HUMAN RESOURCE MANAGEMENT

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HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

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HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

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Role of HR Managers (Today)

1. Humanitarian Role: Reminding moral and ethical obligations to employees

2. Counselor: Consultations to employees about marital, health, mental, physical and
career problems.
3. Mediator: Playing the role of a peacemaker during disputes, conflicts between
individuals and groups and management.
4. Spokesman: To represent of the company because he has better overall picture of his
company’s operations.
5. Problem Solver: Solving problems of overall human resource management and long-
term organizational planning.
6. Change Agent: Introducing and implementing institutional changes and installing
organizational development programs
7. Management of Manpower Resources: Broadly concerned with leadership both in
the group and individual relationships and labor-management relations.

Role of HR Managers (Future)

1. Protection and enhancement of human and non-human resources

2. Finding the best way of using people to accomplish organizational goals
3. Improve organizational performance
4. Integration of techniques of information technology with the human resources
5. Utilizing behavioral scientists in the best way for his people
6. Meeting challenges of increasing organizational effectiveness
7. Managing diverse workforce

FUNCTIONS OF HRM ALONG WITH OBJECTIVES

HRM Objectives Supporting HRM Functions

Social Objectives (3) Legal Compliance
Benefits
Union Management Relations
Organizational Objectives (7) Human Resource Planning
Employee Relations
Recruitment & Selection
Training & Development
Performance Appraisals
Placement & Orientation
Employee Assessment
Functional Objectives (3) Performance Appraisals
Placement & Orientation
Employee Assessment
Personal Objectives (5) Training & Development
Performance Appraisals
Placement & Orientation
Compensation
Employee Assessment

Managerial Functions of HRM

1. Planning: Plan and research about wage trends, labor market conditions, union
demands and other personnel benefits. Forecasting manpower needs etc.
2. Organizing: Organizing manpower and material resources by creating authorities and
responsibilities for the achievement of organizational goals and objectives.
3. Staffing: Recruitment & Selection
4. Directing: Issuance of orders and instructions, providing guidance and motivation of
employees to follow the path laid-down.

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5. Controlling: Regulating personnel activities and policies according to plans.
Observations and comparisons of deviations

Operational Functions of HRM

1. Procurement: Planning, Recruitment and Selection, Induction and Placement

2. Development: Training, Development, Career planning and counseling.
3. Compensation: Wage and Salary determination and administration
4. Integration: Integration of human resources with organization.
5. Maintenance: Sustaining and improving working conditions, retentions, employee
communication
6. Separations: Managing separations caused by resignations, terminations, lay offs,
death, medical sickness etc.

CHALLENGES OF HRM IN INDIAN ECONOMY or CHALLENGES OF

MODERN MANAGEMENT

1. Globalization: - Growing internationalization of business has its impact on HRM in

terms of problems of unfamiliar laws, languages, practices, competitions, attitudes,
management styles, work ethics and more. HR managers have a challenge to deal with
more functions, more heterogeneous functions and more involvement in employee’s
personal life.

2. Corporate Re-organizations: - Reorganization relates to mergers and

acquisitions, joint ventures, take over, internal restructuring of organizations. In these
situations, it is difficult to imagine circumstances that pose a greater challenge for HRM
than reorganizations itself. It is a challenge to manage employees’ anxiety, uncertainties,
insecurities and fears during these dynamic trends.

3. New Organizational forms: - The basic challenge to HRM comes from the
changing character of competitions. The competition is not between individual firms but
between constellations of firm. Major companies are operating through a complex web of
strategic alliances, forgings with local suppliers, etc. These relationships give birth to
completely new forms of organizational structure, which highly depend upon a regular
exchange of people and information. The challenge for HRM is to cope with the implications
of these newly networked relations more and more, in place of more comfortable
hierarchical relationships that existed within the organizations for ages in the past.

4. Changing Demographics of Workforce: - Changes in workforce are largely

reflected by dual career couples, large chunk of young blood between age old
superannuating employees, working mothers, more educated and aware workers etc. These
dynamic workforces have their own implications for HR managers and from HRM point of
view is a true challenge to handle.

