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Human Resource Management

This document provides an overview of human resource management (HRM). It discusses the evolution of HRM, key functions like recruitment and training, and the importance of treating employees as a valuable asset. The roles of an HR manager are also examined, such as being a business partner, innovator, and change agent. Finally, the document compares the traditional personnel management approach to the modern HRM approach.

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varsha raichal
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267 views41 pages

Human Resource Management

This document provides an overview of human resource management (HRM). It discusses the evolution of HRM, key functions like recruitment and training, and the importance of treating employees as a valuable asset. The roles of an HR manager are also examined, such as being a business partner, innovator, and change agent. Finally, the document compares the traditional personnel management approach to the modern HRM approach.

Uploaded by

varsha raichal
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PPTX, PDF, TXT or read online on Scribd
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Human Resource Management

HUMAN RESOURCE
MANAGEMENT
References

• Gary Dessler
• Aswathappa
• Uday Kumar Haldar
• VSP Rao
• Bohlander,Snell
• Shasi K Gupta
• C B Gupta
• Sharon Pande
Module-1
Learning objective:-
• Evolution of HRM
• Meaning & significance
• Differences between personnel mgmnt & HRM
• Major functions of HRM
• Line functions & staff functions
• Human capital mgmnt
• Characteristics and qualities of HR manager
• Recent trends in HRM
• HRM is a management function that
helps managers recruit, select, train &
develop members for an orgn.
• Activities/Functions of HRM
• Human Resource Planning
• Recruitment, Selection & Induction
• Training & Development
• Performance appraisal
• Wage & Salary Administration
• Employee Welfare
• Industrial Relations
Importance of Human factor

• Output greater than input.

• Only animate source.

• Complex & unpredictable behavior.


• Each individual is distinct.

• Appreciates in value with passage of


time.
Meaning of HRM:

is planning, organizing, directing &


controlling of the procurement,
development, compensation,
integration, maintenance, separation
of HR to the end that individual,
organization & societal objectives are
accomplished.
Procurement Development Compensation
(hrp-placement) (Training & (Wages & salary)
development-PA)

Integration Maintenance Separation


(IR functions) (Employee welfare) (Retirement, vrs,
death)
Importance of HRM

• Social Significance

• Professional significance

• Significance for individuals


Importance of HRM

• Social Significance:

- providing employment

- Compensating employees
- Health & safety of employees

- Helping to make their own decisions


• Professional significance:

- Maintains dignity of employees

- Opportunity for personal development


- Provides healthy relationship

- Improves working skill


• Significance for individuals:

-motivates
-creating right attitude
- attain psychological needs
Objectives of HRM:

• To ensure the availability of a competent &


willing workforce to an orgn.
- Orgnl objective: creation of effective
workforce to achieve orgnl. goals.

- Individual objective: satisfying employees


through monetary & non-monetary
devices.

- Social objective: satisfaction of community


& social needs.
Role of HR Manager/Professionals

• Business Partner
• Innovator
• Integrator
• Change Agent
• Business partner:

- providing inputs for corporate policies

- helping line mgrs to solve problems


• Innovator:

- Re engineering traditional HR processes

- Creating better performance mgmt.


Integrator:
- Building synergetic org. culture (whole is
greater than the sum of the individual parts)

- Fostering & working as mediator

- Problem solver

- Counselor
• Change Agent:

- Bringing new perspectives(outlook)

- Catalyzing change through effective


communication.
Composition of a HR Dept
Director- (VP)
HRM

Manager Manager Manager Manager


Personnel Admin HRD IR

CB Arbitratio
n
Appraisal Training&
Adjudication
dev

Transp
PR Canteen Medical Welfare Legal
ort

Hiring Grievance Compensation


HRP
handling
• Overview of HRM in Organization
Internal Envmt:
•Top Mgmt
Functions
•Technology • HRP Responsibility
•Orgnl.Strategy •Top mgmt
•Job Analysis
•Size •Line mgrs
•Recruitment
•Structure •HR Dept
•Selection Objective
•Employees •Attract
•Appraisal
•Compensation •Retain
•T&D •Motivate
•Safety
External Enmvt: •Control What level:
•Economy •IR •Strategic
•Competition •Managerial Purpose
•Law •Operational •QWL
•Productivi
ty
Qualifications of HR Manager

• Qualifications prescribed for the post of


Personnel Mgr(HR Mgr) vary from
industry to industry & from State to
State.
• Degree of a recognized University

• Post-graduate degree/diploma in personnel


management / Industrial Relations/Law/Social
Sciences/Sociology

• MBA with specialization in HR


• Degree in Law is taken as an added or
desirable qualification.

• Experience in a similar capacity

• Knowledge of local language


Approaches to HR
• The commodity concept
• The factor of production concept
• The Goodwill concept
• The Paternalistic Concept
• Humanitarian Concept
• The Human Resource Concept
• The Emerging Concept: HRD
• The commodity concept:
Labour was regarded as a commodity to be
brought & sold. Wages were based on
demand & supply. Govt. did very little to
protect workers.
• The factor of production concept:

Labour is like any other factor of


production viz, money, materials, land
etc. Workers are like machine tools.
• The Goodwill concept:

Welfare measures like safety , first


aid, lunch room, rest room will have a
positive impact on workers
productivity.
• The Paternalistic Concept:

Mgmt must assume a fatherly &


protective attitude towards workforce.
 Humanitarian Concept:
To improve productivity, physical
social & psychological needs of workers must
be met.
The Human Resource Concept :

Employees are the most valuable assets


of an orgn. There should be a conscious
effort to realize orgnl goals by
satisfying needs & aspirations of
employees.
• The Emerging Concept:HRD:

Employees should be accepted as


partners in the progress of a company.
They should have a feeling that the
orgn is their own.
• Thus managers must offer better
quality of working life & provide
opportunities to people to exploit their
potential fully.
Difference between personnel Mgt and HRM

Basis of
Person
compariso
nel Mgt
HRM
n
The aspect of mgt
●
The branch of mgt
●

●
Mea that is concerned
with the workforce
and their
that focuses on the
most effective use of
the manpower of an
relationship with the entity, to achieve the
ning entity is known as
PM
orgnl goals is known
as HRM
Basis of
compariso PM HRM
n
●
Approach
●
Traditional ●
Modern
●
Treatment of ●
Machines/ ●
Asset
manpower tools ●
Strategic
●
Type of function ●
Routine ●
Performance
●
Basis of pay ●
Job evaluation evaluation
Basis of
compariso PM HRM
n
●
Communication
●
Indirect ●
Direct
●
Collective Individual
●
Labour mgt ●

bargaining
●
Decision contracts
contracts
making ●
Slow
●
Fast
●
Job Design ●
Division of labour ●
Groups/Teams

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