Human Resource Management

Unit 1
Lessons 1- 3
Lesson 1
Human Resource Function
HRM is defined as the art of procuring,
developing and maintaining competent
workforce to achieve the goals of an
organisation in an effective and efficient
manner.
In an organisation, there are six units which
are concerned with HRD, namely person, role,
dyad, team, inter-team and organisation
Features of HRM
or Human Resource Management is the process of bringing
people and
organisation together. Justify the statement.
1. Pervasive force- It is present in all enterprises
2. Action oriented- HRM focuses attention on
action, rather than on record keeping,
written procedures or rules
3. Individually oriented-It tries to help
employees develop their potential fully. It
motivates employees through a systematic
process of recruitment, selection, training and
development coupled with fair wage policies.
4. People oriented - HRM is all about people at
work, both as individuals and groups. Gains
are used to reward people and motivate them
toward further improvements in productivity

5. Future-oriented - Effective HRM helps an
organisation meet its goals in the future.
6. Development oriented: HRM intends to develop
the full potential of employees. Training is offered
to sharpen and improve their skills.
7. Integrating mechanism: HRM tries to build
and maintain cordial relations between
people working at various levels in the
organisation
8.Comprehensive function- It is concerned with
managing people at work. It is basically a method of
developing potentialities of employees
9. Auxiliary service: HR departments exist to assist and
advise the line or operating managers to do their
personnel work more effectively
10. Inter-disciplinary function: HRM is a multi-
disciplinary activity, utilising knowledge
and inputs drawn from psychology, sociology,
anthropology, economics, etc
11. Continuous function- HRM has to monitor the human
relations every day.
How can you say that HRM is a multi
disciplinary activity
8
semantics
medicine
psychology
sociology
anthropology
Political
science
psychology
Industrial
psychology
Social
psychology
engineering
economics
HRM
HRM is a multi-disciplinary activity, utilising
knowledge and inputs drawn from psychology,
sociology, anthropology, economics, etc
To unravel the mystery surrounding the
human brain, managers, need to understand
and appreciate the contributions of all such
soft disciplines.
Scope of HRM


Scope of HRM
Personal aspect Welfare aspect
Industrial
relations aspect
i. Personnel aspect: This is concerned with manpower
planning, recruitment, selection, placement, transfer,
promotion, training and development, lay off and
retrenchment, remuneration, incentives, productivity, etc.

ii. Welfare aspect: It deals with working conditions and
amenities such as canteens,creches, rest and lunch rooms,
housing, transport, medical assistance, education, health
and safety, recreation facilities, etc.

iii. Industrial relations aspect: This covers union-management
relations, joint consultation, collective bargaining, grievance
and disciplinary procedures, settlement of disputes, etc.
Objectives of HRM
1. To help the organisation reach its goals
2. To employ the skills and abilities of the
workforce efficiently
3. To provide the organisation with well-
trained and well-motivated employees
4. To increase to the fullest the employees job
satisfaction and self-actualisation
5. To develop and maintain a quality of work
life
6. To communicate HR policies to all employees
7. To be ethically and socially responsive to the
needs of society
CHANGING ENVIRONMENTS OF HRM
Global
The Commodity concept- Labour was regarded as
a commodity to be bought and sold

The Factor of Production concept- Labour is like
any other factor of production, viz, money,
materials, land. Workers are like machine tools

The Goodwill concept- Welfare measures like
safety, first aid, lunch room, rest room will have a
positive impact on workers productivity
The Paternalistic concept- means satisfying
various needs of the employees
The Humanitarian concept- To improve
productivity, physical, social and psychological
needs of workers must be met.
The Human Resource concept- Employees are the
most valuable assets of an organisation
The Emerging concept- Employees should be
accepted as partners in the progress
of a company
HRM- Growth in India
Early phase- the early phase of HRM can be
traced back to 400 B.C
Legal phase- 1920- 1950- enactment of
Factories act and other legal fame works
Welfare phase- 1960-70- covering labour
welfare, participative management, industrial
harmony
Development phase- 1970- 90- Participative
management

