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PERSONNEL AND

HUMAN
RESOURCES
MANAGEMENT
 Mr. N.R. Narayana Murthy,

“You must treat your employees with respect


and dignity because in the most automated
factory in the world, you need the power of
human mind. That is what brings in innovation. If
you want high quality minds to work for you, then
you must protect the respect and dignity.”
CHAPTER 1
INTRODUCTION TO
PERSONNEL AND
HUMMAN
RESOURCE
MANAGEMENT
DEFININTIONS:
 HRM = HUMAN RESOURCE MANAGEMENT
 HRD = HUMAN RESOURECE DEPARTMENT
 HUMAN : the skilled workforce in the
organization
 RESOURCE : refers to limited availability or
scarce
 MANAGEMENT refers to the maximize or proper
utilization and make best use of limited and a
scarce resource
INTRODUCTION TO PERSONNEL AND
HUMMAN RESOURCE MANAGEMENT
 Management Functions and Human Resource
Management
 What is Human Resource Management?
 The Central Functions of Human Resource
Management
 The External Environment of HRM
 Personnel Management vs Human Resource
Management
 Organizing The HRM Department
Management Functions and Human
Resource Management
 Management : is the process of working with
through people in the achievement of
organizational objectives.
 Human resource is part of MANAGEMENT.
 Things to be considered in MANAGEMENT:
PLANNING
ORGANIZING
LEADING
CONTROLLING
Things to be considered in MANAGEMENT:
 PLANNING:
Is that management functions involved in setting goals and objectives of
the Organization.
 ORGANIZING
◦ is the mobilization of the huan and nonhuman resources of the
organization to put into effect.
 LEADING
◦ “getting people to go to work willingly and effectively.”
◦ It concerned with how managers direct and influence subordinates,
getting others too perform essential tasks.”
 CONTROLLING
◦ IS TO ENSURE that the goals are met with it, the cycle of management
functions become complete.
What is Human Resource Management?
 HRM is that management function concerned
with making sure the human component of the
organization is able to achieve goals assigned
to it.
 HRM addresses the concern about men. And it
is believed that men is the most difficult t
manage.
The Central Functions of Human
Resource Management
 Staffing : refers to that function which locates
competent employees and getting them to work
for the organization.
◦ MAJOR ACTIVITIES OF STAFFING :
 Strategic human resource planning
 Recruitment
 selection
 Training and Development : is the acquisition of
skills, knowledge, and attitudes which enable
people to achieve their current and future
individual and corporate objectives.
The Central Functions of Human
Resource Management
 Motivation : refers to the process of activating
behaviour, sustaining it, and directing it towards a
particular goal.
 MAJOR ACTIVITIES IN MOTIVATION:
 MOTIVATION AND JOB DESIGN
 PERFORMANCE EVALUATION
 REWARDS AND COMPENSATION
 EMPLOYEE BENEFITS
 Maintenance : It ensures employee retention and the
motivation for more and better productivity.
 Safety
 Health
 Communication program
REVIEW:
 What is Management?
 Define HRM
 4 Things to be considered in
MANAGEMENT
 Enumerate The Central Functions of
Human Resource Management
The External Environment of HRM
ECONOMIC FORCES
GOVERNMENT LEGISLATION
ADVANCES IN TECHNOLOGY
LABOR UNIONS
MANAGEMENT THOUGHT
PERSONNEL MANAGEMENT VS HUMAN
RESOURCE MANAGEMENT
 MODERN MANAGEMENT to HUMAN
RESOURCE MANAGEMENT
 HRM is now viewed its composing of the
following:
1. PERSONNEL MANAGEMENT ACTIVITIES
2. A VIEW THAT REGARDS
 A people as the major organizational asset.
 Workers as instinctively willing and able to be
developed
3. INTEGRATION OF THE PERSONNEL
MANAGEMENT FUNCTION INTO THE
STRATEGIC MANAGEMENT OF THE
ORGANIZATION PRACTICES THAT COVER
VARIOUS CONCERNS AS FOLLOWS:
 Recruitment and staff turnover
 Promotion and career development
 Rewards and Benefits
 Management culture
ORGANIZING THE HRM DEPARTMENT
Several factors that affects the
Structure and size of organization:
1. Available of resources
◦ Resource play an important role in the
structure.
2. Number of company employees
3. Philosophy of Management
Figure 1 HRM FUNCTION IN A SMALL
ORGANIZATION
Performing the
HRM function in

Owner/Manager addition to other


functions

Worker Worker Worker


FIGURE 2 : HRM FUNCTION IN A
GROWING ORGANIZATION
MANAGER

HRM
ASSISTANT

SUPERVISOR SUPERVISOR SUPERVISOR


FIGURE 3: A FULL-BLOWN HRM
DEPARTMENT IN A LARGE
ORGANIZATIONN
VICE PRESIDENT HUMAN RESOURCE

HUMAN RESOUCE ASSISTANT

MANAGER OR EMPLOYEE and LABOR RELATIONS


MANAGER OF TRAINING and DEVELOPMENT
Personnel Assistant
TRAING SPECIALIST

MANAGER OF HUMAN RESOURCES PLANNING and EDITOR OF EMPLOYEE COMMUNICATIONS


STAFFING PUBLICATIONS CORRESPONDENT
EMPLLOYMENT REPRESENTATIVES PUBLICATIONS TECHNICIAN
RECEPTIONIST

MANAGER OF COMPENSATION and BENEFITS MANAGER OF LOSS PREVENTION


BENEFITS SUPERVISOR SECURITY OFFIICES
INSURANCE CLERK INSURANCE ANALYST
COMPENSATION ANALYST SECRETARY
SUMMARY
The objectives of any organization may be
achieved depending on the motivation and
ability of its individual members. Providing the
organization with the right members is the
responsibility of human resource management.
HRM is a function that has evolved from the
traditional personnel management concept.
Basic management functions: planning,
organizing, leading and controlling.
 HRM defined as that function concerned with
making sure that executives and employees of
the organization are able to achieve the goals
expected of them.
 The central functions of HRM: staffing, training
and development, motivation and
maintenance.
 The external environment affects HRM:
ECONOMIC FORCES, GOVERNMENT
LEGISLATION, TECHNOLOGICAL ADVANCES,
LABOR UNIONS, * MANAGAMENT THOUGHT.
 TheHRM is organized depending on
the availability of resources, number
of employees and management
philosophy.