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Seminar report

On

Human Resource Management (HRM)

Submitted in partial fulfillment of the requirement for the award of degree
Of MBA

SUBMITTED TO: SUBMITTED BY:

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Acknowledgement
I would like to thank respected Mr…….. and Mr. ……..for giving me such a wonderful
opportunity to expand my knowledge for my own branch and giving me guidelines to present a
seminar report. It helped me a lot to realize of what we study for.

Secondly, I would like to thank my parents who patiently helped me as i went through my work
and helped to modify and eliminate some of the irrelevant or un-necessary stuffs.

Thirdly, I would like to thank my friends who helped me to make my work more organized and
well-stacked till the end.

Next, I would thank Microsoft for developing such a wonderful tool like MS Word. It helped
my work a lot to remain error-free.

Last but clearly not the least, I would thank The Almighty for giving me strength to complete
my report on time.
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Preface
I have made this report file on the topic Human Resource Management (HRM) ,I have tried my
best to elucidate all the relevant detail to the topic to be included in the report. While in the beginning I
have tried to give a general view about this topic.

My efforts and wholehearted co-corporation of each and everyone has ended on a successful note. I
express my sincere gratitude to …………..who assisting me throughout the preparation of this topic. I
thank him for providing me the reinforcement, confidence and most importantly the track for the topic
whenever I needed it.
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Content

 Introduction
 Scope of HRM
 Importance of HRM
 Evolution of HRM
 Functions of HRMS Systems
 Five Components of a Human Resource Management System
 E-HRM
 Types
 Advantages
 Disadvantages
 Conclusion
 References
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Introduction
Human Resource management (HRM) refers to the concept or methods needed to carry out
responsibility of the personnel in aspects of managing organizational tasks. Such as recruiting,
screening, training, rewarding and some other related tasks.

Nowadays it would be difficult to imagine that organizations can achieve and sustain
effectiveness at their work without efficient HRM programs and activities. The HR department
plays a vital role in ensuring the smooth running of an organization most importantly by tracking
and analyzing the timekeeping and work patterns of the work force, allowing management better
information on which to make good decisions.
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SCOPE OF HRM
From Entry to Exit or Recruitment to Retirement of an employee in the organization

Following are the areas of operation of HRM:

1. Human Resource Planning
2. Job Analysis
3. Job Design
4. Recruitment & Selection
5. Orientation & Placement
6. Training & Development
7. Performance Appraisals
8. Job Evaluation
9. Employee and Executive Remuneration
10. Motivation
11. Communication
12. Welfare
13. Safety & Health
14. Industrial Relations
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IMPORTANCE OF H.R.M

To hire right person for the right job

To avoid high manpower turnover
To ensure people doing their best
To conduct proper interview
To avoid legal implications
To ensure proper compensation management
To ensure safety of workmen and avoid unsafe practices
To ensure equity and justice and right pay for right person
To ensure implementation of training and development
To avoid unfair labor practices

Evolution of HRM

A number of academics and practitioners in the past have contributed a great deal to the
development of HRM.
The history of its development goes back to the early management pioneers, Robert Owen (1771
– 1858) and Charles Babbage (1792 – 1871).
Similarly, other developments such as the industrial revolution, the principles of scientific
management, the classical organization theory and more recently, the behavioral science
movement and the organization development movement have influenced the development of
personnel management and HRM.
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Functions of HRMS Systems

The function of the human resources department involves tracking employee histories, skills,
abilities, salary and their accomplishments. When an organization takes care to reduce the
manual workload an organization performs, they choose to replace those processes with various
levels of HRMS systems. Executives within a HR department either rely on internal IT experts or
third-party vendors to develop and implement an integrated system. Each module performs a
separate function within the HRMS. The functions current HRMS systems can perform include:

 Payroll
 Database for employee information
 Attendance records
 Performance evaluation
 Benefits administration
 Learning and recruiting management
 Employee self-service
 Employee scheduling
 Tracking of employee absenteeism
 Analytics
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Five Components of a Human Resource Management System

Organizational Culture

Organizational culture is the collection of values, working norms, company vision, habits and
beliefs that the business espouses. The HR management system plays a large part in shaping the
organizational culture. Setting policies, procedures and company standards dictates to employees
the behaviors that are acceptable in the workplace. For example, a policy may state that time
management is important to the business, which fosters timeliness among employees, or HR may
adapt a looser time management policy that values employees' freedom to manage their own
schedules. In essence, the organizational culture affects the way people do their work and
interact with one another and with customers.

Planning for Change

The business world changes rapidly. New technology is introduced, employees come and go, and
the finances of the company fluctuate. HR's role in helping to stabilize the company for change
cannot be understated. Planning for change means helping employees understand their roles in
the larger picture of the company. It's about building bridges between departments and managers
and getting people to talk about "what-if" situations. HR takes this information and develops a
management plan for disasters, for changes in workflow and for reassuring employees in times
of crises or frightening change.

Training and Development

Almost all employees, even ones that are highly educated or skilled, require some level of
training because each organization runs things in a different way. Policies and procedures need
to be firmly communicated to employees as part of their on-boarding process. The HR
management system is also responsible for ongoing employee development. This continuing
education keeps employees' skills fresh so they bring new and innovative ideas to the workplace.

Health and Safety

The HR management system plays a key role in ensuring health and safety in the workplace.
This can be achieved through policies and procedures, but the HR function may go a step further
to make sure employees understand the risks of certain activities. For example, if there is heavy
machinery in the office, HR can post warning signs and posters listing the steps to take in case of
an emergency. This minimizes the possibility that an accident will occur and helps to eliminate
any subsequent legal action that might be taken against the company.