Model of Strategic HR Management
HR manager as strategic partner
HR manager participates in strategy
formulation process by supplying
information regarding the strength and
weakness of a companys human
resources
Strategic HR Manger knows how to utilize
the full potential of their human
resources
.contd
HR manager measures the monetary
impact of their actions by value addition of
the employees to the organization
HR strategy aligns with the business
strategy thereby organizational goals are
achieved
Strength and weakness of the organization
is measured by Organizational diagnosis
and HR priorities are identified.
Contd
By aligning the HR strategy with the business
strategy helps the organization in three
ways:
1.The business can adapt to the change very
quickly
2.Customer demands can be met easily since
customer service strategies have been
translated in to specific policies and
practices
3.Better financial performance through
effective execution of strategy.
HRM for Competitive Advantage
Competitive advantage refers to the ability to formulate strategies to exploit rewarding
opportunities thereby maximising its return on investment. Competitive
advantage occurs if customers perceive that they receive value from their
transaction with the organisation.
To achieve this,
1. Organisation needs to tune its policies in line with changing customer
requirements
2. Offering a product or service that the competitor cannot easily imitate.
3. The organisation must have committed and competent workforce.

Workers are productive if
(i) they are loyal to the company, informed about its mission, strategic and current
levels of success,
(ii) involved in teams which collectively decide how things are to be done and (iii)
are trusted to take the right decisions rather than be controlled at every stage by
managers above them .
A good team of competent and committed employees will deliver the goals if the
y are involved in all important activities and are encouraged to develop goals that
they are supposed to achieve.



Lesson-2
Trends in HRM
Future of HRM
What are the different influencing
factors considering the future of HRM
1. Size of workforce- The size of the work force,
consequently, has increased, throwing up additional
challenges before HR managers in the form of additional
demands for better pay, benefits and working conditions
from various sections of the workforce constantly.
2. Composition of workforce- The workforce composition is
also changing over the years. The rising percentage of
women and minorities in the work force is going to alter
workplace equations dramatically.
3. Employee expectations- the turnover ratios are rising fast
and if HR managers do not respond positively to employee
expectations, the acquisition and development costs of
recruits is going to mount up steadily
4. Changes in technology- Increased automation,
modernisation and computerisation have changed the
way the traditional jobs are handled. In such a scenario
unless employees update their knowledge and skills
constantly, they cannot survive and grow. This will
necessitate training, retraining and mid-career training
of operatives and executives at various levels.
5. Life-style changes- The life-style patterns of employees
have undergone a rapid change in recent times. Unlike
their predecessors people are now ready to change
jobs, shift to new locations, take up jobs in start-up
companies instead of manufacturing units and even
experiment with untested ideas

6. Environmental challenges- Mounting costs,
rising wage bills, increased competition,
inefficient operations, outdated technology,
debt burden are making HR Manager to train
and retrain employees with a view to make
them more productive

7. Personnel function in future
Emerging concept of changing environment of HRM

i. Job redesign: The focus on job redesign will increase: Flexi time,
job sharing. Alternative work arrangements will come to occupy
centre-stage.
ii. Career opportunities: Apart from compensation, personal
growth and self development may become primary motives for
working. HR managers may have to restructure work so that
employees may find expression of their needs for creativity,
autonomy and entrepreneurship
iii. Productivity: Productivity, efficiency, growth are going to be
the new mantras for corporate survival and growth.
iv. Recruitment and selection: Effective selection devices are likely
to be used, giving premium to employee skills, knowledge,
experience, ability to get along with people etc.
v. Training and development: As technologies change
rapidly, people need to update their skills continuously. A
much broader range of abilities is required to keep pace
with ever-present changes, forcing companies to spend
increasing sums on training and development
vi. Rewards: Rewards will be tied to performance. Benefits
will accrue to those who show merit. Individually
designed packages recognising talent may out-number
group compensation plans. Carrot and stick policies may
not find a place in the new corporate lexicon in the days
ahead.
Vii. Safety and welfare: Increasing investments may have to
be made by companies to improve the work atmosphere,
climate and job satisfaction levels of employees.

