Human Resource Management (MBA 202 – Unit 1)
By – Capt. Rajeshri Thapa
Graphic Era (Deemed to be University)
Dehradun
Testimonial on HRM
“Man of all the resources available to man, can grow and develop.”
- Peter F Drucker
“ Take our 20 best people away, and I will tell you that Microsoft
would become an unimportant company.” - Bill Gates
“ Business houses are made or broken in the long-run not by
markets or capital, patents or equipment but by men.”
- L.F. Urwick
Why HRM important to All Managers
You do not want to commit these mistakes……
To have your employees/subordinates not doing their best.
To select and hire wrong person for the job.
To experience high turnover.
To have your company in court due to discriminatory actions and
non-compliance.
To have your company cited for unsafe practices.
To let a lack of training/ motivation/ empowerment/leadership
undermine your department’s effectiveness.
All Line Managers are HR Managers
HR
manager’s
perspective
Human Resource meaning
Human Resources according to Leon C. Megginson from
national perspective, are knowledge, skills, creative abilities,
talents, attitudes obtained in the population. Whereas from
individual perspective they represent the total of the inherent
abilities, acquired knowledge and skills as exemplified in the
talents and aptitude of its employees.
Sumantra Ghoshal consider human resources as human capital
HRM meaning and definition
“HRM is the recruitment, selection, development, utilization of and
accommodation to human resources by organizations.”
- French Wendell
“HRM is a process of acquiring, training, appraising, and
compensating employees and attending to their labour relations,
health, safety and fairness concerns.” - Gary Dessler
“HRM is 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 achieved.” - Flippo
Nature of HRM
Pervasive force, permeates all levels of management
Action and future oriented and continuous
Individual, people oriented aiming at development
Integrating mechanism
Staff function, has advisory role
Interdisciplinary
Scope of HRM (3 Ps)
Scope of HRM (by NIPM)
Objective of HRM
OBJECTIVES SUPPORTING FUNCTIONS
1. Societal objectives Legal compliance, Employee
benefits, Union-management and
relations
2. Organizational objectives HR Planning, Employee relations,
Selection, T&D, Appraisal,
Placement, Assessment
3. Functional objectives Appraisal, Placement, Assessment
4. Personal objectives T&D, Appraisal, Placement,
Compensation, Assessment
Evolution of HRM
The Industrial revolution 1850s
Welfare officer
Scientific management 1911
Trade unionism 1926
Labour Officer
Human relations movement 1930-40
Human resources approach 1960s – Personnel Mgmt
Advent of technology 1980s - HRM
Human values & productivity 1990s – SHRM heading to HCM
Various milestones
What is a system
Material, Productivity
Information, i.e. Product or
Energy, People Service,
Business system
Business
Sub-systems are inter-connected
Systems approach to HRM
Output-
Productive emp,
QWL, Change
agent
MIS
Input-
Employee
Strategic role of HRM in competitive
business environment
Emps offer skills, capabilities, systems, practices, speed, behavior HR dept enables such a
work environment for attaining org objective.
Align HR plans to business plans eg. By way of hiring or training during business
expansion or diversification as the case may be. Even providing right cultural fitment
during mergers.
Innovative HR practices to cut cost, bring speed and novelty . Also use of HR analytics
for decision making for its emps and business.
HR function seeks to convert adverse situation into an opportunity helps in redeployment,
transfer and creating new jobs to capitalize on human strengths.
Re-design organizational structures to suit business requirement eg lean structures
which requires specialist is considered better than tall structures which has many levels.
HR function works as change agent, helping in coordinating, motivating, training and
doing R&R during the times an organization embraces change.
SHRM
Emerging issues and challenges in
HRM
Workforce demographics and diversity trends
Trends on how people work
Globalization trends
Technology trends
Digital and Social media
