HUMAN RESOURCE

MANAGEMENT
 Introduction
• Out of various factors of production, Human
Resource is the most important
• This is because, efficient utilization of the best
physical resources is in the hands of the HR
• Human Resource help in transforming lifeless
factors of production into useful products
• They are capable of enlargement
• They help an organization achieve results quickly,
efficiently and effectively
 Introduction
People are Different
• Heterogeneous
• Different reactions
• Educated (New Technology)
• Motivation level
 Introduction
• Organizations have to provide a healthy work climate in order to get
the best out of people.
• To utilize the capabilities of people fully, you need competent
leadership willing to recognize, reward and nurture talent at all
levels.
• This is where human resource managers play a critical role by
bridging gaps between employee expectations and organizational
requirements by adopting appropriate human resource strategies
and practices.
• HRM, in short, is the art of procuring, developing and
maintaining competent workforce to achieve the goals of an
organization in an effective and efficient manner.
 What is HRM
• Human resource may be defined as the art
of procuring, developing and maintaining
competent workforce to achieve the goals
of an organization in an effective and
efficient manner.
 Human Resource Management:
Features
 Pervasive force
 Individually oriented
 Future oriented
 Development oriented
 Integrating mechanism
 Inter-disciplinary function
 Continuous function
 Scope of HRM
• HRM mainly covers three broad areas
 Personnel aspect: HR Planning, Recruitment, Selection,
Placement, Training and Development, Transfers, Promotions,
Lay Off, Retrenchment, Remuneration, incentives, etc.
 Welfare aspect: Working Conditions and amenities, Canteens,
Restrooms, Crèches, Housing, Transport, Health and Safety,
Medical Assistance, etc.
 Industrial relations aspect: Union-Management Relations,
Collective Bargaining, Grievance and Disciplinary procedures,
Dispute Settlement, etc.
 Objectives of HRM
HRM aims at the following:
• To help organization to reach its goals .
• To employ skills and abilities of workforce efficiently.
• To provide to organization well trained and motivated
employees.
• To communicate HR Policies to all employees.
• To develop the knowledge, skills and abilities of
employees.
• To meet the expectations of employees by enhancing
the employees’ Job Satisfaction and Self Actualization.
• To be ethically and socially responsive to needs of
society.
 Importance of HRM
 At the Enterprise Level:
• Helps in attracting and retaining best people n the organization.
• Trains and develops people for challenging roles
 At Individual Level:
• Promotes team work and spirit among employees
• Offers excellent growth opportunities
• Allows people to work with diligence and commitment
 At the Society Level:
• Employment opportunities multiply.
• Scarce talents are put to best use.
 At the National Level:
• Effective exploitation of natural, physical and financial resources.
• People with right skills and attitudes take the nation to the next level.
• Better standard of living.
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Functions of HRM
Managerial Operative Functions
functions:
Procurement Development: Motivation and Maintenance: Emerging
– Planning Integration:
Compensation: Issues:
Job Analysis Training Grievances
Job design Health Personnel
HR planning Executive records
Work scheduling Discipline
– Organising Recruitment development
Safety Personnel
Motivation Teams and
Selection Career teamwork audit
planning Job evaluation Personnel
Placement Welfare Collective
Succession Performance and research
– Directing bargaining
Induction planning potential HR
appraisal Social security Participation accounting
Internal Human
mobility Compensation Empowerment
resources HRIS
– Controlling development administration
Trade unions Job stress
strategies Incentives
benefits and Employers’ Mentoring
services associations International
Industrial HRM
relations
 Managerial Functions
• Planning – This function deals with determination of the
future course of action to achieve. Planning of personnel
today prevents crisis tomorrow .
• Organizing –This function is concerned with proper
grouping and assigning of personnel activities and
delegation of authority.
• Directing –This function involves supervising and guiding
the personnel
• Controlling – this function is concerned with measuring
employee’s performance & correcting deviations
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EVOLUTION OF HRM
Concept What is it all about?

The Commodity Labour was regarded as a commodity to be bought and sold.

concept Wages were based on demand and supply. Government did very
little to protect workers.

The Factor of Production Labour is like any other factor of production, viz, money,
concept materials, land, etc. 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 Management must assume a fatherly and protective attitude

concept/ Paternalism towards employees. Paternalism does not mean merely providing
benefits but it means satisfying various needs of the employees
as parents meet the requirements of the children.

Cont…
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EVOLUTION OF HRM
The Humanitarian To improve productivity, physical, social and psychological needs of
concept workers must be met. As Mayo and others stated, money is less a
factor in determining output, than group standards, group incentives
and security. The organisation is a social system that has both
economic and social dimensions.

The Human Employees are the most valuable assets of an organisation. There
Resource concept should be a conscious effort to realise organisational goals by satisfying
needs and aspirations of employees.

The Emerging Employees should be accepted as partners in the progress of a

concept company. They should have a feeling that the organisation is their own.
To this end, managers must offer better quality of working life and offer
opportunities to people to exploit their potential fully. The focus should
be on Human Resource Development.