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Published by Bhagat Makhijani

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Published by: Bhagat Makhijani on Oct 09, 2010
Copyright:Attribution Non-commercial


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FChapter 1 Introduction to human resource management
Definition of HRM
Scope / functions of HRM
Definition of Personnel mgmt
Evolution of HRM / Trends in HRM
Difference b/w HRM & PM
Challenges before the HR manager
Role of HR manager
 Traits / characteristics of workforce
Personnel Philosophy
Personnel Mannual
 The advent of the era of liberalization and globalization along withthe advancements in information technology (IT) has transformedthe world around us. It has brought to centre stage the importanceof HR, more than ever before. The purpose of HRM is to enableappropriate deployment of HR.In a competitive scenario, effective utilization of HR has becomenecessary and the primary task of organizations is to identify, recruitand channel competent HR into their business operations forimproving productivity and functional efficiency.Effective utilization of HR would lead to both accomplishment of individual and organizational goals and creation of assets at thenational level.
Meaning of HRM:
HRM is a part of the management process which is primarilyconcerned with human constituents of an organization, so as toachieve objectives of the organization and potential of employees.Growth of organizations can partly be stopped or hampered as theycan’t maintain an efficient and enthusiastic HR functions. Like- wisethe procurement, development compensation, integration andmaintenance of human factor in the organization is highly importantfor organization’s success. HRM looks after all these functions andare part of HRM.
Objectives of HRM:
 To contribute to strategic business goals.
 To acquire right men at right jobs at right time in right number.
 To train and develop the procured people adequately.
 To compensate and reward them adequately.
 To motivate, satisfy and maintain high morale of employees.
 To ensure respect to these employees and establishharmonious relations.
 To integrate them into the organization by achievingemployees and organization goals.
 To develop value based organization culture towardsorganization development and high performance.
: (concept for 3 marks) - Edwin Flippo defines HRM as“planning, organizing, directing, and controlling of procurement,development, compensation, integration, maintenance andseparation of human resources to the end that individual,organizational and social objectives are achieved.”
Features of HRM or characteristics or nature (3 or 4 marks)
1.HRM involves management functions like planning, organizing,directing and controlling2.It involves procurement, development, maintenance of humanresource3.It helps to achieve individual, organizational and socialobjectives4.HRM is a multi-disciplinary subject. It includes the study of management, psychology, communication, economics andsociology.5.It involves team spirit and teamwork.
Scope of HRM
 The scope of HRM refers to all the activities that come under thebanner of HRM. These activities are as follows1.Human resources planning: -Human resource planning or HRP refers to a process by whichthe company identify the number of jobs vacant, whether the
company has excess staff or shortage of staff and to deal withthis excess or shortage.2.Job analysis & design: -Another important area of HRM is job analysis. Job analysisgives a detailed explanation about each and every job in thecompany. Based on this job analysis the company preparesadvertisements.3.Recruitment and selection:Based on information collected from job analysis the companyprepares advertisements and publishes them in thenewspapers. This is recruitment. A number of applications arereceived after the advertisement is published, interviews areconducted and the right employee is selected thus recruitmentand selection are yet another important area of HRM.4.Orientation and induction: -Once the employees have been selected an induction ororientation program is conducted. This is another importantarea of HRM. The employees are informed about thebackground of the company, explain about the organizationalculture and values and work ethics and introduce to the otheremployees.5.Training and development: -Every employee goes under training program, which helps himto put up a better performance on the job. Training program isalso conducted for existing staff that has a lot of experience. This is called refresher training. Training and development isone area where the company spends a huge amount.6.Performance appraisal: -Once the employee has put in around 1 year of service,performance appraisal is conducted that is the HR departmentchecks the performance of the employee. Based on theseappraisal future promotions, incentives, increments in salaryare decided.7.Compensation planning and remuneration: - There are various rules regarding compensation and otherbenefits. It is the job of the HR department to look intoremuneration and compensation planning.8.Motivation, welfare, health and safety: -

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