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Nature of HRM 1. 3. 4. 6. 8. 2. Inherent part of management Pervasive function People centered Personnel activities Continuous process Based on human relations approach Basic to all functional areas Multidisciplinary approach . 7. 5.

welfare & industrial relations 7. Manpower planning 2. HR audit & accounting .Scope of HRM 1. Compensation 6. Employment function: recruitment. Social security. Training & development 4. Performance appraisal 5. selection & placement 3.


To reconcile individual & organisational objectives 8. To ensure respect for human beings 7.Objectives of HRM 1. 3. 4. To help employees maintain high morale What are the requirements for attaining these objectives? . 5. 2. To procure right type of personnel To provide right type of training Effective utilisation of human resources To ensure development of human resource To identify & satisfy the need of individuals (monetary & non monetary rewards) 6.

Functions of HRM Managerial Planning Organising Directing Controlling Operative Employment Training & development Remuneration Working conditions Motivation Personnel records Industrial relations Separation Advisory Advice to top management Advice to departmental heads .

Importance of HRM for The Organisation 1. Continuous enhancement of skills through T&D 4. Attracting & retaining best people 2. Ensure person-job fit 3. Ready acceptance of change . Employee commitment & loyalty through welfare activities 5. Sound industrial relations 6.

Importance for Society: 1. Socio-psychological satisfaction to people 3. Status to employees in the society Importance for Nation: • Vital role in the growth. Balance between jobs seekers & jobs available 2. Eliminates wasteful use of human resources 4. development & self sufficiency of a nation .

2. 7. Policy formulation Advisory role Linking pin Representative Decision making Mediator Leadership Welfare Research . 6. 4. 8.The HR Manager: Roles 1. 5. 9. 3.

vigour 2. Mental: judgement 3. Moral: dignity 4. Educational: peculiar to the function 5. Experience: arising from work . Technical: peculiar to the function 6. Physical: health.Qualities of a HR Manager 1.

HRM As A Profession Basis A systematic body of knowledge Education & training Code of ethics Yes Yes Yes Profession Yes HRM Not Compulsory No A prescribing association Responsibility towards society Yes Yes No Yes .

Systems Approach to HRM Environment Inputs Human & Non Human Resources Processes Production Finance Marketing R&D Output To Various Stakeholders Feedback .

Based on objectives & consistent with it 3. Realistic 5. Long lasting 4. which guides in decision making and achieving organisational objectives. Features of a Policy: 1. Developed with participation of all . Expression of intentions of top management 2.HRM Policies Definition: A Policy is multiple use plan.

Types of HRM Policies • Internal. external. appealed • Top & middle management policies • Departmental • Written & unwritten • General & specific • Imposed .

Decision making Prompt action Consistency of action Continuity & stability Better control Eliminates bias Employee welfare Confidence in employees . 3. 2. 8. 4.Benefits of Policies 1. 5. 7. 6.

Limitations of Policies • Bring about rigidity • Do not cover unforeseen problems • No substitute for human judgement .

4.Process of Policy Formulation 1. Fact finding Analysis of facts & information Discussion on proposed policies Putting the policy in writing Approval by top management & implementation Appraisal of policy Guidelines in policy formulation Policies in various areas of HRM . 5. 3. 2. 6.