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Chapter - I - Introduction

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7 views22 pages

Chapter - I - Introduction

Uploaded by

sangeethasars2003
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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HUMAN RESOURCE MANAGEMENT

DEFINITION
• HRM means employing people, developing
their resources, utilising, maintaining and
compensating their services in tune with the
job and organisational requirements with the
view to contribute to the goals of the
organisation, individual and the society.
Nature of HRM

• Integral part of the process of Management


• Comprehensive function
• Pervasive function
• People oriented
• Based on human relations
• Continuous process
• Recent origin
• Interdisciplinary
• Basic to all functional areas
Objectives

• Personnel objectives

• Functional objectives

• organisational objectives

• Societal objective
Functions of HRM
• Managerial functions
– Planning
– Organising
– Directing
– Controlling
Operative Functions

• Employment

• Development (HRD)

• Compensation

• Human relation

• Industrial relations
Employment

• Human resources planning

• Job analysis

• Recruitment

• Selection

• Placement
Human Resource Development

• Performance appraisal
• Training and Development
• Internal mobility
• Career planning
Compensation
• Job evaluation

• Wage and salary administration

• Incentives

• Bonus

• Fringe benefits

• Social security measures


Human relation
• Motivates them to work effectively
• With economic, psychological and social
satisfaction
• Understanding
• Boosting morale
• Reduce grievance
• Handling disciplinary
• Counselling employees
• Providing comfortable work environment
• Improving quality of work life
Industrial relations
• Trade unionism
• Collective bargaining
• Industrial conflicts
• Workers participation management
• Quality circles
Recent trends in HRM
• Quality of work life
• Total quality on human resources
• HR accounting, audit
Role of HR Manager

• The conscience role

• The counsellor

• The mediator

• The spokesman

• The problem solver

• The change agent


Other roles of HR Manager
• Personnel role
– Advisory, MPP, Recruitment, Selection, T&D, PA

• Welfare role
– R in personnel and Organisation, Canteen, Grain Shop, Transport,
Group dynamics, Counselling etc.

• Clerical role
– Time keeping, salary, records, ergonomics.

• Fire-fighting role
– Grievance handling, settlement disputes, disciplinary, CB, Job
Consultation.
Qualification and qualities of HR Manager
• Personal Attributes
– Intelligence

– Educational skills

– Discriminating skills

– Executing skills

– Experience and training

– Professional attitudes

– Qualification
Duties and Responsibilities
• Preparing, modifying and updating job analysis, (JD and JS)
• Advising the line managers (HRP)
• Searching – prospective employees
• Identify – suitable sources of recruitment
• Conducting various selection tests
• Conducting induction programme
• Training needs
• Training and management development
• Salary and compensation
• Motivation techniques
• QWL
• Maintaining HR
• Conducting CB
• Employing benefits
• Team
• Internal mobility
WHAT IS PERSONNEL/ HUMAN RESOURCE MANAGEMENT?

According to American Management Association:

Human Resource Management is that field of


management which has to do with planning, organizing
and controlling various operative functions of procuring,
developing, maintaining and utilizing a work force in
order that

(a) the objectives for which the company is established


are attained as efficiently and economically as possible;

(b) the objectives of all levels of personnel are served to


the highest degree; and

(c) the objectives of the community are duly considered


and served.”
OBJECTIVES OF PM/HRM
OBJECTIVES OF PM/HRM

 It is concerned with the optimum utilization of the


PERSONAL human resources within and organization.
 It is concerned with the creation of conditions in which
each employee is encouraged to make his best possible
contribution to the effective working of the
undertaking.
 It is also concerned with the development of the sense
of mutual respect and trust between management and
workers through sound relations.
 It endeavors to increase the productive efficiency to
the workers through training, guidance and counseling
and
 It tries to raise the morale of the employee.
OBJECTIVES OF PM/HRM

• To recognize the role of HRM in bringing


about organizational effectiveness.
ORGANIZATIONAL • HRM is not an end itself. It is only a means
to assist the organization with its primary
objectives.
• Simply stated, the department exist to serve
the rest of the organization.
OBJECTIVES OF PM/HRM

• To be ethically and socially responsible to the needs and


challenges of the society while minimizing the negative
impact of such demands upon the organization.
SOCIETAL
• The failure of organizations to use their resources for the
society’s benefit in ethical way may lead to restrictions.
• For example, the society may limit HR decisions through
laws that enforce reservation in hiring and laws that
address discrimination, safety or other such areas of
social concern.
HRM MODEL

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