5. Changed employee expectat ions: - With the changes in workforce

demographics, employee expectations and attitudes have also transformed. Traditional
allurements like job security, house, and remunerations are not much attractive today,
rather employees are demanding empowerment and equality with management. Hence it is
a challenge for HRM to redesign the profile of workers, and discover new methods of hiring,
training, remunerating and motivating employees.

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HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

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1. Environmental Sca nning: Analyze the Opportunities and Threats in External
Environment
2. Strategy Formulation: Formulate Strategies to match Strengths and Weaknesses.
It can be done at Corporate level, Business Unit Level and Functional Level.
3. Strategy Implementation: Implement the Strategies
4. Evaluation & Control: Ensure the organizational objectives are met.

IMPORTANCE & BENEFITS OF STRATEGIC MANAGEMENT

 Allows identification, prioritization and exploration of opportunities.

 Provides an objective view of management problems.
 Represents framework for improved co-ordination and control
 Minimizes the effects of adverse conditions and changes
 Allows major decisions to better support established objectives
 Allows more effective allocation of time and resources
 Allows fewer resources and lesser time devoted to correcting ad hoc decisions
 Creates framework for internal communication
 Helps to integrate the individual behaviors
 Provides basis for the clarification of responsibilities
 Encourages forward thinking
 Encourages favorable attitude towards change.

ROLE OF HRM IN STRATEGIC MANAGEMENT

Role in Strategy Formulation: HRM is in a unique position to supply competitive

intelligence that may be useful in strategy formulation. Details regarding advanced
incentive plans used by competitors, opinion survey data from employees, elicit information
about customer complaints, information about pending legislation etc. can be provided by
HRM. Unique HR capabilities serve as a driving force in strategy formulation.

Role in Strategy Implementation: HRM supplies the company with a competent and
willing workforce for executing strategies. It is important to remember that linking strategy
and HRM effectively requires more than selection from a series of practice choices. The
challenge is to develop a configuration of HR practice choices that help implement the
organization’s strategy and enhance its competitiveness.
HUMAN RESOURCE DEVELOPMENT

Definition 1: Organizing and enhancing capacities to produce.

HRD is a process of organizing and enhancing the physical, mental and emotional capacities
of individuals for productive work.

Definition 2: Bring possibility of performance and growth

HRD means to bring about the possibility of performance improvement and individual
growth.

Human resource development is a process to help people to acquire competencies and to

increase their knowledge, skills and capabilities for better performance and higher
productivity.

Proactive HRD Strategies for long term planning and growth

In today’s fast changing, challenging and competitive environment HRD has to take a
proactive approach that is to seek preventive care in human relations. Using HRD strategies
maximizations of efficiency and productivity could be achieved through qualitative growth of
people with capabilities and potentialities to grow and develop. HRD is always a function of

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proper utilization of creative opportunities and available environment through acquisition of
knowledge, skills and attitudes necessary for productive efforts.

Long-term growth can also be planned by creating highly inspired groups of employees with
high aspirations to diversify around core competencies and to build new organizational
responses for coping with change.

A proactive HRD strategy can implement activities that are geared up and directed at
improving personal competence and productive potentialities of human resources.

Following strategic choices can be considered which would help today’s organizations to
survive and grow.

Change Management: Manage change properly and become an effective change agent
rather than being a victim of change itself.
Values: Adopt proactive HRD measures, which encourage values of openness, trust,
autonomy, proactivity and experimentation.
Maximize productivity and efficiency: Through qualitative growth of people with
capabilities and potentialities to grow and develop thrive to maximize productivity and
efficiency of the organization.
Activities directed to competence building: HRD activities need to be geared up and
directed at improving personal competence and productive potentialities of manpower
resources.

HUMAN RESOURCE PLANNING ( H R P )

Definition 1: - Need, Availability, Supply=Demand

“HRP includes estimation of how many qualified people are necessary to carry out the
assigned activities, how many people will be available, and what, if anything, must be done
to ensure personnel supply equals personnel demand at the appropriate point in the
future.”

