Human Resource

Management
HRM
DR. PRACHI MURKUTE
TOPIC OUTCOME
Apply the theoretical and practical
aspects of human resource
management to formulate strategies
that will enable organizations to
achieve both operational and strategic
goals related to the organizations
human capital
 HRM- Prachi Murkute 2/4/17

HUMAN RESOURCE
Human : The Individuals

Resource :encompasses the use of

human resources, financial resources,
technical recourses or natural
recourses.

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 HRM- Prachi Murkute 2/4/17

HUMAN RESOURCE
Human resourcesmay be defined as

The total knowledge, skills, creative

abilities, talents and aptitudes of an
organization's workforce,
as well as
the values, attitudes, approaches and
beliefs of the individuals involved in the
affairs of the organization
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 HRM- Prachi Murkute 2/4/17

NOW WHAT IS HRM

The process of hiring anddeveloping employees
so that they become more valuable to
theorganization Which leads to
HRM is all about: The 3 different
Conducting Job Analysis importance roles
Planning Personnel Needs of Manager
1.Interpersonal
Recruiting the right people at the right place
Orienting and Training Role
Managing wages and Salaries 2.Decisional Role
Providing benefits and incentives
3.Informational
Evaluating performance
Role
Resolving Disputes
Communicating with all the employees at all levels.
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 HRM- Prachi Murkute 2/4/17

DEFINITIONS OF HRM
HRM is process of making the efficient and
effective use of human resources so that the
set goals are achieved.

Acc to Flippo
Personnel mgmt or say HRM is the planning,
organizing, directing or controlling of the
procurement, development, compensation,
integration, maintenance & separation of HR
to the end that individual, orgnl & social
objectives are achieved.

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 HRM- Prachi Murkute 2/4/17

WHY STUDY HRM?

People possess skills, abilities and aptitudes that
offer competitive advantage to any firm

No computer can substitute human brain, no

machines can run without human intervention & no
organization can exist if it cannot serve peoples
needs.

HRM is a study about the people in the

organization-how they are hired, trained,
compensated, motivated & maintained

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HUMAN RESOURCE MANAGEMENT

DEFINITION 1 INTEGRATION
HRM IS A SERIES OF INTEGRATED DECISIONS
THAT FORM THE EMPLOYMENT RELATIONSHIPS;
THEIR QUALITY CONTRIBUTES TO THE ABILITY
OF THE ORGANIZATIONS AND THE EMPLOYEES
TO ACHIEVE THEIR OBJECTIVES
 HUMAN RESOURCE MANAGEMENT

Definition 2- Influencing
HRM is concerned with the people dimensions
management. Since every organization is
made up of people, acquiring their
services, developing their skills , motivating
them to higher levels of performance and
ensuring that they continue to maintain their
commitment to the organization are essential
to achieving organizational objectives.

This is true regardless of the type of the

organization- govt, business education ,
health, recreational or social action
Definition 3 Applicability

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
accomplished.

Core Elements of HRM

Organizations ------People ------ Management

Principles of Human Resource Approach
Men and women are a very important resource that
an organization has and managing them efficiently is
paramount to organizational success.

Human resource policies and procedures must be

tightly connected to the achievements of business
goals and strategic plans.

The culture of the company should value human

resources and pervades the organization all the way
through to ensure that all individuals in the company
work together with a shared objective. Thus, all
managers are responsible forhuman resource
management.

All organizations are pluralistsocietiesin which

 HRM- Prachi Murkute 2/4/17

OBJECTIVE OF HRM

To maintain Application and

better evaluation of
human policies, procedures
relations in and programme
the relating tohuman
organization resources

Optimize the contribution of the

Human Resource towards the
realization of organizational
objectives
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HISTORY OF HRM

The Industrial Revolution

Trade Unionism

Scientific Management

Industrial Psychology

HR Movement

Behavioral Science

Employee
Welfare
 The Industrial Revolution: Development of Machinery,
Linking power to machines, establishing factories etc.
Trade Union: Workers formed their unions to improve their
lots so that management could be forced to redress grievances.
Scientific Management: F.W. Taylor: (a) development of a true
science.(b) Scientific selection and training of workers.(C)
Friendly cooperation between management and workers.(d)
Development of every worker to hid fullest potential.
Industrial Psychology: It stressed on matching of employees
skills with job. Contributions made to analyze the jobs in terms
of their mental and emotional requirement and development of
testing devices.
 HR Movement: Researches focused on the attitude and feelings of
workers and their influence on productivity. The role of informal
groups in industry were highlighted. It was suggested that
interpersonal relationships should be improved.

Behavioral Science: Research in sociology, psychology, etc. has

provided the subject matter for HRM. Behavioral Science era led
to the development of new techniques of motivation and leadership
e.g., employee participation, 2 way communication, management
by objectives etc.

Employee welfare: With the dawn of welfare era, scope of HRM

increased. It is not only concerned now with recruitment, selection,
and training of employees. It manages employee benefits
programmes and industrial relations system in industry.
 HRM- Prachi Murkute 2/4/17

HRM: EVOLUTION
Phase II
Phase I
The early
During the
Phase III
part of the middle Recent decades
century part of the have focused on
saw a century increased
concern for concern for the
emphasis quality of
improved
efficiency
shifted to working life,total
the qualitymanagem
through ent and worker's
careful employee's participation in
design of productivit management
work. y.

