HRM – MEANING, IMPORTANCE,

OBJECTIVES, FUNCTIONS AND

PROCESS
HRM DEFINITION

HRM IS A PROCESS OF MAKING THE EFFICIENT AND EFFECTIVE USE OF HUMAN RESOURCES SO THAT THE
SET GOALS ARE ACHIEVED
IMPORTANCE/ DUTIES AND RESPONSIBILITIES

TO DEVELOP A THOROUGH KNOWLEDGE OF CORPORATE CULTURE, PLANS AND POLICIES.

TO ACT AS AN INTERNAL CHANGE AGENT AND CONSULTANT
TO INITIATE CHANGE AND ACT AS AN EXPERT AND FACILITATOR
IMPORTANCE/ DUTIES AND
RESPONSIBILITIES
TO ACTIVELY INVOLVED IN COMPANY’S STRATEGY
FORMULATION
• TO KEEP COMMUNICATION LINE OPEN BETWEEN THE HRD FUNCTION AND INDIVIDUALS AND GROUPS
BOTH WITHIN AND OUTSIDE THE ORGANIZATION
• TO IDENTIFY AND EVOLVE HRD STRATEGIES IN CONSONANCE WITH OVERALL BUSINESS STRATEGY.
OBJECTIVES OF HRM
THE PRINCIPAL FUNCTION OF HRM IS TO HIRE THE BEST AND HARNESS THE BEST OF THEIR SKILLS AND
TIME FOR THE ACCOMPLISHMENT OF THE ULTIMATE GOAL I.E GROWTH OF THE ORGANISATION. AND SO, IN
ORDER TO PERFORM THE PRIME FUNCTION OPTIMALLY, THERE ARE A LOT OF THINGS THAT ARE TAKEN
CARE OF INTERNALLY; THEY ARE- PAYROLL, ENGAGEMENT, PERFORMANCE, AND ATTENDANCE.

THE 5 MAIN OBJECTIVES OF HUMAN RESOURCE MANAGEMENT THAT HELP IN ENGAGING AND RETAINING
THE EMPLOYEES ARE:
DETERMINING STRUCTURE AND STEERING
PRODUCTIVITY
ONE OF THE PRIMAL OBJECTIVES OF HRM IS TO STEER THE PRODUCTIVITY THROUGH EFFICACY IN THE
WORK. IN ORDER TO ATTAIN THIS MOTIVE, THE HRM NOT JUST DEFINES THE AIMS BUT ALSO OUTLINES
WAYS TO ACHIEVE THEM.
TO ORGANISE THE STRUCTURE, WORK POLICIES AND ETHICS MUST BE DEFINED CLEARLY. THEREAFTER,
TO STEER PRODUCTIVITY, HRM HELPS IN HIRING THE BEST FIT FOR THE VACANT POSITION AND THEN
WORKS ON POLISHING THE RESOURCE WITH PROPER TRAINING, WORKSHOPS, SEMINARS.
ENABLING SEAMLESS COORDINATION AND HARMONY

EVERY INDIVIDUAL BRINGS A SET OF INTERPERSONAL TRAITS AND VALUES WITH THEM. MAJORITY OF
THEM HAVE DIFFERENT OPINIONS AND VALUES WHICH BECOME A REASON FOR CONFLICT SOMETIME OR
THE OTHER. EVEN A SLIGHT DISAGREEMENT ON POLITICAL VIEWS CAN DISRUPT THE HARMONY.
ADDITIONALLY, COORDINATION AMONG VARIOUS DEPARTMENTS AND WITHIN EACH DEPARTMENT MUST
BE TAKEN CARE OF.
HENCE, HR’S OBJECTIVE OF ENABLING SEAMLESS COORDINATION AND HARMONY ISN’T A CAKEWALK
AND DEMANDS CONTINUOUS VIGILANCE.
ENSURING EMPLOYEE SATISFACTION
THERE IS NO DENIAL TO THE FACT THAT IF YOUR EMPLOYEES ARE NOT HAPPY AND SATISFIED WITH THE
WORKING ENVIRONMENT, COMPENSATION, PERKS, THE SAME REFLECTS IN THEIR PERFORMANCE. HENCE,
IT IS VITAL FOR THE HUMAN RESOURCE PROFESSIONALS TO KEEP THE EMPLOYEES HAPPY WITH THE
ORGANISATION. DISGRUNTLED EMPLOYEES CAN NEVER CONTRIBUTE OPTIMALLY.
SO, STRATEGIES SHOULD BE MADE AND EXECUTED TO KEEP THE EMPLOYEES SATISFIED. WORK
ENVIRONMENT, REWARDS AND RECOGNITION IN THE FORM OF INCENTIVES, TEAM EXCURSIONS, MOVIES,
DINNERS ETC MUST BE PLANNED TO STRENGTHEN THE BOND AND SURGE THE HAPPINESS.
ALL THIS IS DONE TO ALIGN THE INDIVIDUAL GOALS OF THE EMPLOYEES WITH THAT OF THE ORGANISATION.
IMPROVING EMPLOYEE PERFORMANCE
MEASURING PERFORMANCE OF EMPLOYEES THROUGH KRAS IS YET ANOTHER IMPORTANT HRM
OBJECTIVE. TO KEEP THE EMPLOYEES FUELED AND THE PRODUCTIVITY SOARING, HRS SHOULD EVALUATE
THE EMPLOYEE’S PERFORMANCE.
FREQUENT FEEDBACK AND REWARDS HELP EMPLOYEES IN STAYING FOCUSED AND IMPROVING
THEIR WORK EVEN MORE. THEY ALSO HELP A LOT AT THE TIME OF APPRAISALS AS YOU DON’T HAVE TO
RELY ON YOUR MEMORY BUT THE DATA.
FACILITATING INCLUSIVITY IN EVERY SENSE

