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What is HRM?
HUMAN RESOURCE Human resource management (HRM) is the process of employing people,
training them, compensating them, developing policies relating to them,
MANAGEMENT and developing strategies to retain them. As a field, HRM has undergone
many changes over the last twenty years, giving it an even more important
role in today’s organizations. In the past, HRM meant processing payroll,
sending birthday gifts to employees, arranging company outings, and
making sure forms were filled out correctly—in other words, more of an
administrative role rather than a strategic role crucial to the success of the
organization

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“Human Resource Management (HRM) focuses on managing people within the employer-employee As mentioned by Mello (2006), the following are the different descriptions of the HRM functions: staffing
involves job analysis, human resource planning, employees’ specific tasks and responsibilities and the
relationship. Specifically, it involves the productive use of people in achieving the organization’s strategic
abilities, skills and qualifications needed to perform a job are identified. Human Resource Planning ensures
business objectives and the satisfaction of individual employee needs” (Stone, 2002).
that the organization has the right number of qualified people in the right jobs at the right time. In employee
recruitment, the organization seeks and attracts a pool of applicants from whom qualified candidates are
considered for job vacancies. In employee selection, the organization chooses from among the available
Human Resource Management (HRM) consists of an organization “people practice” which includes the
candidates the individual predicted to be most likely to perform successfully in the job.
policies, practices and systems that influence employees’ behavior, attitudes and performance. Human
HRM also involves training. It is the acquisition of attitudes, skills, and knowledge required for employees to
Resource Management and Development influence people who work for the organization and how those
learn and perform their jobs, improve on their performance, prepare themselves for more senior positions,
people work. The human resources, if well managed, have the potential to be a source of sustainable and achieve career goals.
competitive advantage, contribution to the basic objectives such as quality, profits and customer satisfaction
In HRM, the process of determining how well employees is doing their jobs is called performance
(Noe et al., 2004).
management. In this activity, the employees are assessed and given feedback on their strengths and areas
for improvement.

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1. To maintain quality of work life. It is concerned with the employee’s perception of physical as
well as psychological wellbeing at workplace and it can be obtained by maintaining work
autonomy, work freedom, job recognition, belongingness, rewards, etc.
2. To increase productivity and profit. HRM shall ensure right quality and quantity of personnel
in workplace. Motivated employees work hard to meet their personal career goal which directly
influences productivity of organization.
3. To retain employees and motivate them to accomplish company’s goal. By this, the HRM
performs tasks like providing benefits, compensation and rewards to the deserving employees.
4. To recognize merit and contribution of employee.
5. To resolve conflicts. In any company, either big or small, conflicts may arise between any

Importance of Human Resource Management parties/group. Conflicts are inevitable and they should not be ignored. Human resource
management acts as a consultant to sort out such conflicts timely and conduct other
organizational activities smoothly.

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1. Societal Objectives. To be ethically and socially responsible to the needs and

challenges of the society, while minimizing the negative impact of such demands upon
the organization. The failure of organizations to use their resources for the society’s
benefit in ethical ways may lead to restrictions. Organizational Objectives. To recognize
the HRM exists to contribute to organizational effectiveness. HRM is not an end in itself,
it is only a means to assist the organization with its primary objectives.
2. Functional Objectives. To maintain the department’s contribution at a level appropriate
to the organization’s needs. A department’s level of service must be appropriate for the

HRM Objectives organization it serves.

3. Personal Objectives. To assist employees in achieving their personal goals, at least in
so far as these goals enhance the individual’s contribution to the organization.

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1. It is prevalent in nature. This means that HRM is present and performed in all operational and functional areas of

Features of Human Resource Management 2.

management within organization on a continuous basis.
It is dynamic. It does not depend on written rules and policies to solve problem, rather it focuses on what can be
done through logical and well-grounded solutions and decisions. It constantly finds ways to change situations and
events for the betterment of the organization and its employees.
Human Resource management is a continuing process of managing 3. It is individually-oriented. HRM works toward getting the best out of each employee by seeing to it that they are
people and their activities at work while squeezing out the best potential continually offered the opportunity to be equipped with new skills through training, development, and other
from them so they become productive individuals. It has the following productivity improvement schemes.
features: 4. It is employee-oriented. Rewarding them for their contributions to organizational success is a strong
reinforcement to increase the level of job performance.
5. It is forward-looking. HRM should effectively envision and assess labor needs for a given period of time.
6. It is growth-oriented. HRM should constantly enhance the conceptual and analytical skills of its employees. A
carefully planned design for employee development is almost compulsory if the organization aims for excellence.

