Professional Documents
Culture Documents
Joginder Grewal
HRM
Human resource management is concerned with the development and
implementation of people strategies, which are integrated with corporate
strategies, and ensures that the culture, values and structure of the
organization, and the quality, motivation and commitment of its
members contribute fully to the achievement of its goals.
This has led to the development of the modern HRM function which is
primarily concerned with ensuring the fulfillment of management
objectives and at the same time ensuring that the needs of the resources are
taken care of.
In this way, HRM differs from personnel management not only in its
broader scope but also in the way in which its mission is defined.
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Introduction of HRM
It is therefore necessary for all managers to
understand and give due importance to the different
human resource policies and activities in the
organization. Human Resource Management outlines
the importance of HRM and its different functions in
an organization. It examines the various HR processes
that are concerned with attracting, managing,
motivating and developing employees for the benefit
of the organization.
HRM may be defined as a set of policies, practices
and programmes designed to maximize both personal
and organizational goals. It is the process of binding
people and organizations together so that the
objectives of each are achieved.
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Definition 1 – Integration
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Definition 2- Influencing
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Definition 3 Applicability
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Meaning of HRM
It is concerned with management of people
from Recruitment to Retirement
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Characteristics of Human Resource
Management
Comprehensive function: HRM is concerned with
managing people at work. It covers all types of people
at all level in the organization.
People oriented: HRM is concerned with employees
as individual as well as groups. It is the task of dealing
with human relationships within an organization. It is
the process of brining people and organizations
together so the goals of each are met.
action oriented: HRM focuses on action rather than on
record-keeping or procedures. It stress on solution on
HR problems to achieve both organizational and
personal objective.
Characteristics of Human Resource
Management
Development oriented: HRM is concerned with
developing potential of employees so that they get
maximum satisfaction from their work and give their
best efforts to the organization.
Pervasive function: It is all pervasive. It is equally
useful and necessary in government armed forces, sports
and the like.
Continuous function: HRM is an ongoing and never
ending exercise. It can not be practiced only one hour
each day or one day a week.
Individual-oriented: Under human resource management,
every employee is considered as individual so as to
provide services and programmes to facilitate employee
satisfaction and growth.
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Characteristics of Human Resource
Management
Future oriented :- HRM is concerned with helping
an organization achieve, in the future by providing
for competent and well-motivated employees.
Challenging function: Managing HR is a
challenging job due to the dynamic nature of
people. People have sentiments and emotions so
they cannot treated like machines.
science as well as Art: HRM is science as it
contains an organized body of knowledge
consisting of principle and techniques. It is also an
art because it involves applications of theoretical
knowledge to the problems of HR.
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Objectives of HRM
To help organization attain its goals by providing well trained and well
motivated employees.
To employ the skills and knowledge of employees efficiently and
effectively, i.e., to utilize HR effectively.
To enhance job satisfaction of employees by encouraging and assisting
every employee to realize his full potential.
To establish and maintain productive, self-respecting and internally
satisfying working relationship among all the members of the
organization.
To bring about maximum development of individuals by providing
opportunities for training and development.
To maintain high morale and good HR within the organization.
To develop and maintain a quality life (QWL) which makes
employment in the organization a desirable personal and social situation.
To recognize and satisfy individual needs and group goals by offering
appropriate monetary and non-monetary incentives.
Importance of Human Resource Management
Organization Significance:
1. Good human resource practice can help in
attracting and retaining the best people in the
organization.
2. Developing the necessary skills and right attitudes
among the employees through training, development,
performance appraisal, etc.
3. Securing willing cooperation of employees through
motivation, participation, grievance handling, etc.
4. Effective utilization of available human resources.
5. Ensuring that enterprise will have in future a team
of competent and dedicated employees.
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Importance of Human Resource Management:
Social Significance:
i. Employment opportunities multiply.
ii. Eliminating waste of human resources through
maintenance of physical and mental health.
iii. Scare talents are put to best use. Companies
that pay and treat people well always race ahead
of others and deliver excellent results.
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Importance of Human Resource Management
Professional Significance:
1. Developing people on continuous basis to meet
challenge of their job.
2. Promoting team-work and team-spirit among
employees.
3. Offering excellent growth opportunities to people
who have the potential to rise.
4. Providing environment and incentives for
developing and utilizing creativity.