MAKING WORKPLACES INCLUSIVE IS THE NEED OF THE HOUR. THE OBJECTIVE MAY SEEM TO BE
RELATIVELY NEW, IT HAS BEEN THERE FOR AGES. IT WASN’T JUST PAID MUCH HEED EARLIER. THE HRM
MUST WORK TO END THE DISPARITY BASED ON CASTE, CREED, AND GENDER IN SALARIES. THERE SHOULD
ALSO BE NO BIAS AT THE TIME OF RECRUITING. IT’S THE TIME WHEN LGBTS SHOULD BE TREATED AS
NORMALLY AS THE DOMINANT GENDERS ARE TREATED. IF THEY DESERVE THE POSITION, THEY SHOULD
GET IT.
SESSIONS FOR GENDER SENSITIZATION SHOULD BE CONDUCTED AND A CHECK ON BEHAVIOR
OF EMPLOYEES TOWARDS EACH OTHER SHOULD ALSO BE KEPT.
FUNCTIONS OF HRM

PLANNING: PLAN & RESEARCH ABOUT WAGE TRENDS, LABOUR MARKET ETC
ORGANIZING: MANPOWER AND RESOURCES.
• STAFFING: RECRUITMENT & SELECTION . MANPOWER PLANNING:- HRP DETERMINES AS TO HOW MANY
AND WHAT TYPE OF PERSONNEL WILL BE DETERMINED BY THE JOBS WHICH NEED TO BE STAFFED. JOB-
RELATED INFORMATION IS, THEREFORE, NECESSARY FOR HRP. 2. RECRUITMENT, SELECTION AND
PLACEMENT OF PERSONNEL:- DIFFERENT SOURCES OF MANPOWER SUPPLY ARE TAPPED.
THE APPLICATIONS OF VARIOUS APPLICANTS ARE SCREENED AND THE SELECTED APPLICANTS ARE
REQUIRED TO TAKE CERTAIN EMPLOYMENT TESTS, THOSE FOUND SUCCESSFUL ARE ASKED TO APPEAR IN
THE FINAL INTERVIEW
DIRECTING – THE WILLING AND EFFECTIVE CO-OPERATION OF EMPLOYEES FOR THE ATTAINMENT OF
ORGANIZATONAL GOALS IS POSSIBLE THROUGH PROPER DIRECTION
CONTROLLING – PERFORMANCE IS TO BE VERIFIED IN ORDER TO KNOW THAT THE PERSONNEL FUNCTIONS
ARE PERFORMED IN CONFIRMITY WITH THE PLANS AND DIRECTONS OF AN ORGANIZATION.
PROCESSES IN HRM

