M-205 HUMAN RESOURCE MANAGEMENT

UNIT-1
INTRODUCTION

Dr. Prakriti Dixit Porwal

I N T R O D UC T IO N

 Human resources management (HRM) is the process of managing the human capital of an
organization.

 It involves planning, recruitment, selection, training, development, retention,

compensation, and evaluation of employees.

 The goal of HRM is to ensure that the organization has the right number of employees with
the necessary skills and competencies to achieve its objectives.

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 According to Armstrong (1997), Human Resource Management can be defined as “a

strategic approach to acquiring, developing, managing, motivating and gaining the

commitment of the organization’s key resource – the people who work in and for it.”

 Edwin Flippo as “planning, organizing, directing,

controlling of procurement, development, compensation,
integration, maintenance and separation of human
resources to the end that individual, organizational and
social objectives are achieved.”

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F E AT UR ES O F H R M

 It is the inherent part of management.

 It is pervasive in nature.
 It is base for all functional areas.
 It is people centered process.
 It is a continuous process.
 It is based on human relations.
 It includes personnel function.
 It is a complex or dynamic process.
 It is a challenging task.
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F U N C T IO N S O F H R M

Operative Functions

Advisory Functions
Managerial Functions

• Recruitment &
• HR Planning Selection • Advised to Top

• Organizing • Procurement & Management

Maintenance
• Directing • Job Analysis and
Design
• Controlling • Performance Appraisal • Advised to
• Training & Departmental
• Co-ordination Development
• Wage & Salary Heads
Administration
• Labor Relations
• Record keeping
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I M P O R TA N C E O F H R M
 Recruitment and Selection: HRM ensures the right people are hired for the right roles.
 Training and Development: It enhances employee skills and capabilities.
 Performance Management: HRM improves employee performance through feedback and
appraisal.
 Employee Relations: HRM fosters a positive work environment and resolves conflicts.
 Compliance: HRM ensures adherence to labor laws and regulations.
 Compensation and Benefits: HRM designs fair and competitive compensation packages.
 Talent Management: HRM identifies and nurtures talent within the organization.
 Strategic Planning: HRM aligns HR practices with organizational goals.
 Diversity and Inclusion: HRM promotes diversity and inclusivity in the workplace.
 Employee Well-being: HRM ensures employee health, safety, and overall well-being.
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H R M a n a ge r

 A human resources (HR) manager is someone who oversees the administrative and
organizational functions of a company or business.

 The manager usually heads the HR department, and they play an important role as a
bridge between management and employees.

 The HR Manager is responsible for developing and implementing HR policies, procedures,

and programs to attract, retain, and motivate employees, as well as ensuring compliance
with labor laws and regulations.

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Cont..

 HR Manager plays a critical role in an organization by ensuring that the human resources
functions are aligned with the organization's goals and objectives, and that the
organization's employees are well-managed, motivated, and productive.

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H R C O M P E T ENC I ES
HR competencies refer to the skills, knowledge, and abilities that are required for professionals
in the field of human resources to perform their job effectively.
Here are some of the key competencies for HR professionals:

 Strategic thinking  HR expertise

 Communication  Leadership

 Problem-solving  Adaptability

 Collaboration  Cultural competency

 Data analysis  Ethics and integrity

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L I N E & STA F F R E S P O N S I B IL I T Y O F H R M A N A G E R
 The Line Responsibilities of an HR Manager refer to the activities that involve the direct
execution of tasks and the achievement of the organization's goals.

 These activities are critical to the core operations of the organization and are directly
responsible for achieving the desired outcomes.

 Some examples of line responsibilities for an HR manager include:

1. Planning and executing recruitment strategies to fill open positions in the organization
2. Developing and implementing employee training and development programs
3. Conducting performance evaluations and providing feedback to employees
4. Managing employee relations issues and conflicts
5. Ensuring compliance with employment laws and regulations 10
Cont..

 The Staff Responsibilities of an HR Manager refer to the activities that provide support to
the line functions.

 These activities are not directly involved in the core operations of the organization but are
critical to the effective functioning of the organization.

 Some examples of staff responsibilities for an HR manager include:

1. Developing HR policies and procedures
2. Providing advice and guidance to line managers on HR matters
3. Conducting HR research and analysis to inform decision-making
4. Maintaining employee records and HR systems
5. Managing employee benefits and compensation programs
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H R A S A FA C TO R O F C O M P E T I T IV E A DVA N TAG E

More Firms focus

on Employee

Firm Develops More Competent &

Competitive Edge Capable Workforce

More Satisfied &

Higher Productivity
Committed
& Performance 12
Employees
Key- Note

PPTs are summarised content of Text Book.

It is not the replacement of Text Books.

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