achieve results quickly,efficiently and
effectively.
 SCOPE OF HRM
The scope of Human Resource Management is
extremely wide, However, for the sake of
convenience and developing an understanding of the
subject, it is elaborated as follows:
BIBLIOGRAPHY
• The content for this presentation has been taken
from the following sources:
websites-
www.vedantu.com
www.investopedia.com
www.wikipedia.com

Book-
K Aswathappa,Human Resource Management