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Major Functions of the HRM
Staffing
Motivation
Maintenance
Functions of HRM
Managerial Operative
Function Function
Planning
Procurement
Organizing Development
Compensation
Directing
Integration
Controlling
Maintenances
Procurement: It is concerned with securing and employing
the right kind and proper number of people required to
accomplish the Org. objectives.
Job Analysis
HR Planning
Recruitment
Selection
Placement
Induction
Transfer
Promotion
Separation
Development: HRD is the process of improving the
knowledge, skills, aptitude and values of employees so
that they can perform the present and future jobs
more effectively.
Performance Appraisal
Training
Executive Development
Job Evaluation
Motivation
Job Satisfaction
Grievance Redressal
Collective Bargaining
Conflict Management
Employees’ Partiicipation
Discipline
Maintenance: It is concerned with protecting and
promoting the physical and mental health of employees.
Health
Safety
Social Security
Welfare Schemes
HR Records
Employment / Staffing
Staffing - Process through which organization ensures it always has
proper number of employees with appropriate skills in right jobs at right
time to achieve organizational objectives.
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Job Analysis is of two forms:
Job Description
Critical skills required for the job
Tasks or performance standard,
Responsibilities and disciplinary procedures
Service condition of the job
Pay rates
Job Specifications
Describes the requirements of the person for the job
Abilities
Educational qualifications
Special physical and mental skills
Training
Experience and others
Recruitment
Initial attraction & screening of applicants.
Internal Sources
Job Posting
Succession Plans
Referrals
External Sources
Ads
Internet
Hiring
This is the process of appointing the person selected for a particular job.
Induction
Welfare Administration
Medical facilities
Canteen facilities
Housing facilities
Transport facilities
Recreation facilities
Loan facilities
Educational facilities
Various Incentive schemes/clear view of retirement benefit
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Health and Safety Administration
Employees who work in safe environment and enjoy good health are
more likely to be productive and yield long-term benefits to
organization.
Social security measures are provided such as; PF, Pension plans,
gratuity, maternity benefits disablement allowances, group
insurance etc.
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Scope of HRM
Setting general and specific management policy for
organizational relationship, and establishing and
maintaining a suitable organization for leadership
and cooperation.
Collective bargaining, contract negotiation,
contract administration and grievance handling.
Staffing the organization,finding,geeting and
holding prescribed types and number of workers.
Developing and maintaining motivation for workers
by providing incentives.
Reviewing and auditing manpower management in
the organization.
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Scope of HRM
HRM in Personnel Management: This is typically direct
manpower management that involves manpower
planning, hiring (recruitment and selection), training
and development, induction and orientation, transfer,
promotion, compensation, layoff and retrenchment,
employee productivity. The overall objective here is to
ascertain individual growth, development and
effectiveness which indirectly contribute to
organizational development.
It also includes performance appraisal, developing new
skills, disbursement of wages, incentives, allowances,
traveling policies and procedures and other related
courses of actions.
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Scope of HRM
HRM in Employee Welfare: This particular aspect of HRM deals with
working conditions and amenities at workplace. This includes a wide
array of responsibilities and services such as safety services, health
services, welfare funds, social security and medical services. It also
covers appointment of safety officers, making the environment
worth working, eliminating workplace hazards, support by top
management, job safety, safeguarding machinery, cleanliness,
proper ventilation and lighting, sanitation, medical care, sickness
benefits, employment injury benefits, personal injury benefits,
maternity benefits and family benefits.
It also relates to supervision, employee counseling, establishing
harmonious relationships with employees, education and training.
Employee welfare is about determining employees’ real needs and
fulfilling them with active participation of both management and
employees. In addition to this, it also takes care of canteen
facilities, crèches, rest and lunch rooms, housing, transport,
medical assistance, education, health and safety, recreation
facilities, etc.
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Scope of HRM
HRM in Industrial Relations: Since it is a highly sensitive area, it
needs careful interactions with labor or employee unions,
addressing their grievances and settling the disputes effectively in
order to maintain peace and harmony in the organization. It is the
art and science of understanding the employment (union-
management) relations, joint consultation, disciplinary procedures,
solving problems with mutual efforts, understanding human
behavior and maintaining work relations, collective bargaining and
settlement of disputes.
The main aim is to safeguarding the interest of employees by
securing the highest level of understanding to the extent that does
not leave a negative impact on organization. It is about
establishing, growing and promoting industrial democracy to
safeguard the interests of both employees and management.
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Difference between PM & HRM
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