1. HUMAN RESOURCE PLANNING

2. EMPLOYEE REMUNERATION AND BENEFITS ADMINISTRATION
3. PERFORMANCE MANAGEMENT
4. EMPLOYEE RELATIONS
1. HUMAN RESOURCE PLANNING :
RECRUITMENT – IT IS A POSITIVE PROCESS OF POSTING JOB OPENINGS AND ATTRACTING PROSPECTIVE EMPLOYEES TO
APPLY FOR THEIR DESIRED JOB OPENINGS IN AN ORGANIZATION SO THAT THE ELIGIBLE CANDIDATE CAN BE SELECTED
SELECTION – IT INVOLVES ELIMINATING THE UNSUITABLE CANDIDATES THROUGH THE PROCESS OF TESTS OR INTERVIEWS
AND IDENTIFYING THE SUITABLE ONES , WHICH ARE BEST FIT FOR THE POSITIONS.
HIRING – PROCESS OF OFFICIALLY OFFERING THE JOB TO THE IDEAL CANDIDATE AND GIVING THEM THE DATE OF JOINING
TRAINING AND DEVELOPMENT – SO THAT THEY BECOME MORE EFFICIENT IN THEIR WORK AND HANDLE FUTURE
CHALLENGES.
2. EMPLOYEE REMUNERATION AND BENEFITS ADMINISTRATION – DECIDING UPON SALARIES AND WAGES ,
INCENTIVES , FRINGE BENEFITS ETC
3. PERFORMANCE MANAGEMENT
REFERS TO APPRAISING THE PERFORMANCE OF THE EMPLOYEES AND ENHANCING IT
MEANT TO ENSURE THAT THE ORGANIZATIONAL GOALS ARE MET WITH EFFICIENCY ( PROVIDE
REMUNERATION)
THERE SHOULD BE PROPER MANAGEMENT OF THE WORK DONE AND THE FUTURE GOALS.
4. EMPLOYEE RELATIONS
THERE SHOUD BE SOUND RELATION BETWEEN THE EMPLOYEE AND THE ORGANIZATION .
VARIOUS FACTORS MOTIVATE AS WELL AS DEMOTIVATE THE EMPLOYEES TO STICK WITH THE
ORGANIZATION
FACTORS- LABOR LAW AND RELATIONS , WORKING ENVIRONMENT , EMPLOYEE HEALTH AND SAFETY ,
EMPLOYER EMPLOYEE CONFLICT MANAGEMENT
STRUCTURE OF THE HR DEPARTMENT

1) SMALL ORGANIZATIONS
HUMAN RESOURCE DIRECTOR
TRAINIG AND DEVELOPMENT MANAGER
ADMINISTRATIVE MANAGER
LABOUR RELATIONS MANAGER
1) LARGE ORGANIZATIONS
VICE PRESIDENT TO HR
LABOUR RELATIONS MANAGER
TRAINING AND DEVELOPMENT
SAFETY AND HEALTH MANAGER
RECRUITMENT MANAGER
MANPOWER PLANNING MANAGER
COMPENSATION MANAGER
HR GOVERNANCE
HUMAN GOVERNANCE (KNOWN AS SELF-GOVERNANCE) IS CITED TO BE THE
BEST FORM OF GOVERNANCE. THIS IS A SYSTEM IN WHICH INDIVIDUALS OR
TEAMS REGULATE THEIR OWN AFFAIRS. TO ACHIEVE THIS LEVEL OF
GOVERNANCE, AN INDIVIDUAL OR TEAM HAS TO HAVE THE MATURITY
EMBEDDED IN THE PRINCIPLES OF RESPONSIBILITY AND ACCOUNTABILITY.
THERE ARE ALSO A NUMBER OF KEY PREREQUISITES THAT NEED TO BE IN
PLACE TO MAKE HUMAN GOVERNANCE WORK, INCLUDING A HIGH LEVEL OF
EDUCATION AND SKILLS, EMPLOYEE EMPOWERMENT, ACTIVE CITIZENSHIP, LOW
LEVELS OF FRAUD, CORRUPTION AND OTHER TYPES OF UNETHICAL
PRACTICES.
HR GOVERNANCE HELPS ENSURE THAT RECRUITMENT AND
SELECTION PROCESSES ARE TRANSPARENT, OBJECTIVE, AND MERIT-
BASED. IT ALSO PROMOTES DIVERSITY AND INCLUSION IN THE
RECRUITMENT PROCESS, WHICH CAN LEAD TO A MORE DIVERSE AND
INCLUSIVE WORKPLACE
WHAT ARE THE TOPICS OF HR GOVERNANCE?

THIS INCLUDES ISSUES SUCH AS EMPLOYER BRANDING AND

CONSIDERATIONS RELATING TO AN ORGANIZATION'S VISION,
MISSION AND VALUES, AS WELL AS ITS OVERALL PERSPECTIVES ON
EMPLOYMENT AT THE ORGANIZATION, INCLUDING STRATEGIES AND
PHILOSOPHIES AROUND COMPENSATION, TALENT MANAGEMENT AND
EMPLOYEE RELATIONS.
 FOUR BASIC PILLARS
1) DEVELOPING HUMAN RESOURCES POLICIES
2)IMPLEMENTIG AND ADHERING TO THE POLICIES
3) REVIEWING AND UPDATING POLICIES
4) MAKING SURE THAT HUMAN RESOURCES EXPERTISE IS REPRESENTED AS PART OF THE SKILL SET OF THE
BOARD OF DIRECTORS
THANK
YOU