HUMAN RESOURCE MGMT.

BY DR. ANUKOOL MANISH

HYDE
H = HUMAN

R = RESOURCE

M = MANAGEMENT
HRM IS A PROCESS CONSISTING OF
FOUR FUNCTIONS- ACQUISITION,
DEVELOPMENT,MOTIVATION,MAINTEN-
ANCE OF HUMAN RESOURCES.
- CONCEPT OF WELFARE MGMT.
- CONCEPT OF PERSONNEL MGMT.
- CONCEPT OF HRD
- CONCEPT OF HRM
- SET OF POLICIES, PRACTICES, PROG.
TO MAXIMISE BOTH PERSONAL AND
ORGANISATIONAL GOALS.
- IT IS THE PROCESS OF BINDING
PEOPLE AND ORGN. TOGETHER SO
THAT THE OBJECTIVES OF EACH
ARE ACHIEVED.
- IT IS THAT PART OF MGMT. WHICH IS
CONCERNED WITH PEOPLE AT WORK
AND WITH THEIR RELATIONSHIPS
WITH IN THE ORGANISATION.
OBJECTIVES OF HRM-
1. TO HELP ORGANISATION ATTAIN
ITS GOALS BY PROVIDING WELL TRAIN-
ED & WELL MOTIVATED MPLOYEES.
2. TO ENHANCE JOB SATISFACTION &
SELF ACTUALISATION OF EMPLOYEES
BY ENCOURAGING AND ASSISTING
EVERY EMPLOYEE TO REALISE HIS/
HER POTENTIAL.
3. TO ESTABLISH AND MAINTAIN PRO-
DUCTIVE, SELF RESPECTING AND
INTERNALLY SATISFYING WORKING
RELATIONSHIPS AMONG ALL THE MEM-
BERS OF THE ORGANISATION.
4. TO BRING ABOUT MAXIMUM INDIVIDU-
AL DEVELOPMENT OF EMPLOYEES BY
PROVIDING OPPORTUNITIES FOR TRG.
AND DEVELOPMENT.
5. TO SECURE THE INTEGRATION OF
ALL INDIVIDUALS, GROUPS WITH THE
ORGANISATION BY RECONCILING INDI-
VIDUAL/GROUP GOALS WITH THOSE
OF AN ORGANISATION.
6. TO MAINTAIN HIGH MORALE, GOOD
HUMAN RELATIONS WITHIN ORGN.
7. TO MANAGE CHANGE 2 THE MUTUAL
ADVANTAGE OF INDIVIDUALS, GROUPS
THE ORGN. AND THE SOCIETY.
8. TO RECOGNISE AND SATISFY INDIVI-
DUAL NEEDS AND GROUP GOALS BY
OFFERING APPROPRIATE MONETARY,
NON MONETARY INCENTIVES.
 FUNCTIONS
1. MANAGERIAL FUNCTIONS
- PLANNING
- ORGANISING
- DIRECTING
- CONTROLLING
2. OPERATIVE FUNCTIONS
(A) PROCUREMENT FUNCTIONS
- JOB ANALYSIS
- HUMAN RESOURCE PLANNING
- RECRUITMENT
- SELECTION
- INDUCTION AND PLACEMENT
(B) DEVELOPMENT FUNCTION
- PERFORMANCE APPRAISAL
- POTENTIAL APPRAISAL
- TRAINING, EXECUTIVE DEVELOPMENT
- CAREER PLANNING AND DEV.
© COMPENSATION FUNCTION
- JOB EVALUATION
- WAGE AND SALARY ADMINISTRATION
- BONUS
(D) INTEGRATION FUNCTION
- MOTIVATION D
- JOB SATISFACTION
- EMPLOYEE GRIEVANCE HANDLING
- COLLECTIVE BARGAINING
- WORKERS’ PARTICIPATION IN MGMT.
- EMPLOYEE COUNSELLING
- QWALITY OF WORK LIFE
(E) MAINTENANCE FUNCTION
- PHYSICAL & MENTAL HEALTH OF EMP-
LOYEES.
- SOCIAL SECURITY
- EDUCATIONAL FACILITIES
PERSONNEL TO HRM
-PERSONNEL DEPT. WERE CALLED
“HEALTH AND HAPPINESS” DEPT.
- LESS PRODUCTIVE EMPLOYEES
COULD B PLACED WITH MINIMAL
DAMAGE 2 THE ORGANISATION.
-RESPONSIBLE FOR PICNICS,VACATION
SCHEDULES, RETIREMENT PARTIES
ETC.
- IT WAS SEEN AS A NECESSARY BUT
UNIMPORTANT PART OF THE ORGN.
- EMPHASIS WAS ON WORKERS.
- WORKERS WERE MORE DEMANDING.
- ORGNS. HAD 2 HIRE BEST QUALIFIED
CANDIDATES.
- EMPHASIS WAS ON THEIR TRG. AND
DEVELOPMENT, BETTER WORKING
CONDITIONS.
 ASTD HRM MODEL
1. TRAINING AND DEVELOPMENT
2. ORGANISATION AND DEVELOPMENT
3. HUMAN RESOURCE PLANNING
4. SELECTION AND STAFFING
5. PERSONNEL RESEARCH & INFO. SYS
6. ORGANISATION / JOB DESIGN
7. COMPENSATION / BENEFITS
8. EMPLOYEE ASSISTANCE
9. UNION / LABOUR RELATIONS
 OUTPUTS OF HRM MODEL
A. QUALITY OF WORK LIFE
-IT IS A MULTIFACETED CONCEPT.
-WORK ENVIRONMENT, POLICIES THAT
MAKE THE WORK LESS ROUTINE AND
MORE REWARDING FOR EMPLOYEE.
-AUTONOMY, RECOGNITION, BELONG-
ING, PROGRESS ETC.
B. PRODUCTIVITY
- CAPITAL INVESTMENT,INNOVATION,
LEARNING AND MOTIVATION.
C. READINESS FOR CHANGE