HUMAN RESOURCE

MANAGEMENT

BY:-
KANIKA
AGGARWAL
RUPAKSHI
SAKHUJA
HUMAN RESOURCE MANAGEMENT
Human resource management is the strategic and coherent approach to the
management of an organisation’s most valued assets-the people working there
who individually and collectively contribute to the achievement of the objectives
of business. It is the effective use of people to achieve both organizational and
individual goals by effective recruitment, selection, development, compensation,
and training by organizations. According to Flippo, Human resource
management is “Planning, organising, directing and controlling of the
procurement, development, compensation, integration, maintenance and
reproduction of human resources to end that individual, organisational and
societal objectives are accomplished.” In simple words, HRM means employing
people, developing their capacities, utilizing, maintaining and compensating
their services in tune with the job and organizational requirement.
 NEED FOR HRM
 The Human Resources function provides significant support and advice

to line management. The attraction, preservation and development of

high caliber people are a source of competitive advantage for our
business, and are the responsibility of HR.
 With the help of HRM, loyalty can be developed and maintained in the

employees and we can motivate employes to work effectively and

efficiently for the achievement of organisational goals.
 Another challenge facing Organizations is to handle legal

pressures relating to employee related laws of new types like

gender bias, racial or caste bias in employment, sexual
harassment, ethical issues.
 DIFFERENCE BETWEEN HRM AND
PERSONNEL MANAGEMENT
Basis of difference Personnel
management
a) Meaning It employs persons of an
organisation.
Management of these
people is called
personnel management.
b) Nature It is traditional, routine,
maintenance oriented,
administrative function
c) Treatment/function It is treated as an
important auxiliary
function
Human resource
management
Hrm is the management
of employee’s knowledge,
aptitudes, abilities,
talents, creative abilities
and skills and
competencies.
It is continuous, on going
development function
aimed at improving
human processes.
It is treated as an
important strategic
management function
Basis of difference Personnel Hrm
Dependency It is an independent It is not considered in
function with sub isolation from the larger
functions organisation and must
take into account the
linkages and interfaces
Responsibility It is the exclusive It is a concern of all
responsibility of managers in the org
personnel department.
Scope Pm is relatively narrow Hrm views the
with a focus on organisation as a whole
administering people. and lays emphasis on
building a dynamic
culture
Function It is concerned with It takes effort to satisfy
recruitment, selection human needs of the
an d administration of people at work that
manpower. helps to motivate
people to make their
best contribution.
Basis of difference Pm Hrm
Motivators Important motivators are It considers work groups,
compensation, rewards, challenges and creativity
job simplification etc. on the job as motivators
causes of performance Improved satisfaction is In hrm performance is
considered to be the the cause and satisfaction
cause of improved is the result.
performance
Employees entity Employees are treated as Employees are treated
economic unit as his not only as economic unit
services are exchanged but also as a social and
for wages/salary psychological entity
Emphasise Pm’s angle is that the Hrm angle emphasise on
employees should be mutual benefits both of
used mostly for emplyees and their
organisational benefits families and also the
and profits company
Nature OF HRM
Human Resource Management is a process of bringing people and organizations
together so that the goals of each are met. The various features of HRM include:
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for competent
and well-motivated employees.
• It tries to build and maintain cordial relations between people working at
various levels in the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from
psychology, economics, etc.
SCOPE
The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower
planning, recruitment, selection, placement, transfer,
promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and
amenities such as canteens, creches, rest and lunch
rooms, housing, transport, medical assistance, education,
health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management
relations, joint consultation, collective bargaining, grievance
and disciplinary procedures, settlement of disputes, etc.
OBJECTIVES
To help the organization reach its goals.
• To ensure effective utilization and maximum development of human resources.
• To ensure respect for human beings. To identify and satisfy the needs of
individuals.
• To ensure reconciliation of individual goals with those of the organization.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated employees.
• To increase to the fullest the employee's job satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its multidimensional aspect.
• To enhance employee's capabilities to perform the present job.
• To equip the employees with precision and clarity in trans¬action of business.
• To inculcate the sense of team spirit, team work and inter-team collaboration.
FUNCTIONS

INTEGRATING
INTEGRATING
FUNCTIONS
FUNCTIONS

MAINTENANCE
MAINTENANCE

COMPENSATIO
COMPENSATIO
OPERATIVE
OPERATIVE N
N

PROCUREMENT
PROCUREMENT

DEV
DEV
HRM
HRM

PLANNING
PLANNING

ORGANISING
ORGANISING
MANAGERIAL
MANAGERIAL

DIRECTING
DIRECTING

CONTROLLONG
CONTROLLONG
CASE STUDY OF TATA MOTORS
ON HOW THEY BECOME NO.1 COMPANY FROM
NO.2
Proper utilization of assets.
Motivating people to work hard
Selective hiring
Job fitting
Training program
Better working environment
HR PHILOSOPHY
Caring, show respect, compassion and humanity for colleagues
Work cohesively with colleagues across
Encourages self-sufficiency
Employees relative at pune have been encouraged to form various industrial
cooperatives engaged
The tata motors grihini social welfare society caters to employees women
dependents
Executive Selection Scheme (ESS)-ESS is a fast track programme for accelerated
growth of high potential professionals. This facilitates their early advancement to
challenging and visible assignments through a very systematic procedure.
Candidates selected gain a huge lead in terms of promotion and learning. They
are promoted to Manager's level thereby saving almost10 to 13 years of work time.
The successful candidates are relieved fromtheir current jobs and put on various
projectbased training programme
Hr policy
If the candidates do not possess
management education, they undergo a
4 months MEP at IIM, Ahmedabad.
The HR-Training Division of Tata Motors
has also bagged the prestigious and
internationally recognized “Golden
Peacock National Training Award” in the
category of ‘Large Employer’