8. Changes in 21st century impacting HRM
i. HR as a spacing board for success- executives who
combine HR and corporate goals will succeed well.
ii. Talent hunting, developing and retaining: Clear
focus areas persons with multi skills are preferred.
iii. Lean and mean organisations due to changes in
technology, no of employees are reduced.
iv. Labour relations the days of strike are gone and
management will have upper hand over the union.
v. Health care benefits safe and healthy work
environments are set to attract and retain the work
force.
Organisation of HR department
Line Organisation- The structure is more common
in small firms. The authority flows in a direct line
from supervisors to subordinates.
Managers have full authority(line authority).
Line authority implies the right to give orders and
to have decisions implemented.
One man one boss principle.

H R Department in Line Organizational
Structure
C.E.O.
H R Manager
Training Officer Employment Officer Wage & Salary Officer Welfare Officer
clerks
clerks clerks clerks
Functional organisation- Here all activities are
divided into various functions headed by a
specialist.
Every employee report to various functional
heads
The functional head has line authority over
subordinates and functional authority over
activities in other functional areas




H R Department in Functional
Organizational Structure
C.E.O.
H R Manager
Training Officer Employment Officer Wage & Salary Officer Welfare Officer
clerks
clerks clerks clerks
Line and staff- The line and staff structure
combines the benefits of both line
organisation and functional organisation.
Staff positions are created to assist line
managers. Thus the personnel department
offers help and advice on personnel issues to
all departments without violating the unity of
command principle.

H R Department in Line & Staff
Organizational Structure
C.E.O.
H R Manager
Training Officer Employment Officer Wage & Salary Officer Welfare Officer
clerks
clerks clerks clerks
Staff Function
Line Function
Divisionalised organisation- The Personnel
manager at divisional/branch level is
responsible to the local divisional/branch
manager in a line sense and subordinate to
the Manager-Personnel at head office in a
staff or functional sense

H R Department in Divisionalised
Organizational Structure
C.E.O.
H R Manager
Training Officer Employment Officer Wage & Salary Officer Welfare Officer
clerks clerks clerks clerks
H R Officer
(Northern Division)
H R Officer
(Southern Division)
H R Officer
(Eastern Division)
H R Officer
(Western Division)
Matrix Organisational Structure- In a matrix
organisational structure, employees have two
superiors, in that they are under dual
authority. One chain of command is functional
and the other is a project team.

H R Department in Matrix
Organizational Structure
C.E.O.
G.M.
H. R.
Department
Engineering
Department
Finance
Department
Marketing
Department
Project A
Project B
Project C
The challenge and role of HR department being what it is it is
strange that its status is not recognised and respected
The management think that investing in HR is a
waste since its effects are not visible or
measurable directly.
Another reason is that the results of HR is not seen
immediately after taking any action.
The above attitude make the HR a neglected area
even though the HR managers role is
challenging.
But the picture is changing now a days as more and
more companies are coming forward with
emphasis for strong HRM



Lesson 3
Line and staff functions
Goals of HR manager
The primary goal of HR manager is to increase
a workers productivity and a firms
profitability as investment in HRD improves a
workers skill and enhances motivation.
The other goal of HR manager is to prevent
obsolescence at all levels.
Functions of human resource
management


