Professional Documents
Culture Documents
Shahnaz Sharmin
Lecturer as a Guest teacher,
Department of Humanities &
Social Sciences (HSS)
DUET, Gazipur
Basic concepts of Human Resource
Management (HRM)
Definition of HRM
■ HRM is a subset of the study of management that focuses on how to hire, train,
motivate, and maintain employees.
■ Management is a set of activities (including planning, organizing, leading, and
controlling) directed at an organizations resources (human, financial, physical, and
information) with the aim of achieving organizational goals in an efficient and
effective manner.
Definition of HRM
The set of organizational activities directed at attracting, developing and maintaining an
effective workforce.
KEY ASSUMPTION
• The quality and effectiveness of the organization is determined by the quality of
the people that are employed.
• Success for most organizations depends on finding the employees with the skills
to successfully perform the tasks required to attain the company’s strategic goals.
HR is multidisciplinary:
■ It applies the disciplines of Economics (wages, markets,
resources), Psychology (motivation, satisfaction), Sociology
(organization structure, culture) and Law (Maternity Benefit
Act, Min. Wage, Act, Factories Act, etc.).
■ HR is embedded within the work of all managers, to get
things done.
Human Capital
■ Capital: Capital is wealth in the form of money or assets.
■ Human Capital Management (HCM): Human capital is not solely the people in
organizations— it is what those people bring and contribute to organizational success.
Human capital is the collective value of the capabilities, knowledge, skills, life
experiences, and motivation of an organizational workforce.
■ Sometimes human capital is called intellectual capital to reflect the thinking, knowledge,
creativity, and decision making that people in organizations contribute.
Personnel Management
Personnel management is a traditional approach, predominantly administrative, record-
keeping function that aims to establish and maintain equitable terms and conditions of
employment. It rarely had a direct say in the company’s strategy and did not involved itself
with operations aspects, remaining a purely staff function.
Differences Between Personnel Management and Human
Resource Management
Basis for Personnel Management Human Resource Management
Comparison
Meaning It means management of people employed It means management of employees skills,
abilities, knowledge, aptitude, talents etc.
Approach Traditional Modern
Treatment of Machines or tools Assets
manpower
Type of function Routine function Strategic function
Basis of pay Job evaluation Performance evaluation
Management Transactional Transformational
roles
Communication Indirect Direct
Decision making Slow Fast
Principles of HRM
Treat people with respect and dignity – motivation and commitment will be increased.
Treat people as adults-
Deal with people as complete individuals- an employee’s family life may affect his working life.
Treat all employees with justice- selection is based on merit and equal opportunity.
Provide people with opportunities for growth and development – KSA.
Make people feel that they are important –valuable asset.
Rewards should be earned, not given -students should earn good grades through hard work.
Do not underestimate the potentials of people - employees should be empowered to utilize their talents.
Supply people with all relevant information- such as the mission statement, the values it cherishes, and
trading prospects.
Importance of HRM
Recruit & retain talent
Train people for changing roles
Improve and enhance the organization
Maintain a healthy, accepting workplace culture and environment
Promote team sprit
Develop loyalty & commitment
Increase job satisfaction
Generate employment opportunity
Bridge the gap between employees’ performance and the organization's strategic objectives
Objectives of Human Resource Management
4. Controlling –
After planning, organizing, and directing, the actual performance of employees is checked, verified, and
compared with the plans.
If the actual performance is found deviated from the plan, control measures are required to be taken.
External Factors Impacting HRM
Wage- payment for labor or services usually according to contract. Hourly, daily. Weekly
payment.
Salary- payment, usually paid monthly and usually expressed as an annual amount, made
by employers to employees in return for work done.
h. Management of Human Relations : On the ‘Industrial Relations‘ front, things are not
showing much improvement. Though a large number of factors are responsible for industrial
unrest but a very significant cause is the growth of multi-unions in industrial complexes
having different political affiliations.
Thank you…..