Introduction to Human Resource

Management
Topics

Explain What is Human Resource Management (HRM)

Define Human Resource Management
Explain the importance of HRM
Explain the Scope of Human Resource Management
Describe the Evolution of HRM of HRM
Explain the Skills of HR Professionals
Explain the difference between Personnel Management
and HRM
Explain the Duties and responsibilities of HR manager
List the Tips for Effective HRM
Best HR practices of Companies
 Introductory Video

https://www.youtube.com/watch?v=wpfEKEe472s
Introduction
Look at the questions given below and try answering them.

• Whom do you send your resume to when you see a job opening that
interests you?

• Who gives you the job offer and discusses your pay package with you?

• Who inducts you into the organization when you are a new employee?

• Whom do you contact when you have any doubts regarding your pay
package, perks, benefits, conveyance, leave management etc.?
• Who helps you in the final exit formalities when you leave an
organization?

• Who takes care of your training and development needs?

What is Human Resource Management?
HRM - Definition

Edwin Flippo defines-

HRM as “planning,
organizing, directing,
controlling of procurement,
development, compensation,
integration , maintenance
and separation of human
resources to the end that
individual, organizational and
social objectives are
achieved.”
 Nature of HRM
• Pervasive force
• Action oriented
• Individually oriented
• People oriented
• Future oriented
• Development oriented
• Integrating Mechanism
• Auxiliary service
• Interdisciplinary function
• Continuous function
 Activity

You have declared a ‘People First Initiative’ in the

organization and there is a slowdown. How will you
deal with such a situation? But first find out what HCL
Technologies did when faced with a similar situation?
HCL TECHNOLOGIES - WHY EMPLOYEES FIRST
In a service organization, is value really created by the top management? Who is the true custodian
of client relationships and customer loyalty?
At HCL Technologies, we have shattered the myth that top management is the primary creator of
strategic value. We have shown that value creation lies in the hands – and heads and hearts – of our
91,691 employees on 30th June, 2014. The brand identity of a services organization is established
and reinforced by the employees, who constantly engage with customers and understand their
business pain-points.
Naturally, therefore, we have decided to put “employees first.”
That means rethinking traditional organizational hierarchies and in many ways inverting the
management pyramid, making managers and those in enabling functions as accountable to
frontline employees as those employees are to their managers. It means empowering employees
with knowledge, resources and infrastructure in a work environment that nurtures innovation.
And it means maximizing returns for our customers. After all, – empowered and motivated
employees tend to offer better value in their engagements, directly influencing customer
satisfaction.
Not only have we articulated this new management mantra – we are living proof that it works.
• In the past three years, HCL Technologies grew at a CAGR of some 25
per cent; saw its market capitalization increase to nearly double; also
doubled the number of $10 million, $20 million and $50 million
customers and tripled the number of $100 million customers. Our
revenue per employee is among the highest in the Indian IT industry
today.
• HCL Technologies has been featured as one of the most innovative
and disruptive companies globally and included in the First Ever
“Executive Dream Team” published by Fortune. HCL Technologies
emerged as the top-ranking IT services company in Forbes Asia's “Fab
50” list.
Employees First is more than a philosophy, it’s a growing set of processes designed to
further that philosophy:

• Smart Service Desk: An automated query resolution mechanism that makes

enabling functions accountable to employees. Any employee with a problem can
open a trouble ticket, which is assigned to the manager responsible for resolution
within a stipulated time.
• Directions: An annual interactive event, where the senior management, including
with the CEO, meet the employees to discuss company strategy, industry trends and
the agenda for the coming year.
• U&I: An online discussion forum where every employee has an opportunity to raise
issues, share thoughts and ideas, and, as such, converse directly with the CEO.
• Public 360-Degree Feedback: A 360-degree REVIEW program, with a twist:
Employees not only review their managers, a manager’s feedback is posted on the
intranet.
• Employee Passion Indicative Count: An annual self-assessment by which
employees can identify their “passion drivers,” factors that drive an employee to
 Scope of HRM

• Personnel aspect
• Welfare aspect
• Industrial Relations aspect
 Objectives

• Help org. reach its goals

• Employ skills of workforce efficiently
• Provide org. with well-trained employees
• Increase to the fullest the employees job satisfaction
• Develop and maintain a quality of work life
• Communicate HR policies to all
 Article Analysis

https://www.peoplematters.in/article/talent-management/your-talent-and-culture-are-big-differentiators-
to-win-the-talent-war-neha-mathur-urban-company-30696
 Functions of HR

