HUMAN RESOURCE

MANAGEMENT
• Meaning and definition: Human resource
management(HRM) is a
management function that helps managers
recruit, select, train and develop members for an
organization . Obliviously , HRM is concerned with
the people’s dimension in organization. Human
resource management function concerned with
hiring, motivating, and maintaing people in an
organization. It focuses on people in the
organisation.
 Core points of the definition :
• It is the people who staff and manage the
organisation.
• HRM involves the application of management
function and principles. The functions and
principles are applied to acquisitioning ,
developing, maintaining and remunerating
employees in organizations.
• Decisions relating to the employees must be
integrated. Decisions on different aspects of
employees must be consistent with other human
resource decision.
• Decision made must influence the effectiveness
of an organisation. Effectiveness of an
organisation must result in betterment of
services to the customers in the form of high
quality products supplied at reasonable costs.
• HRM functions are not confined to business
establishment only. Effectiveness of an
organization must result in betterment of
services to customers in the form of high quality
products supplied at reasonable costs.
• HRM functions are not confined to
establishments only. They are applicable to
non business organizations, too, such as
education, health care, recreation
 SCOPE OF HRM
• All major activities in the working life of a worker-from
the time of his entry into an organization until he or
she leaves-comes under the preview of HRM.
• The activities included are-HR planning, job analysis
and design, recruitment and selection, orientation and
placement, training and development, performance
appraisal and job evaluation, employee and executive
remuneration, motivation and communication,
welfare, safety and health, industrial relation (IR) .
 We can categories all these functions into seven
sections:

• Introduction to HRM
• Employee hiring
• Employee and executive remuneration
• Employee motivation
• Employee maintenance
• IR
• Prospects of HRM
 HRM AND PERSONAL MANAGMENT
• HRM is a broad concept. Personal
management(PM) and human resource
development (HRD) are a part of HRM.
 HRM functions and objectives
• Societal objectives
• Organizational objectives
• Functional objectives
• Personal objectives
 HR Functions
• There is a correlation between objectives an
functions.
 Organization of HR Department
• Place of HR department in the overall set up
• Composition of the HR department itself
• Coming to the composition of the HR
department , it may be stated that it depends
on the scale of operations and attitude of the
top management towards its personnel.
 Outsourcing

• It is the process by which employees transfer

routine work to another organization that
specializes in that work and can perform it more
efficiently.
• The triggers for outsourcing include downsizing,
rapid growth or decline of business, globalization,
growing competition and restructuring.
• 72% of Indian companies are outsourcing their
HR activities.
 Image and quality of HR/ personnel
manager
• Fairness and firmness
• Tact and resourcefulness
• Sympathy and consideration
• Knowledge of lab our and other terms
• Broad social outlook
• Others
• Academic qualification
 Evolution of HRM
• HRM emerged during the 1970’s,it was
continued to be known by its traditional titles,
such as personal management or personal
administration.
• It has been in existence since ages of
kautilya’s.
• HRM growth actually started by our experts
only since the 1920’s.
• In 1931 royal commission recommended the
appointment of lab our-welfare officers to deal
with the selection of workers and to settle their
grievances.
• The factories act,1948 made appointment of
welfare officers compulsory in industrial
establishments employing 500 or more workers
each
• In course of time two professional bodies, IIPM
and NILM at Mumbai. These two places were the
premier centers of traditional industry.
• During 1960 the personal function began to
expand beyond the welfare aspect, with labour
welfare,IR and personnel administration
integrating into the emerging profession called
Personal Management(PM)
• In 1980 it shifted from a concern for welfare to a
focus on efficiency. Professionals began to talk
about new technologies HRM challenges and
HRD
• The two professional bodies IIPM and NILM
merged to form NIPM.
• In 90’s the emphasis shifted to human values
and productivity.
 Arguments and conclusions
why study HRM?
• Critiques of HRM point out that HRM is more
rhetoric than reality and the term HRM lacks
precision.HR functions cost money and no
attempt has been made to conduct cost
benefit analysis.
• Supporters of HRM point out that it is central
to employment relationship.HR executives are
living up to the demands of the business.
 Human resource planning

• HRP is the process of forecasting a firm’s

future demand for and supply of, the right
type of people at the right number.
 Importance of HRP
• Future personnel needs
• Part of strategic planning
• Creating high talented personnel
• International strategies
• Foundation for personnel functions
• Increasing investments in Human resources
• Resistance to change and move
• Other benefits
 Factors affecting HRP
• Type and strategy of Organization
• Organizational growth cycles and planning
• Environmental uncertainties
• Time horizon
• Type and quality of information
• Nature of jobs being filled
• Outsourcing
 The planning process
• Environmental scanning
• Organizational objectives and policies
• HR demand Forecast
• HR supply forecast
• HR Programming
• HR Implementation
• Control and Evaluation
• Human resource planning and the
government
• Requisites for successful HRP
• Barriers to HRP
 Recruitment
• Recruitment involves attracting and obtaining
as many applications as possible from eligible
job-seekers.
• It is a process of finding and attracting capable
applicants for employment. The process
begins when new recruits are sought and ends
when their applications are submitted. The
result is a pool of applicants from which new
employees are selected.
 Purpose and importance
• The general purpose of recruitment is to provide
a pool of potentially qualified job candidates
• Determine the present and future requirements
of the organsation in conjunction with its
personnel-planning and job analysis activities
• Increase the pool of job candidates at minimum
cost
• Help increase the success rate of the selection
process
• Help reduce the probability that job
applicants, once recruited and selected, will
leave the organization only after a short
period of time
• Meet the organization's legal and social
obligation regarding the composition of its
workforce
• Being identifying and preparing potential job
applicants who will be appropriate candidates
• Evaluate the effectiveness of various
recruiting techniques and sources for all types
of job applicants.
 Factors governing recruitment
• External factors
1) supply an demand of specific skills in lab our
market
2) Unemployment rate
3) lab our market
4) Political-Social
5) Sons of Soil
6) Image
• Internal factors
1) Recruitment policy
2) HRP
3) Size of the firm
4) Cost
5) Growth and expansion
 Recruitment Process
• Planning
• Strategy development
• Searching
• Screening
• Evaluation and control
• Internal recruitment
1)Present employees
2) Employee Referrals
3) Former Employees
4) Previous Applicants
• External recruitment
1) Professional or trade Associations
2) Advertisement
3) Employment exchanges
4) Campus Recruitment
5) Walk ins, Write-ins and Talk-ins
6) Consultants
7) Competitors
8) E-Recruiting
 Philosophies of recruiting
• Realistic job previews (RJP)
• Job compatibility questionnaire (JCQ)