BA4203:Human Resource Management

Syllabus

Unit – I : Perspectives in Human Resource Management

Unit – II : Human Resource Planning and Recruitment

Unit – III : Training and Development

Unit – IV : Employee Engagement

Unit – V : Performance Evaluation and Control

 UNIT – I
 Evolution of HRM
 The Importance of the Human Capital
 Role of Human Resource Manager
 Challenges for Human Resource Managers
 Trends in Human Resource Policies
 Computer Applications in HRM
 Human Resource Accounting and Audit
 UNIT – I : Perspective in HRM
1. Meaning and Definition of HRM :
Organizations are made up of people and functions through people.
Without people organizations cannot exist. Among the various factors of
Production Like Money, Material, Men and Machines in an organization.
Human resource is considered to be the most important factor.

According to Michael J. Jucius, “Human resource are a whole consisting of

Inter-related, inter-dependent and interacting Physiological, Psychological,
Sociological and ethical components”.
 UNIT – I : Perspective in HRM
Human resource always remains central to the organization would try to
Obtain and make the best use of this resource. HRM the task concerned
With managing the people resources, is the most crucial and challenging
task concerned with managing the people resources, is the most crucial
and challenging task of the organization. It was previously referred to as
Personnel Management.

According to Invancevich and Glueck, “HRM is concerned with the most

Effective use of people to achieve organisational and individual goals”.
 UNIT – I : Perspective in HRM
According to Edwin B. Flippo, “HRM is the planning, organising, directing
and controlling of the procurement, development, compensation,
Integration, maintenance and separation of human resources to the end
That individual, orgaisational and social objectives are accomplished”.

According to Milkovich and Boudreau, “HRM is a series of integrated

Decisions that form the em
Inclusive Growth and Affirmative Action
Affirmative Action Plans
3 Steps involved in formulation of affirmative action plan

1) Conducting Utilization Analysis

- Finding the demographic composition of the workforce
- Determining the percentage of protected individuals in the
total labour market.
1) Establishing Goals and Time-Tables
- U.S OFCCP (Office of Federal Contract Compliance Programmes)
1) Determining Action Options
a. Hiring individuals belonging to protected-class
b. Re-Designing Jobs
C. Facilitating Training programmes
d. Eliminating any barriers to employment opportunity
Computer Applications in Human Resource Management
1. E-Recruitment/Applicant Tracking
2. E-Training
3. Electronic Performance Support Systems (EPSS)
4. E-Payroll
5. E-Benefits
6. E-Self Service Human Resource
7. E-Time and Labour
8. Telecommunication / Teleworking
9. E-Enterprise Human Resources
Corporate Level:
a. HRM Focuses on hiring skilled persons who are able to promote the growth of
enterprise and also remain them.
Long Term : Manpower Planning , Effective Recruitment procedure ,
Selection and fair policies of promotion.
b. Enriching Employees by developing and improving important skills and correcting
their attitude by proper training and development, performance appraisals etc.,
c. Making optimum use of existing HR/Guaranteeing a talented team/Gaining

Professional Level: Building esprit de corps/creating opportunities/Ensuring –Health

Social Level: Mental & Social Satisfaction / Maintaining Equilibrium/utilize ing HR

National Level: competent and dedicated HR Results/Nation’s Development/HRM

Improves growth of the country.
 Personnel Management

According to Richard Calhoon, “Personnel management involves the

task of handling the human problems of an organisation and is devoted
to acquiring, developing, utilising and maintaining an efficient workforce.”
Challenges and Issues in HRM
Professionalization of HRM

According to Andrew : “A Profession requires knowledge,

Competent application, Social responsibility, Self-Control
And Community sanction”.

1. Educational Institutions
2. Practitioners and
3. Professional bodies
Human Resource Policies
Meaning : The universal statements that direct the flow
Of thoughts and actions while making decisions are
Called policies. “Plan of action”.
According to Brewster and Ricbell : “HR Policies is a set of proposals and
Actions that act as a reference point for mangers in their dealing with
employees”.

According to Dale yoder:”A policy is a predetermined and

Accepted course of thought and action that is defined and
Established as a guide towards accepted goals and objectives”.
Human Resource Policies
According to James B. Bambrick : “Policies are statements of the organization
Overall purposes and its objectives in the various areas with its operaions
are concerned – Personnel, Finance, production, marketing and so on”.

