HUMAN RESOURCE

MANAGEMENT
Unit 1
Dr. Joe Mary George
• Is there any difference between
Human Resources and Human
Resource Management? Yes/No
https://meet.google.com/awm-emvx-uee
 Intro
• Organizations are made up of ________.
• function through (POSDCORB)
• Without people Organizations
• The resources of men, money, materials and
machinery are collected, coordinated and utilized
through
• All the activities of an organization are initiated
and completed by people who make up the org.
• Of all the resources manpower is the only
resource
• people are the most imp resource of an org.
• This resource is called Human Resource.
 Definitions
• According to National point of view,
human resource may be
defined as “the knowledge, skills,
creative abilities, talents and
aptitudes obtained in the
population.”
 Understanding of HR Meaning
• According to Megginson human resources
refer to “the total knowledge, skills, creative
abilities, talents and aptitudes of an
organization’s workforce, as well as the values,
attitudes and beliefs of the individuals
involved.” Thus human resources represent
the quantitative and qualitative measurement
of the workforce required in an organization.
 Understanding of HRM Meaning
• According to Flippo, human resource management
is “the planning, organizing, directing and
controlling ofprocurement,
the
development, compensation,
integration, maintenance and
reproduction of human resources to the end that
individual, organizational and societal objectives
are accomplished.”
 MCQs
• HRM is the planning, organizing, directing and
_______ of the procurement, development,
compensation, _________, maintenance and
reproduction of human resources to the end that
individual, organizational and societal objectives are
achieved.
a. Reporting
b. Controlling
c. Integration
d. Training
 Concept of Management
Basic Stated Objectives
Resources/Inputs Fundamental Functions

Men Planning Organising

Materials Objectives
Machines OR
Methods End
Money Results
Market Directing Controlling
 Clarifications to the basics of HR
• Organizations are made up of What?
• Which are the 5/6Ms
• What never depreciates out of the 5Ms?
• Can we add values or worth to human
resources? Yes/No
 Topics under HRM
• Basics
• SHRM
• HR Policies
• HR Planning
• Job Analysis & Job Design
• Recruitment, Selection, Employee Training
• Placement, Induction & Socialisation
• Career Planning & Development
• HR Development
• Employee Empowerment
• Performance Appraisal
• Job Evaluation
• Wage & Salary Admini
 Evolution Of HRM
• Modern concept of HRM has developed
through the following stages
1. The Commodity Concept
2. The Factor of Production Concept
3. The Paternalistic Concept
4. The Humanitarian Concept
5. The Human Resource Concept
6. The Emerging Concept
 1. The Commodity Concept
• Before industrial revolution the guild system
was the beginning of human resource
management.
• Guild was a closely knit group concerned with
selecting, training, rewarding and maintaining
workers.
• Industrial revolution gave rise to the factory
system.
 1. The Commodity Concept
• Due to the separation of owners from
managers, close relationships between
owners and employees were broken.
• Labour began to be considered a
commodity to be bought and sold.
 2. The Factor of Production Concept

• Under this concept the employees were

considered as a factor of production just like
land, materials and machinery.
• Taylor’s scientific management stressed
proper selection and training of employees so
as to maximize productivity.
 2. The Factor of Production Concept

• The employees were treated primarily as

operation organizations of machines or as
mere appendage in the process of production.
• However this concept was an improvement in
so far as employees gained through better
working conditions and higher earnings.
 3. The Paternalistic Concept
• Employees organized together on the basis of
their common interest and formed trade unions
to improve their lot.
• The growing strength of democracy gave impetus
to collective bargaining.
• The state also recognized that workers had a
right to protection in the employment.
• Due to all these forces, employers began to
provide schemes to workers.
 3. The Paternalistic Concept
• Employers assumed a fatherly and protective
attitude towards their employees.
• The welfare schemes included health facilities,
recreation facilities, pension plans, group
insurance schemes, housing facilities, etc
• Employers and employees both began to
realize that they cannot survive and prosper
without each other.
 4. The Humanitarian Concept
• Under paternalistic concept the employer was
providing benefits to employees as a favour.
• The humanitarian approach is based on the
belief that employees had certain undeniable
rights as human beings and it was the duty of
the employer to protect these rights.
• The industrial psychologists pointed out that an
employee was not merely interested in material
rewards.
 4. The Humanitarian Concept
• Rather social and psychological
satisfaction was equally important.
• This approach is also known as
human relations concept.
 5. The Human Resource Concept
• Several studies were conducted to analyze and
understand human behaviour in organization.
• These studies led to the application of behavioral
sciences to the problems of individual and group
behaviour at work.
• Motivation, group dynamics, organizational climate,
organizational conflict, etc., became popular
concepts.
• Employees began to be considered as valuable assets
of an organization.
 5. The Human Resource Concept
• Efforts were made to integrate employee with
the organization so that organizational goals
and employees aspirations could be achieved
simultaneously.
• Focus shifted towards management practices
like two way communication, management by
objectives, role of informal groups, quality
circles, etc.
 6. The Emerging Concept
• Now employees are considered as
partners in the industry.
• They are gradually being given share
in company’s stock membership.
• Worker’s representative are being
appointed on the board of directors.
 6. The Emerging Concept
• This emerging trend is aimed at creating a
feeling among workers that the organization is
their own.
• Slowly but steadily HRM is emerging as a
special academic discipline and as a profession.
• It is growing as a career with distinct
specializations like human resource
development, industrial relations, like, etc.
Features/Characteristics of Human Resource
Management
1. Comprehensive Function
2. People Oriented
3. Action Oriented
4. Individuals oriented
5. Development Oriented
6. Pervasive Function
7. Continuous Functions
8. Future oriented
9. Challenging Function
10.Science as well as Art
11.Staff Function
12.Young Discipline
13.Interdisciplinary
What are the functions of HRM?
• HR Records
• HR Research
• HR Audit
 Objectives of HRM
• Objectives of human resource management are
derived from the basic objectives of an________.
a) Organization
b) Employee
c) Individual
d) Operation
• In order to achieve organizational objectives
integration of employer’s interest and employee
interests is necessary.
 Objectives of HRM
1. To help the organization attain its goals
by providing well trained and well-
motivated employees.
2. To employ the skills and knowledge of
employees efficiently and effectively, i.e.
to utilize human resources effectively.
 Objectives of HRM
3. To enhance job satisfaction and self-
actualization of employees by encouraging and
assisting every employee to realize his/ her full
potential.
4. To establish and maintain productive, self-
respecting and internally satisfying working
relationships among all the members of the
organization.
 Objectives of HRM
5. To bring about maximum individual
development of members of the organization by
providing opportunities for training and
advancement.
6. To secure the integration of all the individuals
and groups with the organization by reconciling
individual/ group goals with those of an
organization.
 Objectives of HRM
7. To develop and maintain a quality
life (QWL) which makes employment
in the organization a desirable
personal and social situation.
8. To maintain high morale and good
human relations within the
organization.
 Objectives of HRM
9. To help maintain ethical policies and
behavior inside and outside the
organization.
10. To manage change to the mutual
advantage of individuals, groups, the
organization and the society.
 Objectives of HRM

11. To recognize and satisfy individual

needs and group goals by offering
appropriate monetary and non -
monetary incentives.
 Objectives of HRM
• Thus, human resource management seeks to
(a) attain economically and effectively the
organizational goals,
(b) serve to the highest possible degree the
individual goals and
(c) preserve and promote the general welfare of the
community .
• To sum up, human resource management seeks to
accomplish societal, organizational and individual
goals.
THANK YOU