Integration
function
HR
development
Performance
appraisal
Functions of human resource
management
The functions of human resource
management may broadly be classified into
two categories,
i.e., managerial functions and operative
functions.
Managerial Functions
1. Planning: The personnel manager is expected to determine
the personnel programme regarding recruitment, selection
and training of employees
2. Organising- This function is primarily concerned with
proper grouping of personnel activities, assigning of
different groups of activities to different individuals and
delegation of authority
3. Directing- The personnel manager must be an effective
leader who can create winning teams.
4. Controlling -Controlling function of personnel management
comprises measuring the employees performance,
correcting negative deviations and assuring
an efficient accomplishment of plans
Operative Functions
Procurement function: It is concerned with procuring and
employing people who possess necessary skill, knowledge and
aptitude.
Job analysis- It is the process of collecting information relating to
the operations and responsibilities pertaining to a specific job.
Human resources planning- It is a process of determining and
assuring that the organisation will have an adequate number of
qualified persons, available at proper times
Recruitment- It is the process of searching for prospective
employees and stimulating them to apply for jobs in the
organisation.
Selection- It is the process of ascertaining qualifications, experience,
skill and knowledge of an applicant with a view to appraising
his/her suitability to the job in question
Placement- It is the process that ensures a 360 fit,
matching the employees qualifications, experience,
skills and interest with the job on offer
Induction and orientation - Induction and orientation
are techniques by which a new employee is
rehabilitated in his new surroundings and introduced
to the practices, policies, and people
Internal Mobility- The movement of employes from
one job to another through transfers and promotions is
called internal mobility

2. Development
i. Training - Training is a continuous process by which employees
learn skills, knowledge, abilities and attitudes to further
organisational and personnel goals
ii. Executive development - It is a systematic process of developing
managerial skills and capabilities through appropriate programmes.
iii. Career planning and development - It is the planning of ones
career and implementation of career plans by means of education,
training, job search and acquisition of work experiences
iv. Human resource development - It creates a climate that enables
every employee to develop and use his capabilities in order to
further both individual and organisational goals

3. Motivation and compensation
Job design - Organising tasks, and responsibilities towards
having a productive unit of work is called job design
Work scheduling - Organisations must realise the
importance of scheduling work to motivate employees
through job enrichment, shorter work weeks flexi-time,
work sharing and home work assignments
Motivation - Combining forces that allow people to behave
in certain ways is an integral aspect of motivation
Job evaluation- Job evaluation is the systematic process of
determining the relative worth of jobs in order to establish
which jobs should be paid more than others within the
organisation