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Differences between Personnel Management and Human Resource Management Differences between Personnel Management and Human Resource Management

PERSONNEL MANAGEMENT (PM) HUMAN RESOURCE MANAGEMENT PERSONNEL MANAGEMENT (PM) HUMAN RESOURCE MANAGEMENT
(HRM) (HRM)

PM refers to the people manning the organization. HRM is the effective supervision and management of PM reacts to adverse situations as they arise HRM sees the organization as one that embodies a dynamic personality
Managing them is referred to as personnel management.
employees’ capabilities and other attributes. PM takes complete authority in people management HRM sees to it that both personal and professional needs of employees
PM is conventional and concentrates on supervisory HRM is a non-stop function directed at developing the are addressed correctly in order to achieve work-life balance
administration of people knowledge and skills of employees PM has a limited range as it only focuses on administration of people Motivational activities and team-building activities are top priorities for

PM is a separate purpose with separate sub-function HRM is an indispensable part of the entire organization HRM
PM is particularly involved with recruitment, selection and administration In HRM, a fulfilling job is the antecedent and job satisfaction is the
PM is seen as a supplementary activity HRM anticipates and effectively handles adverse
situations even before they arise of workforce outcome
PM treats people as an expense, thus, employers have the power to Encouraging all forms of communications is the driving force in HRM
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manage the cost

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Differences between Personnel Management and Human Resource Management

Difference between Human Resource Management (HRM) and Human Resource Development (HRD)

PERSONNEL MANAGEMENT (PM) HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE MANAGEMENT HUMAN RESOURCE DEVELOPMENT(HRD)
(HRM)
(HRM)
HRM focuses on enhancement of employees, potential from a long-term HRD is concerned with enhancing the capabilities of employees that will
Primarily stimuli in PM are monetary and non-monetary rewards In HRM, there is a great relationship between productivity and satisfaction
perspective result in positive behavior change
and employees’ social well-being
HRM gives attention to the effective utilization of employees and their HRD sees to it that there is continuing opportunities for growth and
In PM, a high-level of contentment means better performance HRM considers people as valuable assets
capabilities development
PM regards employees as tools for the organization to make more profit HRM regards employees as excellent contributors to the organization’s HRM takes decisions on HRD plans HRD depends on the decisions of HRM
wellness, and thus acknowledges their contributions through growth and
HRM at its center has HRD The goal of HRD is anchored to the that of HRM, which boils down the
advancement opportunities
benefit of the workers
PM treats employees as commodities that can be brought in exchange HRM sees to it there is a constant healthy relationship between the
HRM attends to every employee demand resulting in increased HRM promotes upscaling of skills and knowledge resulting in outstanding
for money. organization and its employees, which extends to the family members of
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the employees

Role of Human Resource Management

Organizations need people to

perform tasks and get work done
in the organization. Even with the
most sophisticated machines,
Internal and External Factors humans are still needed. Because
of this, one of the major tasks in
HRM is staffing. Staffing involves
Staffing Development of Workplace

STAFFING
the entire hiring process from
posting a job to negotiating a
Compensation and Benefits Admin Retention salary package.

Training and Development Dealing with laws affecting the employment

Communication Healthy Workplace

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Every organization has policies to ensure HRM professionals need to determine

fairness and continuity within the that compensation is fair, meets industry
organization. One of the jobs of HRM is to standards, and is high enough to entice
develop the verbiage surrounding these people to work for the organization.
policies. In the development of policies,
Compensation includes anything the
HRM, management, and executives are
employee receives for his or her work. In
involved in the process. For example, the
addition, HRM professionals need to
HRM professional will likely recognize the
make sure the pay is comparable to what
need for a policy or a change of policy, seek
other people performing similar jobs are
opinions on the policy, write the policy and
being paid. This involves setting up pay
DEVELOPMENT then communicate that policy to employees.
It is key to note here that HR departments do
not and cannot work alone. Everything they COMPENSATION
systems that take into consideration the
number of years with the organization,

OF WORKPLACE do needs to involve all other departments in

the organization. AND BENEFITS
years of experience, education, and
similar aspects.

POLICIES ADMINISTRATION
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Human resource people must be Once we have spent the time to hire
new employees, we want to make
aware of all the laws that affect the
sure they not only are trained to do
workplace. An HRM professional
the job but also continue to grow and
might work with some of the HRM develop new skills in their job. This
Retention involves keeping and results in higher productivity for the
motivating employees to stay with organization. Training is also a key
component in employee motivation.
the organization. Compensation is
Employees who feel they are
a major factor in employee developing their skills tend to be

TRAINING AND
RETENTION
retention, but there are other happier in their jobs, which results in
factors as well. increased employee retention.

DEVELOPMENT
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Safety is a major consideration in all

organizations. Oftentimes new laws
There is a need for leaders of are created with the goal of setting
organizations to get a solid federal or state standards to ensure
background and knowledge of worker safety. Unions and union
contracts can also impact the
employment and collective labor
requirements for worker safety in a
law, and how to use labor law in workplace. It is up to the human
their daily handling of employment resource manager to be aware of

DEALING WITH LAWS

matters.
G1
WORKER worker protection requirements and
ensure the workplace is meeting

AFFECTING PROTECTION both federal and union standards.

EMPLOYMENT
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For HR professionals,
communication is a two-way

“
process that involves top-down
dissemination of HR plan and BE STRONG AND COURAGEOUS! DO
bottom-up questions from
NOT BE AFRAID OR DISCOURAGED.

”
G2
employees.
FOR THE LORD YOUR GOD WILL BE
WITH YOU WHEREEVER YOU GO.
JOSHUA 1:9
COMMUNICATION
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G1 This is because mistakes can be costly, both financially and in loss

of management authority
[email protected], 9/19/2022

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G2 When communication flows freely, employees enjoy a clear

understanding og their benefits, while HR managers take in
feedback on how effectively HR programs are working.
[email protected], 9/19/2022
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Thank you