MANAGERIAL OPERATIVE
FUNCTIONS FUNCTIONS
• Procurement
Planning
• Development
Organizing
• Compensation &
Directing Motivation
Controlling • Integration
• Maintenance
• Emerging issues
 Operative Functions

PROCUREMENT DEVELOPMENT COMPENSATION INTEGRATION MAINTENANCE EMERGING

AND ISSUES
MOTIVATION

• Job analysis • Training • Job design • Grievance • Health and • Personal

Redressal Safety records
• HRP • Executive • Job evaluation
Development • Discipline • Social • HR Audit
• Recruitment • Work Security
• Career scheduling • Collective measures • HR Research
• Selection planning bargaining
• Performance • Employee • HR
• Induction • HRD appraisal • Trade unions Welfare Accounting

• Placement • Compensation • Employee • HRIS

Administration Participation
• Internal & • Stress
Mobility • Incentives and Empowerment &Counseling
Benefits
• Teams and • IHRM
teamwork

• Industrial
Relations
https://www.mbaknol.com/human-resource-management/case-study-human-
resource-management-at-bmw/

https://www.shrm.org/hr-today/trends-and-forecasting/research-and-surveys/
Documents/SHRMIndiaBestworkplaces.pdf
 Operative Functions

PROCUREMENT DEVELOPMENT COMPENSATION INTEGRATION MAINTENANCE EMERGING

AND ISSUES
MOTIVATION

• Job analysis • Training • Job design • Grievance • Health and • Personnel

Redressal Safety records
• HRP • Executive • Job evaluation
Development • Discipline • Social • HR Audit
• Recruitment • Work Security
• Career scheduling • Collective measures • HR
• Selection planning bargaining Accounting
• Performance • Employee
• Induction • HRD appraisal • Trade unions Welfare • HRIS

• Placement • Compensation • Employee • Stress

Administration Participation &Counseling
• Internal &
Mobility • Incentives and Empowerment • IHRM
Benefits
• Teams and
teamwork

• Industrial
Relations
CASE STUDY
 Exercise

Take the example of Yakult, a health drink, which

got introduced in India. Like its worldwide
partners, it uses a network of women whom it
calls ‘Yakult Ladies’ to deliver the product to the
homes of its customers. What benefits and
specific challenges could you face in handling an
all women workforce?
 Importance of HRM

• At the Enterprise level

• At the Individual level

• At the Society level

•• At
At the Nationallevel
the Society level
Personnel Management
 Difference between HRM and Personnel Management

Personnel Management HRM

Meaning It means management of people employed It means management of employee

skills,abilities,knowledge,talent etc.

Treatment Employees services are exchanged for Employees are treated as valuable assets
wages and salary

Cost/ profit It is cost centered therefore management It is a profit centered therefore

tries to control the cost investment in human resources for
future utility purpose
benefits Employees are used for organizational Employees are used for mutual benefits
benefits

Psychological Compliance occur in the behaviors of Employees are more committed

contract employees

Structure and Bureaucratic , Centralized , Formal Organized , developed , flexible

systems
CASE STUDY
 ROLE OF HR
MANAGER

ADMINISTRATIVE OPERATIONAL STRATEGIC

ROLE ROLE ROLE

29
 ADMINISTRATIVE ROLES
• Policy maker
• Administrative Expert
• Advisor
• Housekeeper
• Counsellor
• Welfare officer
• Legal Consultant
30
 OPERATIONAL ROLES
• Recruiter
• Trainer, developer, motivator
• Linking-pin or coordinator
• Mediator
• Employee champion

31
 STRATEGIC ROLES

• Change agent
• Strategic partner

32
 Role of HR articles

• https://www.peoplematters.in/blog/strategic-hr/role-of-hr-in-dealing-with-s
ocial-recession-amid-crisis-27104
• https://www.peoplematters.in/blog/life-at-work/role-of-hr-in-supporting-e
motional-health-at-work-26959

• https://www.youtube.com/watch?v=ukmC6F0JvQw Video – role of HR

manager
 Video Analysis

• https://www.youtube.com/watch?v=Kxc8KceOb14

• https://www.peoplematters.in/article/performance-management/how-to-
maintain-employee-performance-during-covid-19-26788
 Video Analysis

• https://www.youtube.com/watch?v=RpHX03q_3UI
 Importance of HR

• https://www.youtube.com/watch?v=doi5_E96Cgk
• https://www.youtube.com/watch?v=Kxc8KceOb14 Evolution of HR