HUMAN RESOURCE

MANAGEMENT

INTRODUCTION
CONCEPTS
MANAGEMENT Accomplishment of
organisational objectives by utilizing
physical, & financial resources through the
efforts of human resources.
RESOURCES - factors of production
results in conversion of raw materials into
useful goods/services.
Evolution of concept of HR
1. Labour / Manpower denotes physical
abilities & capacities of employees
commodity-wages based on demand &
supply
2. Personnel persons employed in
service employees as a whole
3. HR- denotes resources of all the people
who contribute their services to the
attainment of organisational goals
Human Resources
Acc to Leon C. Megission, HR is the total
knowledge, skills, creative abilities, talents and
aptitudes of an organization s workforce as
well as the values, attitudes and beliefs of the
individuals involved.
Human Resource Management
Defined as the art of procuring,
developing and maintaining competent
workforce to achieve goals of an
organization in an effective and efficient
manner.
PERSONNEL MGT HRM
Mgmt of people employed
Mgmt. of knowledge, skills, abilities,
attitudes..
Man is an economic resource/service
exchanged for wage / salary Man is an economic, social & psychological
Commodity that can be purchased &
used
Treated as a valuable resource
Employees are cost centers, mgmt.
controls cost
Profit center- invest capital for
development & future use
Used organizational benefit Used for organization, individual & family
benefit
Auxiliary (support) function Strategic mgmt. function
HUMAN CAPITAL
Our employees are our greatest assets, and the
ability to attract and retain them is the key driver
of our future success.

The human capital can be defined as "the
embodiment of productive capacity within people.
It is the sum of peoples skills, knowledge,
attributes, motivations, and fortitude. It can be
given or rented to others, but only on a
temporary basis; its ownership is non-
transferable.



Importance of HRM
HR most important resource
Put other resources to proper use
Help transform lifeless factors of
production into useful products
Capable of enlargement produce
extraordinary things when inspired
Can help organisation achieve results
quickly, efficiently & effectively.


OBJECTIVES OF HRM
1. Help the organisation reach its goals
2. Employ the skills & abilities of the workforce efficiently
3. Provide the organisation with well trained & motivated employees
4. Increase to the fullest the employee's job satisfaction & self actualization
5. Develop & maintain a quality of work life

6. Communicate HR policies to all employees.
7. Ethically & socially responsive to the needs of society.
Features of HRM
Concerned with employees, both
individuals and as a group
Development of HR. covers all levels and
all categories
unskilled/skilled/tech/prof/clerical/mageria
l
Applies to all types of organisation
Continuous process

Aims at attaining the goals of an
organisation
Responsibility of all line managers and a
function performed by staff managers.

Functions of HRM
A. Managerial Functions:
Planning, Organizing, Directing , Controlling
B. Operative Functions:
Procurement functions, Development
functions, Motivation & compensation,
Maintenance, Integration, & Separation.
Planning Determine the personnel prog regd
recruitment, selection, & training to achieve
desired objectives.
Organizing design structure of relationships
b/w jobs, personnel and physical factors.
Directing Getting people to do work willingly
& effectively thro supervision and guidance,
motivation & leadership.
Controlling ensure accomplishment of plans
correctly- measure performance thro review
reports, records etc.
Managerial Functions
Operative Functions
1. Procurement Function concerned with
procuring & employing people with required
knowledge, skill and aptitude.
2. Development Increase of skills, knowledge
abilities etc
3. Motivation & compensation inspire people
to give best-through incentives & rewards
4. Integration of goals thro progs, redressal,
negotiations.
5. Maintenance protecting & preserving
physical and psychological health of
employees
6. Separation

Procurement Development Motivation &
Compensatio
n
Integration Maintenance Separation
Job Analysis Training Job design Grievance redressal Health & safety Retirement
HR Planning Executive
development
Work scheduling Discipline Employee welfare Layoff
Recruitment Career planning &
development
Motivation Teams & teamwork Social security
measures
Outsourcing
Selection Human Resource
development
Job evaluation Collective
bargaining
Discharge
Placement Performance
appraisal
Employee
participation
&
empowerment
Induction &
orientation
Compensation
administration
Trade unions &
associations
Internal Mobility Incentives &
benefits.
Industrial relations
ROLE OF PERSONNEL MANAGER
1. Administrative Roles
Policy maker - develop personnel policies
Administrative expert - record keeping, databases, processing benefits/claims, leave,
medical facilities.
Advisor - to line managers , grievance redressal, conflict resolution, selection & training
Housekeeper - recruiting, testing, ref check, employee surveys, salary & wage admin
Counselor - on various personal and professional problems
Welfare officer - provides & maintains canteens, hospitals, clubs, libraries,
transportation, coop societies.
Legal consultant - settling disputes, handling disciplinary cases, collective bargaining.
2. Operational Roles
Recruiter
Trainer, developer, motivator
Coordinator
mediator
3. Strategic Roles
Change Agent - translate vision statements into meaningful format.
Strategic partner - training centre, design centre..
QUALITIES & QUALIFICATIONS OF A PERSONNEL MANAGER
a. Personnel Attributes: Initiative, resourcefulness, perception,
maturity, analytical ability, unbiased, thorough with labour laws,
understanding of human behaviour, Patience, Understanding,
empathy, Perseverance
b. Skills: educational skills, discriminating skills, executing skills,
leadership skills,
c. Experience & training, Professional Attitudes - knowledge of
various disciplines.