Definition 2: - Right numbers, Capability, Organization Objectives

“HRP is a Process, by which an organization ensures that it has the right number and kind
of people at the right place, at the right time, capable of effectively and efficiently
completing those tasks that will help the organization achieve its overall objectives.”

Definition 3: - Translation of objectives into HR numbers

“HRP is a process of translating organizational objectives and plans into the number of
workers needed to meet those objectives.”

MEANING / PURPOSE OF HRP

 In simple words HRP is understood as the process of forecasting an organization’s future

demand for and supply of the right type of people in the right numbers.
 It is only after HRP is done, that the company can initiate and plan the recruitment and
selection process.
 HRP is a sub-system in the total organizational planning.
 HRP facilitates the realization of the company’s objectives by providing right type and
right number of personnel.
 HRP is important because without a clear-cut manpower planning, estimation of a
organization’s human resource need is reduced to mere guesswork.

NEED & IMPORTANCE OF HRP

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HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
of resource personnel for conducting development program, frequency of training and
development programs and budget allocation.
Retraining and Redeployment; New skills are to be imparted to existing staff when
technology changes or product line discontinued. Employees need to be redeployed to other
departments where they could be gainfully employed.
Retention Plan: Retention plans cover actions, which would reduce avoidable
separations of employees. Using compensation plans, performance appraisals, avoiding
conflicts, providing green pastures etc, can do this.
Downsizing plans: Where there is surplus workforce trimming of labor force will be
necessary. For these identifying and managing redundancies is very essential.
Managerial Succession Planning; Methods of managerial succession plans may
vary. Most successful programs seem to include top managements involvement and
commitment, high-level review of succession plans, formal performance assessment and
potential assessment and written development plans for individuals. A typical succession
planning involves following activities.
 Analysis of demand for managers and professionals
 Audit of existing executives
 Projection of future likely supply from internal and external sources
 Individual career path planning
 Career counseling
 Accelerated promotions
 Performance related training and development
 Strategic recruitment

JOB ANALYSIS

JOB:
“Job is a ‘group of tasks to be performed everyday.”

JOB ANALYSIS

Definition 1: (Process of Collecting Information)

“Job Analysis is a process of studying and collecting information relating to operations and
responsibilities of a specific job. The immediate products of this analysis are ‘Job
Description’ and ‘Job Specifications’.”

Definition 2: (Systematic Exploration of Activities)

“Job Analysis is a systematic exploration of activities within a job. It is a basic technical
procedure that is used to define duties and responsibilities and accountabilities of the job.”

Definition 3: (Identifying Job Requirements)

“Job is a collection of tasks that can be performed by a single employee to contribute to the
production of some product or service, provided by the organization. Each job has certain
ability requirements (as well as certain rewards) associated with it. Job Analysis is a
process used to identify these requirements.”

MEANING OF JOB ANALYSIS

Job Analysis is a process of collecting information about a job. The process of job analysis
results into two sets of data.
 Job Description
 Job Specification
As a result Job analysis involves the following steps in a logical order.

Steps of Job Analysis

1. Collecting and recording job information

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2. Checking the job information for accuracy
3. Writing job description based on information collected to determine the skills,
knowledge, abilities and activities required
4. Updating and upgrading this information

PURPOSE OF JOB ANALYSIS: -

 Human Resource Planning (HRP): - The numbers and types of personnel are
determined by the jobs, which need to be staffed. Job related information in the form of Job
Analysis serves this purpose or use.
 Recruitment & Selection: - Recruitment precedes job analysis. It helps HR to
locate places to obtain employees. It also helps in better continuity and planning in staffing
in the organization. Also selecting a good candidate also requires detailed job information.
Because the objective of hiring is to match the right candidate for right job
 Training & Development: Training and development programs can be designed
depending upon job requirement and analysis. Selection of trainees is also facilitated by job
analysis.
 Job Evaluation: Job evaluation means determination of relative worth of each job
for the purpose of establishing wage and salary credentials. This is possible with the help of
job description and specifications; i.e. Job Analysis.
 Remuneration: Job analysis also helps in determining wage and salary for all jobs.
 Performance Appraisal: Performance appraisal, assessments, rewards,
promotions, is facilitated by job analysis by way of fixing standards of job performance.
 Personnel Information: Job analysis is vital for building personnel information
systems and processes for improving administrative efficiency and providing decision
support.
 Safety & Health: Job Analysis helps to uncover hazardous conditions and
unhealthy environmental factors so that corrective measures can be taken to minimize and
avoid possibility of human injury.

