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HRM MBA II Unit 1

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24 views20 pages

HRM MBA II Unit 1

Uploaded by

toni
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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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
SHRM
HRD
Features of HRD

 HRD is a system

 HRD is a planned process

 HRD involves development of competencies at 4 levels


i. Individual
ii. Interpersonal
iii. Group/ Team
iv. Organizational

 HRD is an interdisciplinary concept

 HRD improves quality of life


Objectives of HRD

 Develop capabilities of employee, current and future role

 Dyadic relationship between each employee and employer

 Creating an environment of trust, enthusiasm, involvement,


collaboration, problem-solving, and innovation

 Team spirit and functioning in an organization


Stages of career

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