OVERVIEW OF HUMAN

RESOURCE MANAGEMENT 2
Objectives
By the end of this lecture, students should;
• Know the general meaning of HRM
• Have an idea on why HRM is a system
• Know the features and objectives of HRM
• Draw a distinction between Personnel
Management and HRM
• Acknowledge some importance of HRM also the
factors that influence HRM in organisations
 WHAT IS HUMAN RESOURCE MANAGEMENT?
• “Strategic and coherent [systematic] approach to the
management of an organization's most valued assets –
the people working there who individually and
collectively contribute to the achievement of its
objectives” (Armstrong, 2006)
• “The planning, organising, directing and controlling of
the procurement, development, compensation,
integration, maintenance and reproduction of human
resources to the end that individual, organizational
and societal objectives are accomplished” (Flippo,
1980)
• HRM is a system – several elements interrelate with
each other to enable set objectives to be achieved
HUMAN RESOURCE SYSTEMS

This refers to the elements through which HRM

operates, and include:
• HR Philosophies: These describe the overarching
values and guiding principles in managing people.
• HR Strategies: These define the direction of HRM.
• HR Policies: They are the guidelines that define
how the philosophies and strategies should be
applied.
 HUMAN RESOURCE SYSTEMS (Contd.)
• HR Processes: They are the formal procedures
required to put the HR plans into effect.
• HR Practices: They are the informal approaches
adopted in the management of people
• HR Programmes: They enable all the other elements
of the Human Resource System to be implemented.
FEATURES OF HUMAN RESOURCE MANAGEMENT

1. HRM is concerned with employees as individuals

and as a group in attaining goals.
2. HRM covers all levels and categories of employees.
3. HRM is a continuous and never-ending process.
4. HRM is the central sub-function of an organisation
and permeates all types of functional management.
OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

1. To create and utilise an able and motivated workforce to

accomplish goals.
2. To identify and satisfy individual and group needs.
3. To employ the skills and knowledge of employees
efficiently and effectively.
4. To maintain high employee morale and sound human
relations by sustaining and improving the various
conditions and facilities.
5. To provide favourable work conditions for the
maintenance of stability of employment.
6. To develop and maintain quality of work life (QWL).
7. To enhance job satisfaction and self-actualisation of
employees by encouraging and assisting employees to
realise their full potential.
 HRM
• Human resource management focuses on acquisition,
development, motivation and maintenance of human
resources in the organization.
• Human resource management assumes people as an
important and valuable resource for achieving desired
output.
• Under human resource management, administrative
function is undertaken for goal achievement.

• Under human resource management, job design

function is done on the basis of group work/team
work.
IMPORTANCE OF HRM

• The importance of HRM can be discussed under

four levels:
• 1. Corporate
• 2. Professional
• 3. Social
• 4. National
Corporate:
• Through proper practice of HRM, it is possible to attract
and retain the best people desired by the organisation in
the short-, medium-, and long-term. This can be achieved
through:
• a. Attracting and retaining talent through effective HRP,
recruitment, selection, and compensation policies
• b. Developing the required competencies through training
• c. Motivating employees so as to win their cooperation
• d. Utilising effectively the resources available to the
organisation
Professional:
• When human resources are well managed, people
tend to experience quality of work life and get
fulfilled in their professions. Such professional
growth is contributed in the following ways:
• a. Making available all possible opportunities for
personal development
• b. Allocating work properly and scientifically
3. Social:
• The society within which an organisation operates also
benefits from sound HR practices.
• Such benefits include:
• a. The best use of scarce talents
• b. Obtaining employees who are committed as a result
of excellent motivation from employers in the form of
good relationship. This commitment makes the
organisation stay ahead of others in competition
• c. Attaining a balance between jobs available and job
seekers in terms of numbers, qualifications, needs and
aptitudes.
4. National:
• The quality of human resources determines the rate of
development for any nation. There are wide
differences in development among countries with
similar resources due to differences in the quality of
their people.

Class Discussion:
• To what extent do you agree that the state of the
economy of Ghana is as a result of the calibre of
human resources available?
 ENVIRONMENTAL INFLUENCES ON HRM
• Organizations do not operate in a vacuum; there are
some environmental influences on the policies,
processes and programs of the HR function.
• 1. Technological innovation
• 2. Economic factors
• 3. Employees’ organizations (Labor unions)
• 4. Changing demand of employers
• 5. Legal factors
Thank you