HRM- An Introduction

By: Dr. Rinku Sanjeev

Faculty- HR
Objectives of HRM
To help the organization reach its goals.
To employ the skills and abilities of the workforce
efficiently.
To provide the organisation with well trained and
well motivated employees.
To increase to the fullest the employees job
satisfaction and self actualization.
To develop & maintain a quality of work life.
To communicate HR policies to all employees.
To be ethically and socially responsive to the needs
of society.
Scope of Human Resources Management
The Scope of HRM are:
Personnel Aspect: This is concerned with manpower planning,
recruitment, selection, placement, transfer, promotion, training
and development, lay off and retrenchment, remuneration,
incentives, productivity, etc.
Welfare Aspect: It deals with working conditions and amenities
such as canteens, crches, rest and lunch rooms, housing,
transport, medical assistance, education, health and safety,
recreation facilities.
Industrial Relations Aspect: This covers union-management
relations. Joint consultation, collective bargaining, grievance and
disciplinary, settlement of disputes, etc.
Functions of HRM
1. Managerial Functions
i. Planning: is the conscious determination of future course of action. This
involves why an action, how to take action & when to take action.
Manpower Planning
Labour turn-over rate
Forecasting the future requirements.
ii. Organising: is the process of dividing work into convenient tasks or duties,
grouping of such duties in the form of positions into dept. & section assigning
duties to individual position that work is carried out as planned.
Establishment of inter-relationship within organization.
Identifying the various sub-groups headed by individuals, for managerial jobs
as well as operative jobs.
iii. Directing:
Issuing instruction
Developing communications network
Interpreting various industrial laws
Integration of workers
iv. Controlling
Providing basic data for establishing standards
Makes job analysis
Performance appraisal
Contd.
2. Operative Functions
i. Employment or procurement of personnel
Human Resource Planning
Recruitment
Selection
Induction
Placement

ii. HRD or Human Resource Development
Training (skill development)
Performance Appraisal
Career Planning & Development
Organizational Change & organizational Development

iii. Compensation Management
Job Evaluation
Wage & Salary Administration
Fringe Benefits
Contd.
iv. Human relations & Industrial Relation:
Motivation
Morale
Job Satisfaction
Communication
Grievance & Discipline procedure
Quality of work life & Quality circles
v. Record Keeping
Maintain information concerned with the staff
It assists in decision making
vi. Personnel planning & Evaluation.
Evaluation of performance, personnel policy
Personnel audit
Survey & Assessment

Role of HR Professionals
A. Personnel Role
B. Welfare Role
C. Administrative Role
D. Fire- fighting Legal Role
Personnel Role
Advisory Advising management on effective
use of human resources.
Manpower Planning , recruitment, selection.
Training and development of line men.
Measurement and assessment of individual
and group behaviour.
Welfare Role
Research in Personnel & Organisational
Problems.
Managing services- Canteens, grain shops,
transport co-operatives, crches, etc.
Group dynamics- Group Counseling,
Motivation, Leadership, Communication etc.

Administrative Role
Time Keeping
Salary & wage administration- incentives
Maintenance of records.
Human Engineering Man- machine
relationship

Fire-fighting Legal Role
Grievance handling
Settlement of disputes
Handling disciplinary actions,
Collective bargaining
Joint consultation
The Changing HR Environment
& Challenges
Economic
Technological
Political
Social
Demographic
Legal
Cultural
Economic Challenges
A specific countrys
economic conditions
Global Trade
international trade, global
economy
expansion of Indian Co
to other countries and
labor markets
Labour Market Conditions &
Labour Unions
Labour Market where
an organization recruits
employees from
Local economic
conditions
Local climate
Is our workforce
unionized?
HR & Productivity
Outsourcing is becoming
increasing popular
assists in decreasing inputs
and increase flexibility
decreases no. of permanent
workers
just contract as required
HR & Productivity
Can help increase
productivity by ensuring
workers are happy
involves:
finding better/more efficiency
ways to meet objectives
working on improving quality of
life
retraining and outplacement
Technology
Computerization - increased flex.,
when & where work is done
decreases geographical barriers
New issues arising:
Concerns over data control
Rights to privacy
Using technology to monitor
employees

Use of HRIS systems to aid HR
departments
Changing Work Force
2 main categories of
workers ID:
information workers: data
use, transmission, and those
who produce the data
(fastest growing segment)
non-information workers:
those working in mfg and
service sector
Demographic Challenges
Refers to the composition of
the workforce
increased no. of women in the
workplace (70% of employmt
growth)
Aging workforce



Demographic Challenges
Need for increased
accessibility for
disabled persons
Shift in worker focus
and changes in
attitudes towards work
life balance
Cultural Challenges
ethnic diversity India is a
cultural mosaic bringing
additional challenges and
opportunities
Internal Environment
Organizational
culture = values
beliefs and
assumptions
positive culture =
retention and
recruitment success