PROCESS OF JOB ANALYSIS

Process 1: Strategic Choices

Process 2: Collecting Information
Process 3: Processing Information
Process 4: Job Description
Process 5: Job Specification

Strategic Choices: -

Extent of involvement of employees: Extent of employee involvement is a

debatable point. Too much involvement may result in bias in favor of a job in terms of
inflating duties and responsibilities. Too less involvement leads to suspicion about the
motives behind the job. Besides it may also lead to inaccurate information. Hence extent of
involvement depends on the needs of the organization and employee.
Level of details of job analysis: The nature of jobs being analyzed determines the
level of details in job analysis. If the purpose were for training programs or assessing the
worth of job, levels of details required would be great. If the purpose is just clarification the
details required would be less.
Timing and frequency of Job Analysis: When do you do Job Analysis?
 Initial stage, for new organization
 New Job is created
 Changes in Job, Technology and Processes
 Deficiencies and Disparities in Job
 New compensation plan is introduced
 Updating and upgrading is required.

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HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
Job description is a word picture in writing of the duties, responsibilities and organizational
relationships that constitutes a given job or position. It defines continuing work assignment
and a scope of responsibility that are sufficiently different from those of the other jobs to
warrant a specific title. Job description is a broad statement of purpose, scope, duties and
responsibilities of a particular job.

Contents of Job Description

1. Job Identification
2. Job Summary
3. Job Duties and Responsibilities
4. Supervision specification
5. Machines, tools and materials
6. Work conditions
7. Work hazards
8. Definition of unusual terms

Format of Job Description

 Job Title
 Region/Location
 Department
 Reporting to (Operational and Managerial)
 Objective
 Principal duties and responsibilities

Features of Good Job Description

1. Up to date
2. Proper Job Title
3. Comprehensive Job Summary
4. Clear duties and responsibilities
5. Easily understandable
6. State job requirements
7. Specify reporting relationships
8. Showcase degrees of difficulties
9. Indicates opportunities for career development
10. Offer bird’s-eye-view of primary responsibilities

JOB SPECIFICATIONS

“Job Specification involves listing of employee qualifications, skills and abilities required to
meet the job description. These specifications are needed to do job satisfactorily.”

In other words it is a statement of minimum and acceptable human qualities necessary to

perform job properly. Job specifications seeks to indicate what kind of persons may be
expected to most closely approximate the role requirements and thus it is basically
concerned with matters of selection, screening and placement and is intended to serve as a
guide in hiring.

Contents of Job Specifications

1. Physical Characteristics
2. Psychological characteristics
3. Personal characteristics
4. Responsibilities
5. Demographic features

Further the job specifications can be divided into three broad categories

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Essential Attributes
Desirable Attributes
Contra-Indicators – indicators hampering the success of job

JOB EVALUATION

Job Evaluation involves determination of relative worth of each job for the purpose of
establishing wage and salary differentials. Relative worth is determined mainly on the basis
of job description and job specification only. Job Evaluation helps to determine wages and
salary grades for all jobs. Employees need to be compensated depending on the grades of
jobs which they occupy. Remuneration also involves fringe benefits, bonus and other
benefits. Clearly remuneration must be based on the relative worth of each job. Ignoring
this basic principle results in inequitable compensation. A perception of inequity is a sure
way of de-motivating an employee.

Job evaluation is a process of analyzing and assessing the various jobs systematically to
ascertain their relative worth in an organization.

Jobs are evaluated on the basis of content, placed in order of importance. This establishes
Job Hierarchies, which is a purpose of fixation of satisfactory wage differentials among
various jobs.

Jobs are ranked (not jobholders)

Scope of Job Evaluation

The job evaluation is done for the purpose of wage and salary differentials, demand for and
supply of labor, ability to pay, industrial parity, collective bargaining and the like.

