Welcome to the class of HRM !!!

Introduction to Human
Resource Management
 Human resources: Meaning

Human resources means the collection of people

and their characteristics at work. These are
distinct and unique to an organization in several
ways.
 Human resources: Definition

 Human Resource are ”A whole consisting of inter-

related, inter-dependent & interacting

psychological, sociological & ethical
components”.

-Michael J.
Jucius
 What is HRM?

 Human Resource Management is “the 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.”
 Human resource management:
Definition

Human resource management is concerned with

policies and practices that ensure the best use of
the human resources for fulfilling the
organizational and individual goals.

-Edwin B. Flippo
Characteristics of HRM
 Objectives of HRM

 To act as a liaison between the top management and

the employees.
 To arrange and maintain adequate manpower
inventory
 To devise employee benefit schemes
 To ensure and enhance the quality of work life
 To offer training
 To help keep up ethical values and behaviour
amongst employees both within and outside the
organization.
 To maintain high morale and good human relations
within the organization.
HR Objectives of TATA Group

 Tata company shall provide equal opportunities to

all its employees.
 HR policies shall promote diversity and equality in
the workplace.
 Employees shall be treated with dignity.
 Maintain a work Environment free of all forms of
harassment.
 Respect for the right to privacy and the right to be
heard.
 Equal opportunity to all eligible.
 Decisions are based on merit.
 Scope of HRM

1. Personnel or Labour Aspect

Planning, recruiting, selection, placement, transfer,
promotion, training and development, Lay-offs,
retrenchment, remuneration, incentives and
productivity
2. Welfare Aspect
Housing, transport, medical assistance, canteen,
rest rooms, health and safety, education, etc.
3. Industrial Relation Aspect
Union-management relations, collective bargaining,
grievance and disciplinary actions, settlement of
disputes.
Difference between HRM and PM

 HRM is proactive in nature while PM is reactive.

 HRM is a resource-centred activity whereas PM is
a employee-centred activity.
 HRM emphasizes on flexible, open-ended contracts
but PM emphasizes the strict observance of defined
rules, procedures and contracts.
 HRM views better performance as a cause of job
satisfaction whereas PM considers job satisfaction
as a source of better performance….
 Difference between HRM and
PM (contd.)
HRM seeks to develop the competencies of
the employees on a sustained basis while PM
is a regular, status quo–based administrative
function.
Functions of human resource
management
Operative functions of
HRM
 Benefits by Corporates

 Mobile Working at IBM

 HR and well-being of Employees at Infosys
 Significance of HRM

Significance for an enterprise

Professional significance
Social significance
National significance
 Significance of HRM
Significance for an
enterprise
Attracting & retaining the required
human resource, recruitment &
selection , placement , orientation,
compensation & promotion policies.
Developing the skills & necessary
attitude among the employees by T&D
& performance evaluation
Providing them social & job security
by grievance handling, motivating &
participation in mgt
Utilizing effectively the available
human resources
Ensuring that the enterprise will have
in future a team of competent &
dedicated employees.
 Significance of HRM
Professional
significance

 Providing maximum
opportunities for personal
development of each
employee.
Maintaining healthy
relationships among individual
& different work groups.
Allocating work properly.
 Significance of HRM
Social Significance

Sound human resources management has

a great significant for the society. It help to
enhance the dignity of labour in the
following ways.
Providing suitable employment that
provides social & psychological satisfaction
to people.
Maintaining a balance between the job
available & the jobseekers in terms of
numbers, Qualification, needs & aptitudes.
Eliminating waste of human resource
through conservation of physical & metal
health
 Significance of HRM

National Significance

Human resource & their management plays a vital role in the

development of a nation. The effective exploitation &
utilisation of a nation’s natural, physical & financial resources
require an efficient & committed manpower.
There are wide differences in development between countries
are with similar resources due to differences in the quality of
their people.
Countries are underdeveloped because their people are
backward. The level of development in a country depends
primarily on the skills , attitudes & values of its human
resources. effective management of human resources helps to
speed up the process of economic growth which in turn leads to
higher standards of living & fuller employment
Human resource Management is the central subsystem of an
organisation.
National Significance
National Significance
a. Increase in the size & complexity of
organisation eg.MNC employees ,Rapid
technological development like automation,
computerisation
b. Rise of professional & knowledgeable workers,
Increasing proportion of women in the workforce
Growth of powerful nationwide trade unions.
c. Widening scope of legislation designed to protect
the interests of the working class.
d. Revolution in the information technology that
might affect the work force.
e. Rapidly changing jobs & skills requiring long-
term manpower planning.
f. Growing Expectations of society from employers.
 History of HRM in India

 1 Available in scatter manner

 2 So many informal ways on implementation
 3 In 1920 due the recommendation of S.S. Bengali
under the title of the Royal commission(1931), labour
welfare officers had been employed on every
manufacturing unit
 4 Tata steel have informally started HRM practices in
their organisation under the title of Administration &
vigilance department.
 5 In 1948 first in charge president of India approached
for the Factory act & stipulated working hours for
female & teen age worker & security about female
worker .
 History of HRM in India

 6 Soon T V Rao & Udai pareek have started to

implement the Personnel management & Indian
institute of personnel management(IIPM) &
National Institute of Labour Management were set
up.
 7. By 1970, there was shift in professional values &
New technologies, HR challenges and HRD was
discussed.
 7 In 1980 IIPM and NILM merged to form National
Institute of Personnel Management(NIPM)
 8 In 1990, emphasis shifted to human values and
productivity through people.
Qualities of an HR manager

Knowledge
Intelligence
Communication skills
Objectivity and fairness
Leadership and motivational qualities
 Emotional maturity and
 Empathy
 Preeti Gahlot
Asst.Professor-NSUT