HRM PPT 1 Intro, Objectives& Function

HUMAN RESOURCE
MANAGEMENT
HUMAN RESOURCE
MANAGEMENT-
INTRODUCTION, OBJECTIVES &
FUNCTIONS
PRAGYAN PARAMITA DAS
ASST PROFESSOR, RCM,BBSR
HRM-THE CONCEPT
 Human Resource Management is considered as
an inherent part of management which is
concerned with people as resource
 A/to IIPM-HR is an integral and distinctive
part of management, concerned with people at
work.
INTRODUCTION
 DEFINITIONS BY AUTHORS:
 HRM involves Planning, Organising,Directing&
Controlling functions of procuring, developing,
maintaining and utilizing labour force.
 - M.J.Jucious
 HRM is the provision of leadership and
direction of people in their working or
employment relationship.
 - Dale Yoder
INTRODUCTION………
 HRM is the set of organisational activities
directed at attracting, developing and
maintaining an effective workforce
 - Griffin
 HRM is made of four activities
 Staffing, Training & development, Motivation
& Maintainance
 -Decenzo & Robbins
INTRODUCTION………
 The policies and practices one needs to carry
out the people or human resource aspects of a
management position, including recruiting,
screening, training, rewarding and appraising.
 -Gary Dessler
CONCEPTS OF HRM
 HRM ensures the smooth functioning of an
organisation. The process starts with
formulating the right policies for the job
requirements and ends with ensuring a
successful business growth of the company.
 HRM is an invisible agent that binds all the

aspects of the organisation to ensure smooth
progress.
CONCEPTS OF HRM & ITS
EVOLUTION
HRM concepts have developed through many stages of evolutions…..
 1.The Commodity Concept:
 Before Industrial Revolution, the guild system was the beginning of
HRM. Industrial revolution gave rise to fa tory system which

separated the owners from the managers.
 2.The Factor of Production Concept:

 Employees were considered a factor of production just like land,
materials and machinery
CONCEPTS OF HRM…….
3. ThePaternalistic Concept:
Employees organised togetheron the basis of their
common interest and formed trade unions to
improve their lot. Came into focs the strength of
democracy, rights and collective bargaining.
CONCEPTS OF HRM & ITS
EVOLUTION………..
 4.The Humanitar ian Concept: Employers started giving benefits to
employees and started believing that emoyees has some rights which is the
duty of the employer to protect and take care of them.
 5.The Behavioural HR-Concept: This led to study of behavioural science

to understand employee’s behaviour and group dynamics. This brought the
concepts like motivation, organisational environment, orgl-culture, group
behavior, team dynamics for the employees welfare.
 6.
CONCEPTS OF HR……
 The Emerging Concept:
 Now employees are considered as partners in the
organisation.
 Worker’s representatives are appointed as the members
in Board of Directors. Worker’s participation in
decision making is given importance.
 Slowly but steadily HRM is growing as a separate
academic discipline which takes care of the entire
workforce of the organisation.
 Now HR dept has immense authority , power and
responsibilities to handle.
NATURE OF HRM
 Inherent
 Comprehensive functions
 Action Oriented
 People Oriented
 Individual Oriented
 Development Oriented
 Pervasive Function
 Continuous Function
 Challenging Function
 A young discipline
 Interdisciplinary
 Nervous System of Organisation
EVOLUTION CYCLE OF HR
FUNCTION
Every HR department develops along with the
development and growth of the organization.
The HRM evolves through 3 distinct stages-
Business Function , Business Partner &
Strategic Partner.
For each step HRM performs overall many kind
of functions for the organisation and its
employees.
FUNCTIONS OF HRM
Managerial Functions:
 Planning
 Organising
 Directing
 Controlling
Staffing Functions:
Procurement Function
- Job Analysis
- HR-Planning
- Recruitment
- Selection
- Placement
- Induction & Orientation
FUNCTIONS OF HRM…..
Development Function
-Performance & potential Appraisal
-Training
-Executive Development
-Career Planning & Development
Compensation Function
-Job Evaluation
-Wage & Salary Adminstartion
-Bonus
FUNCTIONS OF HRM
Integration Function
Maintenance Function
 HRM plays a significant role in all aspects of

