HUMAN RESOURCE

MANAGEMENT

Personnel, People at work, Manpower,

Staff, employees
 Definitio
n
• Human resource management can be
defined as
– “ employing people, developing their resource,
utilizing maintaining and compensating their
services in tune with the job and organizational
requirements”
 HRM
FUCTIONS

HR Motivation
acquisitio HR Performanc &
n development e & maintenan Industri
1. Career compensati ce al
1.HR
planning
o n 1.Empowermen relation
planning
1.Performance t s
2.Recruitmen 2.Training &
development Mg 2.Health &
t 1.Discipline
2.Incentives Safety
3.Selection 3.Organizational &
Development & benefits 3.HR mobility grievance
4.Placement 4.Creating mg
motivating 2.Industrial
environment dispute
HR Information Mg

system HR research
HR accounting
HR audit
 Nature of
1.
HRM
Inherent part of management- selecting people, training, motivating,
appraising their performance for improving their quality.
2. Pervasive function-present in all levels of mg in an organization
3. Action oriented-solve problem through rational(balanced) policies rather
than record keeping
4. People oriented-HRM is all about people at work. Assign jobs, produce
results, reward, motivate them towards improvements in productivity
5. Future oriented- Effective HRM helps organization meet its goals
6. Development oriented-HRM develops full potential of employees through
reward, training, job rotation.
7. Integrating mechanism: HRM maintains cordial relationship between
people working at various levels in organization.
8. Comprehensive function: Workforce signifies people working at all levels,
HRM differs with form & shape but the basic objective of effective
utilization of human resource remains the same.
9. Continuous function: HRM is not a one shot deal it requires constant
awareness
and alertness of human relations in every day operation.
10. Based on human relation: Every person has different need, perception
 Scope(capacity) of
1. Human resource planning-fill various position
2.
HRM
Recruitment & Selection- develop a pool(team) of
candidates
3. Job Design: define task, assign authority & responsibility
4. Training & Development- helps in developing key
competencies
5. Appraisal of performance-systematic assessment &
evaluation of workforce
6. Motivation of workforce- develop enthusiastic workforce
7. Remuneration of employees-focuses on fair, consistent
& equitable compensation
8. Social security & Welfare of employees-working
conditions,
transport, medical assistance etc
9. Review & audit of personnel policies- ensures reliable
 Difference between personnel mg &
HRM
PERSONNEL MANAGEMENTHUMAN RESOURCE
MG
• Mg of people employed Mg of employees skills,
• Knowledge, abilities
• Employees are treated as •Employees are treated as
economic man as his service economic, social &
are exchanged with salary psychological man
• Employee are viewed as tool, •Employee are treated as a
equipment resource
• Employee are treated as cost •Employees as treated as
center. Therefore mg profit center. Therefore,
controls cost of labour invest in human resource.
• Employees used as •Employees used for multi-
organization mutual benefit for org,
benefit employees & family
• Personnel function is •HRM is a strategic(planned)
only auxiliary mg function
(secondary) •Long term perspective
• Short term perspective
 Objectives of
1. To help the organization reach
HRMits goal
2. To employ the skills and abilities of the workforce efficiently
3. To provide the organization with well trained & well
motivated employees
4. To increase employees job satisfaction and self
actualization (stimulate employees to realize their
potential)
5. To develop & maintain a quality of work life.
6. To communicate HR policies to all employees.
7. To be ethically & socially responsive to the needs of the
society(ensuring compliance with legal & ethical standards)
8. To provide an opportunity for expression & voice in
management
9. To provide fair, acceptable & efficient leadership
 Importance of
HRM
1. Attract & retain talent
2. Train people for challenging
roles
3. Develop skills &
GOOD HR competencies
PRACTICES 4. Promote team spirit
HELPS
5. Develop loyalty & commitment
6. Increase productivity & profits
7. Improve job satisfaction
8. Enhance standard of living
9. Generate employment
opportunity
10.Greater trust & respect