You are on page 1of 22

HUMAN RESOURCE MANAGEMENT

Introduction
Human Resource Management is the
organizational function that deals with
issues related to people such as
compensation, hiring, performance
management, organization
development, safety, wellness, benefits,
employee motivation, communication,
administration, and training.

.

Functions of HRM Manageri al Operative .

Managerial Functions Planning Organizin g Directing Controllin g .

Appropriate steps then be planned to bring demand and supply into balance. .Planning  Planning is necessary to give the organization its goals and directions to establish best procedure to reach the goals. Planning staff levels requires that an assessment of present and future needs of the organization be compared with present resources and future predicted resources.

• • • .Organizing  After objectives have been established and plans been developed then personnel manager must design and develop organisation structure to carry out various operations. Such as- • Grouping of personnel activity Assignment of different groups of activities to different individuals Delegation according to task assigned Co-ordination of activities of different individuals .

Directing  The directing function of the personnel manager involves encouraging people to work willingly and effectively for the goals of the orgainsation. .

.Controlling  Controlling helps to evaluate and control the performance of the department in terms of various operative functions.

Operative Functions Recruitment Training & Development Remuneration Reward system Motivation Records and statistics Industrial relations Separation .

. Main forms of recruitment through advertising in newspapers. magazines. The nature of the recruitment process is regulated and subject to employment law. trade papers and internal vacancy lists.Recruitment    The process by which a job vacancy is identified and potential employees are notified.

Training and Development    Provides new skills for the employee Keeps the employee up to date with changes in the field Aims to improve efficiency .

Remuneration  Concern with determination and equitable remuneration of employees in the organisation to the goals. .

Reward system      The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays. . etc.

.Motivation  To retain good staff and to encourage them to give of their best while at work requires attention to the financial and psychological and even physiological rewards offered by the organization as a continuous exercise.

Records and statistics     Keeps employee training records Achievement records Transfer and promotion records Absenteeism and labour turnover records .

organizations and their representatives). (b) Employers (and their managers and formal organizations like trade and professional associations).  . trade union. i. e. (c) The government and government agencies.Industrial relations Good industrial relations. are difficult to define since a good system of industrial relations involves complex relationships between: (a) Workers (and their informal and formal groups. while a recognizable and legitimate objective for an organization.

Separation   Ensure the release of retirement benefits Requirements of the employee .

However.Difference between HRM and personnel management Human resource management is the new version of personnel management. . There is no any watertight difference between human resource management and personnel management. Personnel management is a traditional approach of managing people in the organization. there are some differences in the following matters. 1. Human resource management is a modern approach of managing people and their strengths in the organization.

Human resource management assumes people as an important and valuable resource for achieving desired output. development. Under human resource management. Human resource management focuses on acquisition. 3.2. Personnel management assumes people as a input for achieving desired output. motivation and maintenance of human resources in the organization. . administrative function is undertaken for goal achievement. Personnel management focuses on personnel administration. employee welfare and labor relation. Under personnel management. 4. personnel function is undertaken for employee's satisfaction.

decentralization. Under human resource management. employees are provided with less training and development opportunities. 6. Under personnel management. In personnel management. employees are provided with more training and development opportunities. decisions are made collectively after considering employee's participation.5. competitive environment etc. In human resource management. authority. . decisions are made by the top management as per the rules and regulation of the organization.

8. Human resource management is concerned with all level of managers from top to bottom. culture. Human resource management focuses on effectiveness. . Personnel management focuses on increased production and output. productivity and employee's participation.7. Personnel management is concerned with personnel manager.