HUMAN RESOURCE

MANAGEMENT
INTRODUCTION
 “Human Resource Planning is the process by which
a management determines how an organization
should move from its current manpower position to
its desired manpower position.”

 Through planning a management strives to have

the right number and the right kind of people at
the right place, at the right time to do things which
result in both the organization and the individuals
receiving the maximum long range benefit.”
- W.Vetter
Human Resource Management
 Business houses are made or broken in the
long run not by markets or capital, patents or
equipment's but by men-L.F.Urwick

 Managing people with ‘Human approach’

 Edwin flippo defines- HRM is planning

,organizing and controlling of the human
resources for achievement of individual and
organizational objectives
Features/Nature of HRM

 Development of HR. covers all levels and all

categories – unskilled and skilled
 Applies to all types of organization
 Continuous process
 It is people oriented
 It is inter-disciplinary
Objectives of HRM
 1. Help the organisation reach its goals
 2. Employ the skills & abilities of the

workforce efficiently
 3. Provide the organisation with well trained

& motivated employees

 4. Increase to the fullest the employee's job

satisfaction & self actualization

 5. Develop & maintain a quality of work life
 6. Communicate HR policies to all employees.
 7. Ethically & socially responsive to the needs

of society.
Functions of HRM
A. Managerial Functions:
Planning, Organizing, Directing , Controlling

B. Operative Functions:
Procurement functions, Development functions,
Motivation & compensation, Maintenance,
Integration, & Separation.
Managerial Functions
 Planning – Determine the personnel programme
regarding recruitment, selection, & training to
achieve desired objectives.

 Organizing – Design structure of relationships

b/w jobs, personnel and physical factors.

 Directing – Getting people to do work willingly &

effectively thro supervision and guidance,
motivation & leadership.

 Controlling – Ensure accomplishment of plans

correctly- measure performance, review reports,
records etc.
Procurement Development Motivation & Compensation Integration Maintenance Separat

Job Analysis Training Job design Grievance re- Health & safety Retireme
dressal

HR Planning Executive Work scheduling Discipline Employee welfare Layoff

development

Recruitment Career planning & Motivation Teams & teamwork Social security Outsourc
development measures

Selection Human Resource Job evaluation Collective Discharg

development bargaining

Placement Performance appraisal Employee

participation
&
empowerment

Induction & Compensation administration Trade unions &

orientation associations

Incentives & benefits. Industrial relations

ROLE OF HR Manager
1. Administrative Roles
 Policy maker –
develop personnel policies

 Administrative expert –
record keeping, databases, processing benefits/claims,
leave, medical facilities.

 Advisor –
to line managers, grievance redressal, conflict
resolution, selection & training
 Housekeeper –
recruiting, testing, ref check, employee surveys,
salary & wage admin

 Counselor –
on various personal and professional problems

 Welfare officer –
provides & maintains canteens, hospitals, clubs,
libraries, transportation, coop societies.

 Legal consultant –
settling disputes, handling disciplinary cases,
collective bargaining.
2. Operational Roles

 Recruiter
 Trainer,

developer,
motivator
 Coordinator
 mediator
3. Strategic Roles

 Change Agent -
translate vision
statements into
meaningful format.
 Strategic partner
Duties and responsibilities of HR
managers
 Job analysis and job description
 Planning for human resource
 Recruitment and selection
 Conduct induction programmes
 Identify training needs & organise them
 Wages and salary administration
 Ensure high level of motivation.