HUMAN RESOURCE

MANAGEMENT:
AN OVERVIEW
Human Resource
Management

 HRM is concerned with people

dimension in management
Human Resource
Management
It is the Procurement,
Development, Compensation,
Integration, Maintenance and
separation of HR
To
Attain Individual, Organizational &
Social Objectives
Nature of HRM
Inherent part of Management
Pervasive Function
Basic to all Functional areas
People Centered
Personnel Activities or Functions
Continuous Process
Based on Human Relations
Objectives of HRM
SocietalObjectives
Organizational Objectives
Functional Objectives
Personal Objectives
Model of HRM by ASTD
Trainingand Development
Organization Development
Organization/Job Design
Human Resource Planning
Selection and Staffing
Personnel Research & Information
System
Compensation/Benefits
Employee Assistance
Union/Labor Relations
Human Resource Management
Functions

Staffing

Employee Human
& Labor Resource
HUMAN RESOURCE
Relations Development
MANAGEMENT
FUNCTIONS

Safety & Compensation

Health & Benefits
Staffing

 Job Analysis
 Human Resource Planning
(HRP)
 Recruitment
 Selection
Human Resource
Development
 Training
 Development
 Career Planning
 Career Development
 Performance Appraisal
Compensation & Benefits
Pay - Money that a person receives
for performing a job

Benefits - Financial rewards in

addition to base pay

Nonfinancial Rewards
 The Job
 The Environment
Safety and Health
 Safety - Involves protecting
employees from injuries caused by
work-related accidents

 Health - Refers to the employees'

freedom from illness and their general
physical and mental well-being
EMPLOYEE AND LABOR RELATIONS
Interrelationships of HRM
Functions

 All HRM functions

are interrelated

 Each function
affects other
areas
Significance of HRM
PolicyFormulation
Advisory Role
Linking Pin Role
Representative Role
Decision Making Role
Mediator Role
Leadership Role
Welfare Role
Research Role
THE HUMAN RESOURCE FUNCTION IN
ORGANIZATIONS OF VARIOUS SIZES
The Human Resource Function
in a Small Business

M a n a g e r/
O w ner

S a le s O p e r a t io n s F in a n c e
HR in Small Businesses
 Seldom Have a Formal HR Unit

 Other Managers Handle HR

Functions

 Focuses on Hiring & Retaining

Capable Employees
The Human Resource Function
in a Medium-Sized Business

P re sid e n t
S a le s O p e ra tio n s F in a n c e H u m a n R e s o u rce
M anager M anager M anager M anager
 HR in a Medium-Sized Firm

 Little specialization

 HR Manager is essentially the

entire department
The Human Resource Functions
in a Large Firm
P r e s id e n t
M a r k e t in g O p e r a t io n s F in a n c e HR
M anager M anager M anager M anager

M anager M anager
T r a in in g a n d C o m p e n s a t io n &
D e v e lo p m e n t B e n e fit s
M anager M anager
Labor S t a ffin g
R e la t io n s
M anager
S a fe ty &
H e a lth
Traditional Human Resource
Functions in a Large-Sized Firm

 Separate sections are often created

 Placed under an HR Manager
 Each HR function may have a
supervisor & staff
 HR Manager works closely with top
management in formulating policy
A New and Evolving HR Organization for
Large-size Firms

 Performance in Five
Functional Areas
 Outsource
 Shared Service
Centers
 Line Managers
Have More HR
Authority
 Example of a New and Evolving
HR Organization for Large Firms

P re s id e n t a n d C E O

H u m a n R e s o u rc e M a n a g e r S a fe ty a n d H e a lth M a n a g e r

T ra in in g a n d D e v e lo p m e n t C o m p e n s a tio n B e n e fits
O u ts o u rc e d
S h a re d S e rv ic e C e n te r
HUMAN RESOURCE
EXECUTIVES, GENERALISTS
AND SPECIALISTS
Qualities
Physical
Mental
Moral
Educational
Technical
Experience
 Characteristics of an HR
Head

 Monitor the entire function of HR

 Performs One or More HR Functions
 A Top-Level Manager
 Reports Directly to the Corporation's
CEO
 Characteristics of an HR
Generalist

 Often an Executive

 Performs Tasks in Various HR

Related Areas
 Involved in Several or all of the
Five HRM Functions
 Characteristics of an HR
Specialist

 May be an HR Executive, Manager,

or Non-Manager
 Typically Concerned with Only One
of the Five Functional Areas
PROFESSIONALIZATION OF
HUMAN RESOURCE
MANAGEMENT
 The Nature of a
Profession
 Existence of a Common Body of
Knowledge

 A Procedure for Certifying Members of a

Profession

 Performance Standards are Established by

Members of a Profession
 A Profession is -
A body of Specialized Knowledge

Recognized Educational Process of acquiring it.

A Standard of qualifications governing admission

to the profession

Standards of conduct governing the relationship of

the practitioners with client, colleagues and the
public.
A Profession is -
An acceptance of the social responsibility
inherent in an occupation and the public
interest.

An association or society devoted to the

advancement of the social obligation as
distinct from the economic interests of the
group.
HR Professional Groups
 Society for Human Resource Management

 American Society for Training and

Development

 International Personnel Management

Association

 WorldatWork

 Human Resource Certification Institute