Recruitment and Retention

While recruitment and retention may seem like a given for HR management systems, it is the
anchor of all HR's policies and systems. Finding qualified workers, keeping them engaged with
the company, training them to effectively do their jobs and providing incentives for further
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education, benefits and compensation are all drivers to organizational success and should be
constantly on the minds of HR managers.

E-HRM
E-HRM is the (planning, implementation) application of information technology for both
networking and supporting at least two individual or collective actors in their shared performing
of HR activities.

E-HRM is not the same as HRIS (Human resource information system) which refers to ICT
systems used within HR departments. Nor is it the same as V-HRM or Virtual HRM - which is
defined by Lepak and Snell as “...a network-based structure built on partnerships and typically
mediated by information technologies to help the organization acquire, develop, and deploy
intellectual capital.”

E-HRM is in essence the devolution of HR functions to management and employees. They

access these functions typically via intranet or other web-technology channels. The
empowerment of managers and employees to perform certain chosen HR functions relieves the
HR department of these tasks, allowing HR staff to focus less on the operational and more on the
strategic elements of HR, and allowing organizations to lower HR department staffing levels as
the administrative burden is lightened. It is anticipated that, as E-HRM develops and becomes
more entrenched in business culture, these changes will become more apparent, but they have yet
to be manifested to a significant degree.
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Types
There are three tiers of E-HRM. These are described respectively as:

 Operational
 Relational
 Transformational.

Operational

Operational E-HRM is concerned with administrative functions - payroll and employee personal
data for example.

Relational

Relational E-HRM is concerned with supporting business processes by means of training,

recruitment, performance management and so forth.

Transformational

Transformational E-HRM is concerned with strategic HR activities such as knowledge

management, strategic re-orientation.
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Advantages of HRM Systems

Helps Evaluate HR Policies

The premise of strategic HRM is that the company's policies and procedures related to
employees should fit into the organization's broader strategic plan. Developing these links
between HR and strategy has the distinct advantage of helping the organization to evaluate its
current HR policies and to replace outdated or inefficient policies with ones that promote a better
workplace environment and employee relations. As the company evaluates its HR policies, it can
use the strategic plan's aims and objectives to evaluate each HR process. Those that fall out of
the strategic vision can be reformulated or discarded in favor of better ones.

Team-builiding

Strategic HRM also helps to foster a sense of team spirit and camaraderie within the
organization. A company's strategic vision will ideally rely on input from a broad range of
stakeholders including managers, employees, customers and investors. Creating an HR strategy
that aligns with this sense of open communication can have the major benefit of helping
stakeholders feel like their opinions are valued and meaningful to the company's owners and
executives.

Helps Monitor Progress

While the strategic vision of the company can influence the creation and evaluation of HR
policies, the reverse can also be true. Human resources can help the organization monitor its
progress toward achieving its stated goals and objectives in the strategic plan. Much of the
strategic plan is likely to rely on the cooperation and support of employees and individual
departments or functions within the organization. HR has a key role to play in making sure that
all of these components of the strategic plan are implemented in a timely and effective way. The
advantage of this marriage between strategy and HR management is that the company's
executives and its HR function are consistently monitoring one another's progress and tweaking
processes for the benefit of the company and its employees.

Keeps the Organization Legal

A final advantage of the human resource management strategy is in keeping the organization
compliant with laws relating to employees, salary, insurance and the like. The laws and policies
governing business are complex and can vary between jurisdictions, but HR has a key role to
play in making sure that the organization's strategic plan is not only presently legal but is also
amendable enough that it can adapt to changing times and changing legal circumstances.
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What Are the Disadvantages of a Human Resource Management

System?
Employee Privacy

Your employees entrust you with personal information. Everything from Social Security
numbers to private health information and marital status gets stored in your HR management
system. Several layers of management may have access to that information. In addition, a non-
management employee may engage in identity theft and access a fellow employee's sensitive
data. Such a breach of security with your management system can embroil you in legal problems
and create poor employee relations.

Cost

One of the disadvantages of these systems is their cost. CostOwl.com report that prices can range
from $40 to $100 per user for companies with up to 50 employees and $200 to $300 per
employee for larger companies. Installation, setup and consulting can cost as much as $50,000.
You can cut these costs by getting a remotely hosted system, which can cost as little as $5 to $10
per user. In addition, you incur costs for training your staff in the use of the system.

Loss of Subjectivity

Because HR management systems do such a good job of listing employee accomplishments,

certifications and degrees, managers may be tempted to promote based on the objective data your
system provides. This may discourage supervisors from taking the time to get to know
employees on a personal basis as part of their evaluation of what staff members can contribute to
your company. The U.S. Office of Personnel Management points out that computerized
employee evaluations can result in an impersonal narrative from the supervisor. Such evaluations
may not be the most reliable guides for making decisions about promotions.

Difficulty of Analysis

Your system can contain so much data that you may find it difficult to analyze. You may need a
separate analysis system just to sort the data into meaningful chunks. For example, if you want to
analyze employee turnover in relation to levels of compensation and your system is not
sophisticated enough, you may have difficulty generating reports that identify patterns. This
could require the help of advanced software outside of your HR management system, which
means additional expense.
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Conclusion
Developing and implementing the right HRMS for your company is important. While it is
certainly possible to take care of these functions manually, an automated system ensures there is
plenty of time available for the human resources staff to develop and maintain the data that goes
into those systems. The most important thing to remember is that HRMS systems are not “one
size fits all”. Just as each company is different, so are the systems available on the market to
choose from.
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References
 www.google.com
 www.wikipedia.com
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