management in general and staffing functions in
particular.
 Top management has a regular communication with
HR-dept.
 HRM has not only management functions as a role, but
also have administrative functions too.
 HRM is the change agent of organisation.
OVERALL FUNCTIONS OF HRM
 Job design & Job Analysis
 HR-Planning
 Recruitment & Selection
 Training & Development
 Compensation & Benefits
 Performance Appraisal
 Managerial and Labour Relations
 Employee Engagement
 Safety & Welfare
 Human Resource Development
 Employee Retention
 Personal Support
 Benefits and Facilties
 Succession Planning & Career Growth
 Industrial Relations
 Statutory Obligations
OTHER RELATED FUNCTIONS OF
HRM
 Rapid Change
 • Workforce Diversity
 • Globalization
 • Rise of Internet
 • Legislation
 • Evolving Work and Family Roles
 • Skill Shortages and the Rise
 of the Service Sector
 Organization
 • Competitive Position: Cost,
 Quality, Distinctive Capabilities
 • Decentralization
 • Downsizing
 • Organizational Restructuring
 • Self-Managed Work Teams
 • Small Businesses
PROBLEMS FACED BY HR- MANAGER
 • Organizational Culture
 • Technology
 • Outsourcing
 Individual
 • Matching People and Organization
 • Ethical Dilemmas and Social Responsibility
 • Productivity
 • Empowerment
 • Brain Drain
 • Job Insecurity
OBJECTIVES OF HRM
 Ensure the availability of competent and
willing workforce
 to meet the needs, aspirations, values and
dignity of individuals/employees
 to earn profit, growth and expansion, to
survive in the competition, stability and
diversification etc.
 HRM has the responsibility to acquire,
develop, utilize, and maintain employees.
OBJECTIVES OF HRM………
 HRM helps employees to achieve their
personal goals to get their commitment.
Creating work-life balance for the employees
is a personal
 HRM must see that the legal, ethical, and
social environmental issues are properly
attended to. Equal opportunity and equal pay
for equal work are the legal issues not to be
violated.
PROCESS OF HRM
 Internal organisation structure of HRM department varies
widely depending upon the nature and size of enterprise.
 EXAMPLES:
 1. LARGE ORGANISATION
 Managing Director
 |
 Director Human Resources
|
Chief Human Resource Manager
|
| | | | | | |
Employment HRD Compensation IR Employee Manager Grievance
Mgr Mgr Mgr Mgr Welfare Common services Mgr
Mgr
PROCESS OF HRM
 1.LARGE ORGANISATION
Employment Manager Industrial Relations Officer:
Planning Officer Advisor-Industrial Relations
Recruitment Officer Labour Law Officers
Placement Officer
HRD Manager: Employee Welfare Manager:
Orientation Officer Welfare Officer
Training Officer Counselling Officer
Appraisal Officer Community Development Officer
Career Planning Officer
Compensation Manager: Manager Common Services:
Job evaluation officer Security Officer
Salary Survey officer Central Estate Officer
Fringe benefit Officer HR-Records Officer
Incentive pay Officer
HR-Audit& Research Officer
Grievance Manager
Negotiation &Counselling
Dispute handling Officer
PROCESS OF HRM………
 2.MEDIUM ORGANISATIONS:
 Chief Executive
 |
 HR-Manager
 |
 | | | |
 Employment Training Officer Wage & salary Welfare
 Officer
Officer Officer
| | | |
Clerks Clerks Clerks Clerks
CONCLUSION
 HRM and HR dept seeks to achieve organisational,
personal and social goals.
 HRM is the central subsystem of the organisation.
 HRM is a comprehensive people oriented, action oriented
, individual oriented, development oriented, pervasive,
continuous, future oriented and challenging function.
 HRM helps organisation to fulfill its mission, vision and

employees to fulfill their personal and career goals, both
working with each other and HR dept as a connecting
link between them

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HUMAN RESOURCE

 HRM is an invisible agent that binds all the

HRM. Industrial revolution gave rise to fa tory system which

 2.The Factor of Production Concept:

 5.The Behavioural HR-Concept: This led to study of behavioural science

 HRM plays a significant role in all aspects of

 HRM helps organisation to fulfill its mission, vision and

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