Process of Job Evaluation:

1. Defining objectives of job evaluation
a. Identify jobs to be evaluated (Benchmark jobs or all jobs)
b. Who should evaluate job?
c. What training do the evaluators need?
d. How much time involved?
e. What are the criteria for evaluation?
f. Methods of evaluation to be used
2. Wage Survey
3. Employee Classification
4. Establishing wage and salary differentials.

Methods of Job Evaluation

Analytical Methods

 Point Ranking Methods: Different factors are selected for different jobs with
accompanying differences in degrees and points.
 Factor Comparison Method: The important factors are selected which can be
assumed to be common to all jobs. Each of these factors are then ranked with other jobs.
The worth of the job is then taken by adding together all the point values.

Non-Analytical Methods

 Ranking Method: Jobs are ranked on the basis of its title or contents. Job is not
broken down into factors etc.
 Job Grading Method: It is based on the job as a whole and the differentiation is made
on the basis of job classes and grades. In this method it is important to form a grade

14
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
skills and abilities needed to perform it. Workers become more competent in several jobs,
know variety of jobs and improve the self-image, personal growth. Further the worker
becomes more valuable to the organization. Periodic job changes can improve
interdepartmental cooperation. On the negative side, it may not be much enthusiastic or
efficiency may not be more. Besides jobs may not improve the relationships between task,
while activities and objectives remain unchanged. Further training costs also rise and it can
also de-motivate intelligent and ambitious trainees who seek specific responsibilities in their
chosen specialties.

Job Enlargement: It means expanding the number of tasks, or duties assigned to a

given job. Job enlargement is naturally opposite to work simplification. Adding more tasks
or duties to a job does not mean that new skills and abilities are needed. There is only
horizontal expansion. It is with same skills taking additional responsibilities like extending
working hours etc. Job enlargement may involve breaking up of the existing work system
and redesigning a new work system. For this employees also need to be trained to adjust to
the new system. Job enlargement is said to contribute to employee motivation but the
claim is not validated in practice.

Benefits of Job Enlargement:

1. Task Variety
2. Meaningful Work Modules
3. Full Ability Utilization
4. Worker Paced Control
5. Meaningful Performance Feedback

Disadvantages of Job Enlargement

1. High Training Costs
2. Redesigning existing work system required
3. Productivity may not increase necessarily
4. Workload increases
5. Unions demand pay–hike
6. Jobs may still remain boring and routine

Job Enrichment: Job enrichment is improvisation of both tasks efficiency and human
satisfaction by building into people’s jobs, quite specifically, greater scope for personal
achievement and recognition, more challenging and responsible work and more opportunity
for individual advancement and growth. An enriched job will have more responsibility, more
autonomy (vertical enrichment), more variety of tasks (horizontal enrichment) and more
growth opportunities. The employee does more planning and controlling with less
supervision but more self-evaluation. In other words, transferring some of the supervisor’s
tasks to the employee and making his job enriched.

Benefits of Job enrichment

1. It benefits employee and organization in terms of increased motivation,

performance, satisfaction, job involvement and reduced absenteeism.
2. Additional features in job meet certain psychological needs of jobholders due to
skill variety, identity, significance of job etc.
3. It also adds to employee self-esteem and self-control.
4. Job enrichment gives status to jobholder and acts as a strong satisfier in one’s
life.
5. Job enrichment stimulates improvements in other areas of organization.
6. Empowerment is a by-product of job enrichment. It means passing on more
authority and responsibility.

Demerits of Job Enrichment

16
1. Lazy employees may not be able to take additional responsibilities and power. It
won’t fetch the desired results for an employee who is not attentive towards his job.
2. Unions resistance, increased cost of design and implementation and limited
research on long term effect of job enrichment are some of the other demerits.
3. Job enrichment itself might not be a great motivator since it is job-intrinsic
factor. As per the two-factor motivation theory, job enrichment is not enough. It should be
preceded by hygienic factors etc.
4. Job enrichment assumes that workers want more responsibilities and those
workers who are motivated by less responsibility, job enrichment surely de-motivates them
5. Workers participation may affect the enrichment process itself.
6. Change is difficult to implement and is always resisted as job enrichment brings
in a changes the responsibility.