Performance appraisal - After an employee has been
selected for a job, has been trained to do it and has
worked on it for a period of time, his
performance should be evaluated. Performance
evaluation or appraisal is the process of deciding how
employees do their jobs
Compensation administration - Compensation
administration is the process of dividing how much an
employee should be paid
Incentives and benefits- In addition to a basic wage
structure, most organisations nowadays offer incentive
compensation based on actual performance
4. Maintenance
i. Health and safety - Managers at all levels are expected to know
and enforce safety and health standards throughout the
organisation
ii. Employee welfare - Employee welfare includes the services,
amenities and facilities offered to employees within or outside the
establishment for their physical, psychological and social well being
iii. Social security measures - These measures include:
(a) Workmens compensation to those workers (or their
dependents) who
are involved in accidents; (b) Maternity benefits to women
employees;
(c) Sickness benefits and medical benefits; (d) Disablement
benefits/allowance; (e) Dependent benefits; (f) Retirement benefits
like Provident Fund, Pension, Gratuity, etc.
5. Integration function
Grievance redressal - Constructive grievance handling depends first on the
managers ability to recognise, diagnose and correct the causes of potential
employee dissatisfaction before it converts into a formal grievance
Discipline- It is the force that prompts an individual or a group to observe the
rules, regulations and procedures, which are deemed necessary for the attainment
of an objective
Teams and teamwork - Self-managed teams have emerged as the most
important formal groups in todays organisations. They enhance employee
involvement and have the potential to create positive synergy
Collective bargaining- It is the process of agreeing on a satisfactory labour contract
between management and union
Employee participation and empowerment- Participation means sharing the
decision-making power with the lower ranks of an organisation in an
appropriate manner.
Trade unions and employees association- Trade union is an association either of
employees or employers or independent workers.
Industrial relations- Harmonious industrial relations between labour and
management are essential to achieve industrial growth and higher productivity
In what ways can effective HR
contributes to benefits
6. Emerging issues
i. Personnel records- Personnel records such as papers, files,and cards are maintained to have
tangible record of what is actually happening in an organisation
ii. Human resource audit- Human resource audit refers to an examination and evaluation of
policies, procedures and practices to determine the effectiveness of HRM.
iii. Human resources research - It is the process of evaluating the effectiveness of human resource
policies and practices and developing more appropriate ones.
iv. Human resources accounting- It is a measurement of the cost and value of human resources to the
organisation
v. Human resource information system- HRIS is an integrated system designed
to improve the efficiency with which HR data is compiled
vi. Stress and counselling- to promote the physical and mental well being of employees through proper
counseling and employee development programmes.
vii. International human resource management- International HRM places greater emphasis on a
number of responsibilities and functions such as relocation, orientation and training services to
help employees adapt to a new and different
environment outside their own country
ROLE OF HR MANAGERS
Administrative role
Operational role
Strategic role
Policy Maker
Admin Expert
Advisor
House Keeper
Counsellor
Welfare Officer
Legal Consultant
Change agent
Strategic Partner
Recruiter
Trainer, developer, motivator
Mediator
Coordinator
Employee champion
HR MANAGER
ROLE OF HR MANAGERS
1. Administrative Roles
i. Policy maker helps management in formulation of
policies
ii. Administrative expert - processing and record keeping
iii. Advisor providing advices to line managers
iv. Housekeeper wage and salary administration, reference
checking
v. Counsellor counseling of the work force
vi. Welfare officer providing all welfare measures to
employees
vii. Legal consultant grievance handling and settling
disputes
2. Operational Roles
i. Recruiter- attracting the talents
ii. Trainer developer, motivator retaining the talents
iii. Coordinator/linking pin acts as a linking pin between various departments
iv. Mediator acts as a mediator for settling the disputes
v. Employee champion
Placing people on the right job.
l Charting a suitable career path for each employee.
l Rewarding creditable performance.
l Resolving differences between employees and groups smoothly.
l Adopting family-friendly policies.
l Ensuring fair and equitable treatment to all people regardless of their
background.
l Striking a happy balance between the employee's personal/professional as
also the larger organisational needs.
3. Strategic Roles
i. Change agent- help in bringing new HR
environment
ii. Strategic partner must formulate and
implement strategy
Why it is correct to say that all
managers are involved in the HRM
function
In a sense, all managers are HR managers as they all
get involved in activities like selecting, training,
compensating employees
Line managers have the final responsibility for
achieving the organisation's goals. They also have the
authority to direct the work of subordinates
Managing people, in a broader context, is every
managers business and successful organisations
generally combine the experience of line managers
with the experience of HR specialists while utilising the
talents of employees to their greatest potential.
Critically examine the present state of
HRM in India
Privatisation efforts in India are likely to gather momentum in the coming years, as most
public sector units face survival problems.
(For example Air India has 750 employees per aircraft, which makes it the most
over-staffed airline in the world. Air Indias cost per employee is over Rs 5 lakh a
year, perhaps highest among Indian public sector units. Likewise, Delhi Transport
Corporation has 30,000 employees, of which 15,000 are excess and the annual
expenditure on this excess staff works out to Rs 22 crore!)

Mounting costs, rising wage bills, increased competition, inefficient operations, outdated
technology, debt burden etc. will compel many public sector units to either draw the
shutters down or seek private sector partners. The burden if training and retraining
employees with a view to make them more productive and useful under the new set-
up is going to fall on the shoulders of HR managers. With this the legal stipulations
covering recruitment and selection of employees, employment of reserved category
employees, minorities etc. are also likely to lose their importance over a period of
time.
What is sweetening of the pot means
In addition to a basic wage structure, most
organisations nowadays offer incentive
compensation based on actual performance.
Organisations have been offering a plethora of
other benefits and services as well as a means of
sweetening the pot. (employee stock options,
birthday gifts, anniversary gifts, paid holidays,
club membership)
By providing such benefits more talents are
attracted to the organisation