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Amrita Kumari Gourishankar Kanaklata Praveen

This document provides an introduction and overview of human resource management (HRM). It defines HRM as the function that facilitates the effective use of employees to achieve organizational and individual goals. It outlines the objectives of HRM at the societal, organizational, and personal levels. It also describes several models of HRM, including the Fombrun model, Harvard model, Guest model, and Warwick model. Finally, it discusses the functions of HRM and some personnel policies and principles.

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Rahul Rastogi
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45 views13 pages

Amrita Kumari Gourishankar Kanaklata Praveen

This document provides an introduction and overview of human resource management (HRM). It defines HRM as the function that facilitates the effective use of employees to achieve organizational and individual goals. It outlines the objectives of HRM at the societal, organizational, and personal levels. It also describes several models of HRM, including the Fombrun model, Harvard model, Guest model, and Warwick model. Finally, it discusses the functions of HRM and some personnel policies and principles.

Uploaded by

Rahul Rastogi
Copyright
© Attribution Non-Commercial (BY-NC)
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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INTRODUCTION OF HRM

Presenting by Amrita Kumari Gourishankar Kanaklata Praveen

DEFINITION
Human resource management is the function performed in an organization that facilitates the most effective use of people(employees) to achieve organizational and individual goals

OBJECTIVES OF HRM
SOCIETAL

ORGANISA TIONAL

OBJECTIVES

PERSONAL

FUNCTION AL

SCOPE OF HRM

DIFFERENCES BETWEEN HRM AND PERSONNEL MANAGEMENT


Nature of relations Leadership and management role Contract of employment Pay policies and job design

MODEL OF HRM
THE FOMBRN MODEL
Human resource development

Selection

Appraisal

Organization effectiveness

Rewards

THE HARVARD MODEL OF HRM


Stakeholder interests Shareholders Management Employee groups Government community

Situation factors Workforce character Business strategy Conditions Task technology Unions labor market

HRM policy choices Employee influence HR flow Reward resource Work systems

HR outcomes Commitment Competence Congruence Costeffectiveness

Long term consequences Individual well being Societal well being

THE GUEST MODEL

Performance Outcomes HRM practices HRM Strategy Hiring Training Appraisal Relations HR outcomes Commitment Quality flexibility Behavioral outcomes Motivation Cooperation Organization citizenship Positive: Productivity Innovation Quality Negative: Low productivity Absenteeism Financial outcome Profit ROI

THE WARWICK MODEL OF HRM


Outer context Socio-economic Technical Political-legal Inner context Culture, structure Political, technology Business output

Business strategy content Objective Product market Strategy and tactics

HRM context Role Definition Organization HR output

HRM content HR flow Work system Reward system Employee relations

FUNCTION OF HRM
Planning Organizing Staffing Directing Controlling Motivating

PERSONNEL POLICIES AND PRINCIPLES Policies


Originated Policies Appealed Policies General Policies Imposed Policies Specific Policies Written or Implicit Policies

Principles
Principles of individual development Principles of scientific selection Principles of free flow communication Principles of participation Principles labour management Principles of incentive

THANKS FOR LISTENING

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