According to Armstarong :” Personnel policies provide guidelines

For a variety of employment relationships and identify the
Organization's intentions in recruitment, selection, development,
Promotion, compensation, motivation and integration and
Human Resources”.
Objectives of Human Resource Policies

1)Providing Uniformity
2)To Help in Supervision
3)Provide Information to Employees
4)To Assist in Policy Administrations
Factors Affecting Human Resource Policies
1)National Laws
2)Social customs and values
3)Management Philosophy and Values
4)Development Phases
5)Organization’s Financial Position
6)Goals and Practices of Trade Union
7)Kind of workforce
Formulation of Human Resource Policies
1)Recognising the Need
2)Collecting Information
3)Analysing Policy Alternatives
4)Putting the policy in Writing
5)Getting Approval
6)Policy Communication
7)Policy Evaluation
Importance of Human Resource Policies
1)Orientation
2)Responsibility
3)Code of conduct
4)Coming on Board
5)Workplace Rules
6)Chain of Command
7)Terminations
Importance of Human Resource Policies
1)Orientation
2)Responsibility
3)Code of conduct
4)Coming on Board
5)Workplace Rules
6)Chain of Command
7)Terminations
HR Accounting (HRA)
1) According to Flamholtz: Human resource accounting is the measurement of
Costs and value of the people for the organization.

2) According to Stephen Khauf: Human resource accounting is the measurement

And quantification of human organisational inputs such as recruiting, training
Experience and commitment.

3) According to American Accounting Association Committee: Human resource

Accounting is the process of identification and measuring data about HR, and
Communicating this information to interested parties.

4)According to R.L. Woodruff: Human resource accounting is an attempt to

Identify and report investments made in human resource of an orgainsation that
Are presently not accounted for in conventional accounting practice.
Objectives of HR Accounting
 Process of HR Accounting

1)HR Accounting Objectives

2)Developing HRA Measurements
3)Developing HR Accounting Database
4)Pilot Testing the System
5)Implementing the HR Accounting System
 Methods of HR Accounting

Monetary Measurement Methods Non-Monetary Measurement Methods

1. Skills Inventory
2. Performance Evaluation Methods
3. Potential Assessment
4. Attitude Measurement
5. Subjective Expected Utility
• Importance of Human Resource Accounting
 1. Facilitates Scheduling and the Implementation of HR Policies
 2. Helps in Calculating ROI
 3. Motivates Employees
 4. Sign of Good Health of the Organization
 5. Improves the Process of Decision-Making
 6. Helps in Determining the Need for Recruitment
 7. Ascertains Negative Effects of the Programmes
•Issues / Problems of Human Resource Accounting
 1. Non-Availability of Standards
 2. Trade Union Resistance
 3. Expensive
 4. Variety of Methods Create Confusion
 5. Results in Dehumanization
 6. Uncertainty over the Continuity of employees
 7. A lack of Knowledge regarding the future receiving of HR
Definition of HR Audit :

According to Biles and Schuler : “HR Audit evaluates the HR activities in an Organisation with a
view to their effectiveness and efficiency”.

According to Storey and Sisson:“HR audit is concerned with the gathering, analyzing information
And deciding what actions need to be taken to improve performance.”

According to Flamholtz : “HR audit is a systematic assessment of the strengths, limitations,

and development needs of its existing human resources in the context of Orgn. Performance”.

According to Stephen F. Ruffino: “HR audit is a tool to measure an employer’s compliance with
Its legal obligations in managing its workforce and chart any corrective actions that might be
Needed.”

According to Schwind, Das and Wagar: “HR audit is an examination of the human resources
Policies, practices, and systems of a organization (or division)to eliminate deficiencies and
Improve ways to achieve goals.”
Scope of HR Audit :

1. Audit of Human Resource Function

2. Audit of Human Resource Compliance
3. Audit of Human Resource Climate
a. Employee Turnover
b. Absenteeism
c. Safety Records
d. Attitude Surveys
4. Audit of Corporate Strategy
Types of HR Audit
1) Time Period Approaches of HR Audit
2) Conduct 1) Comparative Approach
i) Internal Audit 2) Outside Authority Approach
ii) External Audit 3) Statistical Approach
3) Purpose 4) Compliance Approach
i) Compliance Audit 5) Management by Objectives(MBO)
ii) Best Practices Organ. Audit
iii) Strategic Audit Methods of Collecting Information of HR Audit
iv) Job Specific Audit 1) Interview Method
2) Questionnaire Method
3) Observation Method
4) Analysis of Previous Records
5) Workshop Method
6) Task Force Method