HUMAN RESOURCE MANAGEMENT

HRM SYLLABUS

Unit I
 Introduction to HRM: Definition – Concepts – Importance of
HRM– Role of HR – different HR Functions – Emerging Role of
Human Resource Management.
 Job Analysis and Design: Concept of Job Analysis and Design –
Methods of Job analysis - Job Description - Job Specification –
Modern Management Techniques: Job rotation – job enlargement –
Job enrichment.
 Human Resource Planning (HRP): Definition - Need - Process –
Types of HRP - Demand & Supply Forecasting, importance of HRP:
current trends.
 Recruitment and Selection Process: Definition - Source of
Recruitment -Methods of Recruitment - Selection Process & Types of
Selection Tests.
 Unit 2
 Performance and Potential Appraisal: Concept - Performance
Appraisal Objectives - The Appraisal Process - Traditional Methods -
Modern Methods of Appraisal (including MBO, 360 degree,
Assessment Centre, Balance Scorecard, etc) - Appraisal Method and
Instruments – Potential appraisal
 Employee Training and Management Development: Importance
and objectives - Distinction between Training and Development –
Types of training and development – Training need analysis -
Systematic approach to Training and Development – Evaluation of
Training
 Compensation Management: Objectives - Methods of Job evaluation
– Factors determining compensation and pay rates – Current trends in
compensation.
 Industrial Relations: Meaning-Function of IR-Approaches to IR-
Various participants of IR-Trade Union-History & Growth of Trade
Union-IR in emerging Scenario.
 Suggested Readings
 Decenzo,David.A. &Robbins,S.P. , “Personnel/ Human
Resource Management”, Prentice- Hall India, New
Delhi,2002.
 Yoder, Dale. “Personnel Management and Industrial
Relations”, Prentice Hall of India, New Delhi, 1977.
 Mamoria,C.B. & S.V.Gankar, “Personnel Management”
,Himalaya Publishing House,2004.
 Rao, S.P., “Personnel &Human Resource Management”,
Himalaya Publishing House, 2002.
 Beardwell, Ian. & Holden, Len. “Human Resource
Management”, Macmillan India Ltd., 1996.
 Reddy, B. Rathan., “Effective Human Resource Training &
Development Strategy,” Himalaya Publishers, 2005.
 UNIT 1
INTRODUCTION TO HRM
Definition Of HRM
a) “HRM is the function performed in organization that
facilitates the most effective use of people
(employees) to achieve Organizational & individual
goals.”
b) HRM is process consisting of four functions
-acquisition, development, Motivation & maintenance
of human resources.
( Decenzo & Robbins)
 Training and Organizational
Development development

Organization/Job
Design
Union / Labour
Relation
Human Resource Area
Outputs:
•Quality Work Life
Human Resource
•Productivity
Planning
Employee •Readiness for change
Assistance

Compensation
/Benefits Selection &
Staffing
Personnel Research
&
Information system

Human Resource Wheel

 Difference between PM & HRM
S.N Parameters PM HRM
o
1. Managers Task Monitoring Nurturing
/Facilitator
2. Initiatives Piecemeal Integrated

3. Skills Negotiator Facilitation

4. Policies Controlling Empowering

5. Management role/ Transactional Transformation

Leadership
 Difference between PM & HRM
(contd..)
S.No Parameters PM HRM

6. Administrative Task Reactive Proactive

7. Pay Job evaluation Performance based

8. T&D Controlled access to Learning Organization

courses

9. Communication Restricted Increased flow/Direct

10. Conflict handling Temporary basis Managing culture &

Climate
 HISTORY OF HRM

 Scientific management approach

 Human Relations approach

 Human Resources approach

 Functions of HRM

 Managerial functions

 Operative functions
 Managerial functions

 Planning
 Organizing
 Staffing
 Directing
 Controlling
 Operative Functions
 Acquisition: Job analysis, HRP, Recruitment, Selection, Placement, Induction.

 Development: Competency profiling, Training and development, Performance &

potential management, Career management, 360 degree feedback

 Motivation: Job design, Work scheduling, Job evaluation, Compensation

administration, Incentives and benefits

 Maintenance: Health, Safety, Welfare, Social security, Employment relations,

Grievance, Discipline, Trade unions, Participation, Collective bargaining

 Competitive challenges and HR
1. Going global
2. Embracing new technology
3. Managing change and organisation culture
4. Developing human capital
5. Responding to the market
6. Containing costs
 Downsizing
 Outsourcing and employee leasing
 Enhancing productivity
 Other challenges faced
 Demographic and Employee concerns
 Demographic changes
 Diversity of backgrounds
 Age distributions
 Gender distribution
 Rising level of education
 Cultural changes
 Concern for employee rights
 Changing attitude towards work
 Balancing work and family
 Assignment 1
With business going global & competition
becoming intense today HR has travelled a
long way from its conventional role as a
support function to being a strategic business
partner in the present technology leveraged
era. Discuss this statement by citing suitable
examples.