Autonomous of Self-Directed Teams: Empowerment results in self-directed work

teams. A self –directed team is an intact group of employees responsible for whole work
segment, they work together, handle day-to-day problems, plan and control, and are highly
effective teams.

High Performance Work Design: Improving performance in an environment where

positive and demanding goals are set leads to high performance work design. It starts from
the principle of autonomous groups working and developing an approach, which enables
group to work effectively together in situations where the rate of innovation is very high.
Operational flexibility is important and there is the need for employees to gain and apply
new skills quickly with minimum supervision. However due to bureaucracy high
performance work design does not work.

JOB SATISFACTION

Job satisfaction is the result of various attitudes possessed by an employee towards his job,
related factors and life in general. The attitudes related to job may be wages, supervision,
steadiness, working conditions, advancement opportunities, recognitions, fair evaluation of
work, social relations on job, prompt settlement of grievances etc.

In short job satisfaction is a general attitude, which is the result of many specific attitudes
in three areas namely, job factors, individual characteristics and group relationships outside
the job.

Components of Job Satisfaction

Personal factors: Sex, Dependents, Age, Timings, Intelligence, Education and Personality.

Job inherent factors: Type of work, Skills, Occupational status, Geography, Size of plant

Management controlled factors: Security, Payment, Fringe benefits, Advancement

opportunities and Working conditions, Co-workers, Responsibilities, Supervision

Job Satisfaction & Behavior relationship is described through following examples.

Satisfaction & Turnover

Satisfaction & Absenteeism
Satisfaction & Accidents
Satisfaction & Job Performance

RECRUITMENT & SELECTION

RECRUITMENT

17
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
 Professionals or Trade Associations
 Advertisements
 Employment Exchanges
 Campus Recruitment
 Walk-ins Interviews
 Consultants
 Contractors
 Displaced Persons
 Radio & Television
 Acquisitions & Mergers
 Competitors
 Evaluation of External Recruitment
Searching
 Source activation
 Selling
 Screening of Applications
Evaluation and Cost Control
 Salary Cost
 Management & Professional Time spent
 Advertisement Cost
 Producing Supporting literature
 Recruitment Overheads and Expenses
 Cost of Overtime and Outsourcing
 Consultant’s fees
Evaluation of Recruitment Process
 Return rate of applications sent out
 Suitable Candidates for selection
 Retention and Performance of selected candidates
 Recruitment Cost
 Time lapsed data
 Image projection

INTERNAL RECRUITMENT
Advantages Disadvantages
1. Less Costly 1. Old concept of doing things
2. Candidates already oriented towards 2. It abets raiding
organization 3. Candidates current work may be
3. Organizations have better knowledge affected
about internal candidates 4. Politics play greater roles
4. Employee morale and motivation is 5. Morale problem for those not
enhanced promoted.

EXTERNAL RECRUITMENT
Advantages Disadvantages
1. Benefits of new skills and talents 1. Better morale and motivation
2. Benefits of new experiences associated with internal recruiting is
3. Compliance with reservation policy denied
becomes easy 2. It is costly method
4. Scope for resentment, jealousies, and 3. Chances of creeping in false positive
heartburn are avoided. and false negative errors
4. Adjustment of new employees takes
longer time.
SELECTION: -

MEANING OF SELECTION:

19
Selection is the process of picking up individuals (out of the pool of job applicants) with
requisite qualifications and competence to fill jobs in the organization. A formal definition of
Selection is as under

Definition of Selection: Process of differentiating

“Selection is the process of differentiating between applicants in order to identify and hire
those with a greater likelihood of success in a job.”

DIFFERENCE BETWEEN RECRUITMENT AND SELECTION:

Recruitment Selection
1. Recruitment refers to the process of 1. Selection is concerned with picking up
identifying and encouraging prospective the right candidates from a pool of
employees to apply for jobs. applicants.
2. Recruitment is said to be positive in 2. Selection on the other hand is
its approach as it seeks to attract as negative in its application in as much as
many candidates as possible. it seeks to eliminate as many unqualified
applicants as possible in order to identify
the right candidates.