WELFAR DEVELOPMEN
EMPOWERMENT
E T
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CHARACTERISTICS OF HRM
Human Resources are heterogeneous.(Different people, different
personalities, different needs, attitudes and values).

Human resources are dynamic and behave differently.(They react to

the same situation in quite different ways).

HR are the most important element in an organization. The effective

utilization of all other resources depend upon the quality of HR.

The term HR is wider than the term Personnel. HR include all

dynamic components of all the people at all levels in the
organization, whereas personnel means the employees working in
the organization.
 HRM- Prachi Murkute 2/4/17

SCOPE OF HRM
Personnel
aspect-This is
Industrial
concerned with
relations aspect-
manpower Welfare aspect-It This covers union-
planning, deals with working management
recruitment, conditions and
relations, joint
selection, amenities such as
consultation,
placement, canteens, crches,
rest and lunch rooms, collective
transfer,
housing, transport, bargaining,
promotion,traini
medical assistance, grievance and
ng and
education, health and disciplinary
development, safety, recreation procedures,
layoff and facilities, etc.. settlement of
retrenchment,
disputes, etc.
remuneration,
incentives,
productivity etc.

Industrial
PERSONAL WELFARE
relations
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Importance of HRM
attract and retain talent
train people for
challenging roles
develop skills and
competencies
promote team spirit
develop loyalty and
commitment
increase productivity and
profits
improve job satisfaction
enhance standard of
 Functions of HRM
P/HRM

Manageri Operative Functions

al
functions:
Planning
Procureme Developme Motivation Maintenanc Integration: Emerging
nt nt: and e: Issues:
Grievances
Job Training Compensati Personnel
Analysis on: Health Discipline
Executive records
Organizing HR developme Job design Teams and Personnel
planning teamwork
nt Safety audit
Work
Recruitme
Career scheduling Collective Personnel
nt
planning bargaining research
Directing Motivation Welfare
Selection
Succession Participatio HR
Job
Placement n accounting
evaluation Social
Induction security Empowerm HRIS
planning Performance
Controlling ent
Internal and potential Job stress
mobility Human
appraisal Trade Mentoring
resources unions
developme Compensatio Internatio
nt n Employers nal HRM
strategies administratio association
n s
Incentives Industrial
benefits and relations
 HRM- Prachi Murkute 2/4/17

THE HRM
Competiti FRAMEWORK
ve Employ
challenge HRM ee
s 1.
1. Planning
Planning Concer
2. Recruitme
1. Changes in
2. Recruitme
nt
nt ns
the 3.
3. Staffing
Staffing 1. Job security
4.
4. Job
Job 2. Health issues
marketplac
Designing
Designing 3. Age and
e and 5.
5. T
T and
and DD Generations
economy 6.
6. Appraisals
Appraisals Issues
2. Globalizati 7.
7. Communic
Communic 4. Retirement
on ations
ations 5. Gender
3. Technology 8.
8. Compensa
Compensa Issues
4. Cost tions
tions 6. Educational
containme 9.
9. Benefits
Benefits Levels
nt 10.Labour
10.Labour 7. Work
Relations
Relations Attitudes
5. Leveraging
8. Family 22
6. Employee
 HRM- Prachi Murkute 2/4/17

ASSIGNMENT
Think of a firm you do business with
that is facing dramatic changes in order
to survive. How do you think the firms
personnel can help it adapt? What role
will the company HR staff play in
helping with that goal.?

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HRMs Place in Management
The HR department must be a proactive,
integral part of management and strategic
planning
Ascertain specific organizational needs for the
use of its competence
Evaluate the use and satisfaction among other
departments
Educate management and employees about the
availability and use of HRM services
 HRM- Prachi Murkute 2/4/17

HRM AS HUMAN CAPITAL

Now human resources are considered
as HUMAN CAPITAL, which can be
classified into 3 categories
Intellectual Capital
Social Capital
Emotional Capital

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 Intellectual Capital consists of
specialized knowledge, tacit
knowledge and skills , cognitive
complexity , and learning capacity.
Social capital is made up of
network of relationships, sociability
and trustworthiness.
Emotional capital consists of self
confidence, ambition & courage, risk
bearing ability & resilience.
 HRM- Prachi Murkute 2/4/17

Best results would come from the

partnership between trained and
qualified management and a
cooperative and innovative
workforce.
Comment with Example?

Why is it important for companies

today to make their human recourse
in a competitive advantage? Explain
how HR can contribute to doing 27
THANK YOU

ANY QUESTIONS
DIFFERENCES BETWEEN IHRM &
DOMESTIC HRM
IHRM
Address a broad range of HRM
activities
HR issues relate to employees
belonging to more than one
nationality
Greater involvement of HR
manager in the personal life of
employees
DOMESTIC HRM
Address a narrow range of HRM
activities
HR issues relate to employees
belonging to single nationality
Limited involvement of HR
manager in the personal life of
employees