FUNDAMENTALS OF HRM

Prepared & Presented by:

Prof. Pooja Dubey, Assistant Professor, ISM Patna

Email: hr2.dept@ismpatna.ac.in
Human Resources consist of people, who work in an organization.
 An Overview
• The essence of management is the integration of various
organizational resources.

• There are various functions of management process which

are classified as planning, organizing, staffing, directing
and controlling. The coordinated effort of all leads to the
achievement of the organizational objective.

• The success or failure of any organization is measured in

terms of accomplishment of its organizational objectives
and achievement of organizational objectives can’t be
imagined without people.

• HRM can be referred as People Management.

People or Human
 It is sum total of all the inherent abilities and acquired
knowledge and skills.

 The development and effectiveness of an organization is

determined by the quality of an individual that are
employed.

 Success for an organizations depends on finding the

employees with the skills to perform the tasks required
to attain the goal.

 Entry Stay Exit

 Human Resource Management
 The National Institute of Personnel Management (NIPM) of India has
defined HRM is the component of management which is concerned
with people and their association within an Organization.

 The Development of an Organization and Nation lies in the

development of their human resource.
 Why????????

 Only resource which take care of all other resources.

 Human brain has limitless energy to think and act.

 The value of Human resource always appreciate with time.

 That is the reason why human resource is considered as an asset of any

Organization.
 tions
Func
Managerial

Operative
Mana
• Planning
• Organizing
• Staffing

gerial
• Directing
• Controlling

Opera
• Procurement
• Development
• Motivation and Compensation

tive
• Maintenance
• Integration
• Emerging Issues
 erial
Manag
 Planning: Deciding in advance

 Organizing: implement the plan

 Staffing: Right man at right time at

right place

 Directing: Motivating, activating

 Controlling: Comparison between actual

and desired
 tional
Opera
Procurement: 

 It is concerned with procuring and

employing people who possess
necessary skill, knowledge and
aptitude.

 It is all about job analysis,

manpower planning, recruitment,
selection, placement, induction etc. 
 tional
Opera
 Development : 

 It is the process of improving,

moulding, changing and developing
the skills, knowledge, creative
ability, aptitude, attitude, values
and commitment based on present and
future requirements both at the
individual’s and organisation’s
level.
 tional
Opera
Motivation and compensation: 

It is a process which inspires

people to give their best to the
organisation through intrinsic
(achievement, recognition,
responsibility) and extrinsic (job
design, work scheduling, appraisal
based incentives) rewards.
 tional
Opera
 Maintenance: 

It aims at protecting and preserving

the physical and psychological
health of employees through various
welfare measures.
 tional
Opera
Integration function: 
This function tries to integrate the
goals of an organisation with
employee aspirations through various
employee-oriented programmes, like
redressing grievances promptly,
instituting proper disciplinary
measures, empowering people to
decide things independently,
encouraging a participative culture,
offering constructive help to trade
unions etc.
 tional
Opera
Emerging issues: 

Effective management of human

resources depends on refining HRM
practices to changing conditions.
Hence the need to look at other
important issues which can motivate
people to give their best in a
dynamic and ever-changing
environment.
 Policies
HRM
 A policy provides continuing guidelines and
generalized guidance on how HR issues
should be dealt with to ensure that an
appropriate approach is adopted throughout
the organization.
Challenges for a HR Manager

 Bridging the gap between demand & supply

 Providing Purposeful Direction
 Building Core Competencies
 Managing Workforce Diversity
 Empowering Human Resources
 Developing Work Culture and work ethics
 Facilitating Technological and Structural
Change
 Employees Counseling
 Performance Management
 Motivating
 Retention of the talent pool