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human resource management

human resource management

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Published by Margaret Divya

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Published by: Margaret Divya on Feb 20, 2010
Copyright:Attribution Non-commercial


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1.0Aims and Objectives1.1Introduction1.2Human Resource Philosophy1.2.1Scope of HRM1.2.2Objectives of HRM1.3Changing Environments of HRM1.3.1Growth in India1.4Strategic Human Resource Management1.5Using HRM to Attain Competitive Advantage1.6Let us Sum Up1.7Lesson-end Activity1.8Keywords1.9Questions for Discussion1.10Suggested Readings
In this lesson we shall discuss about human resource function. After going through thislesson you will be able to:(i)Discuss human resource philosophy and changing environments of HRM.(ii)Understand strategic human resource management and trends in HRM.(iii)Analyse organisation of HR Department, line and staff functions and role of HRmanagers.
Functions of HRD practices in an organisation should be to put efforts to develop andrealise the full potential of the workforce, including management and to maintain anenvironment conducive to total participation, quality leadership and personal andorganisational growth. In an organisation, there are six units which are concerned withHRD, namely person, role, dyad, team, inter-team and organisation. The effectivenessof one contributes in turn to the effectiveness of the others.
8Human Resource Management
Human Resource Management is a process of bringing people and organisations togetherso that the goals of each are met. It tries to secure the best from people by winning theirwholehearted cooperation. In short, it may be defined as the art of procuring, developingand maintaining competent workforce to achieve the goals of an organisation in an effectiveand efficient manner. It has the following features:i.
 Pervasive force:
HRM is pervasive in nature. It is present in all enterprises. Itpermeates all levels of management in an organisation.ii.
 Action oriented:
HRM focuses attention on action, rather than on record keeping,written procedures or rules. The problems of employees at work are solved throughrational policies.iii.
 Individually oriented:
It tries to help employees develop their potential fully. Itencourages them to give their best to the organisation. It motivates employeesthrough a systematic process of recruitment, selection, training and developmentcoupled with fair wage policies.iv.
 People oriented:
HRM is all about people at work, both as individuals and groups.It tries to put people on assigned jobs in order to produce good results. The resultantgains are used to reward people and motivate them toward further improvementsin productivity.v.
Effective HRM helps an organisation meet its goals in the futureby providing for competent and well-motivated employees.vi.
 Development oriented:
HRM intends to develop the full potential of employees.The reward structure is tuned to the needs of employees. Training is offered tosharpen and improve their skills. Employees are rotated on various jobs so thatthey gain experience and exposure. Every attempt is made to use their talents fullyin the service of organisational goals.vii.
 Integrating mechanism:
HRM tries to build and maintain cordial relations betweenpeople working at various levels in the organisation. In short, it tries to integratehuman assets in the best possible manner in the service of an organisation.viii.
Comprehensive function:
HRM is, to some extent, concerned with anyorganisational decision which has an impact on the workforce or the potentialworkforce. The term ‘workforce’ signifies people working at various levels, includingworkers, supervisors, middle and top managers. It is concerned with managingpeople at work. It covers all types of personnel. Personnel work may take differentshapes and forms at each level in the organisational hierarchy but the basic objectiveof achieving organisational effectiveness through effective and efficient utilisationof human resources, remains the same. “It is basically a method of developingpotentialities of employees so that they get maximum satisfaction out of their work and give their best efforts to the organisation”. (
Pigors and Myers
 Auxiliary service:
HR departments exist to assist and advise the line or operatingmanagers to do their personnel work more effectively. HR manager is a specialistadvisor. It is a staff function.x.
 Inter-disciplinary function:
HRM is a multi-disciplinary activity, utilising knowledgeand inputs drawn from psychology, sociology, anthropology, economics, etc. To

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