PROCESS / STEPS IN SELECTION

1. Preliminary Interview: The purpose of preliminary interviews is basically to

eliminate unqualified applications based on information supplied in application forms. The
basic objective is to reject misfits. On the other hands preliminary interviews is often called
a courtesy interview and is a good public relations exercise.
2. Selection Tests: Jobseekers who past the preliminary interviews are called for
tests. There are various types of tests conducted depending upon the jobs and the
company. These tests can be Aptitude Tests, Personality Tests, and Ability Tests and are
conducted to judge how well an individual can perform tasks related to the job. Besides this
there are some other tests also like Interest Tests (activity preferences), Graphology Test
(Handwriting), Medical Tests, Psychometric Tests etc.
3. Employment Interview: The next step in selection is employment interview. Here
interview is a formal and in-depth conversation between applicant’s acceptability. It is
considered to be an excellent selection device. Interviews can be One-to-One, Panel
Interview, or Sequential Interviews. Besides there can be Structured and Unstructured
interviews, Behavioral Interviews, Stress Interviews.
4. Reference & Background Checks: Reference checks and background checks
are conducted to verify the information provided by the candidates. Reference checks can
be through formal letters, telephone conversations. However it is merely a formality and
selections decisions are seldom affected by it.
5. Selection Decision: After obtaining all the information, the most critical step is the
selection decision is to be made. The final decision has to be made out of applicants who
have passed preliminary interviews, tests, final interviews and reference checks. The views
of line managers are considered generally because it is the line manager who is responsible
for the performance of the new employee.
6. Physical Examination: After the selection decision is made, the candidate is
required to undergo a physical fitness test. A job offer is often contingent upon the
candidate passing the physical examination.
7. Job Offer: The next step in selection process is job offer to those applicants who
have crossed all the previous hurdles. It is made by way of letter of appointment.
8. Contract of Employment: After the job offer is made and candidates accept the
offer, certain documents need to be executed by the employer and the candidate. Here is a

20
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.

2
HUMAN RESOURCE MANAGEMENT ( H R M )

Definition 1 – Integration
“HRM is a series of integrated decisions that form the employment relationships; their
quality contributes to the ability of the organizations and the employees to achieve their
objectives.”

Definition 2 – Influencing
“HRM is concerned with the people dimensions in management. Since every organization is
made up of people, acquiring their services, developing their skills, motivating them to
higher levels of performance and ensuring that they continue to maintain their commitment
to the organization are essential to achieving organizational objectives. This is true,
regardless of the type of the organization – government, business, education, health,
recreational, or social action.”

Definition 3 – Applicability
“HRM planning, organizing, directing and controlling of the procurement, development,
compensation, integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are accomplished.”

MEANING OF HRM: -

HRM is management function that helps managers to recruit, select, train and develop
members for an organization. Obviously HRM is concerned with the people’s dimensions in
organizations. HRM refers to set of programs, functions, and activities designed and carried
out

Core elements of HRM

 People: Organizations mean people. It is the people who staff and manage
organizations.
 Management: HRM involves application of management functions and principles for
acquisitioning, developing, maintaining and remunerating employees in organizations.
 Integration & Consistency: Decisions regarding people must be integrated and
consistent.
 Influence: Decisions must influence the effectiveness of organization resulting into
betterment of services to customers in the form of high quality products supplied at
reasonable cost.
 Applicability: HRM principles are applicable to business as well as non-business
organizations too, such as education, health, recreation and the like.

OBJECTIVES OF HRM: -

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.
2. Organizational Objectives: To recognize the role of HRM in bringing about
organizational effectiveness. HRM is only means to achieve to assist the organization with
its primary objectives.
3. Functional Objectives: To maintain department’s contribution and level of
services at a level appropriate to the organization’s needs.
4. 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. This
is necessary to maintain employee performance and satisfaction for the purpose of
maintaining, retaining and motivating the employees in the organization.