HRM (Human Resource Management)

The administrative discipline of hiring and developing employees so that they become more valuable to the organization.

Functions of HRM
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Conducting job analyses (determining the nature of each employee's job) Planning labor needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing Wages and Salaries (how to compensate employees) Providing incentives and benefits Appraising performance and Communicating (interviewing, counseling, disciplining)

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Functions of HRM (Cont.)

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Training and developing Building employee commitment Equal opportunity and affirmative action Employee health and safety Grievances and labor relations

WHAT ARE THE HRM ACTIVITIES?

 Organizational, work, and  Planning  Recruitment

job design

and Selection  Training and Development  Performance Management  Compensation  Occupational health and safety  Employee and labor relations

Importance of HRM functions

As managers none of us would like to make the following mistakes. To hire the wrong person for the job To experience high turnover To find our people not doing their best To waste time with countless and useless interviews To have our company sued for our discriminatory actions.

Importance of HRM functions (Cont.)

To be quoted under bad example of unsafe practices To have some of your employees think their salaries are unfair and inequitable relative to others in the organization To allow a lack of training to undermine your department's effectiveness To commit any unfair labor practices

Personnel Management
Standard definition given by experts of personnel management It is that phase of management which deals with the effective control and use of manpower as distinguished from other sources of power.

Personnel Functions
1. The procurement function- obtaining of a proper kind and number of personnel necessary to accomplish an organizations goals 2. The development function- personnel development of employees, training 3. The compensating function- securing adequate and equitable remuneration to personnel 4. The Integration function- an integration of human resources with organization through job enlargement, job evaluation, variable compensation plans, disciplinary action programme\s. 5. The maintenance function- maintaining the physical conditions of employees (health and safety measures) and employee service programmes

PM vs HRM
There are two school of opinions prevailing between the difference between both. Some experts assert that there is no difference between human resources and personnel management. They state that the two terms can be used interchangeably, with no difference in meaning. For those who recognize a difference between personnel management and human resources, the difference can be described as philosophical.

Main Differences between Personnel Management and HRM

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Personnel management is workforce centered, directed mainly at the organizations employees; such as finding and training them, arranging for them to be paid, explaining managements expectations, justifying managements actions etc. While on the other hand, HRM is resource centered, directed mainly at management, in terms of devolving the responsibility of HRM to line management, management development etc. Personnel Management is basically an operational function, concerned primarily with carrying out the day-to day people management activities. While on the other hand, HRM is strategic in nature, that is, being concerned with directly assisting an organization to gain sustained competitive advantage. HRM is more proactive than Personnel Management.Whereas personnel management is about the maintenance of personnel and administrative systems, HRM is about the forecasting of organizational needs, the continual monitoring and adjustment of personnel systems to meet current and future requirements, and the management of change.