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

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


To reconcile individual & organisational objectives 8. 4. 3.Objectives of HRM 1. 5. To ensure respect for human beings 7. To help employees maintain high morale What are the requirements for attaining these objectives? . 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. Attracting & retaining best people 2. Employee commitment & loyalty through welfare activities 5. Ensure person-job fit 3. Ready acceptance of change . Sound industrial relations 6. Continuous enhancement of skills through T&D 4.

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

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

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

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 .

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

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

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

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

Process of Policy Formulation 1. 4. 2. 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. 6.