INTRODUCTION TO HRM MANAGEMENT

BY- ARUNPREET KAUR

&
K
KANIKA KAPOOR
Meaning of HRM

HRM is a management function that

helps organisation to recruit, select,
train, develop and manage its
members. Simply stated, HRM is all
about management of people in the
organisation from Recruitment to
Retirement. HRM refers to set of
programs, functions, and activities
designed and carried out in order to
maximise both employee as well as
organisational effectiveness
 Definition of HRM

“HRM is planning, organizing,

directing and controlling of the
procurement, development,
compensation, integration,
maintenance and separation of
human resources to the end that
individual, organizational and
social objectives are
accomplished.”
Definition of HRM

“HRM is concerned with the people

dimensions in management. Since
every organization is made up of
people, acquiring their services,
developing their skills, motivating
them to higher levels of performance
and ensuring that they continue to
maintain their commitment to the
organization are essential to
achieving organizational objectives.
This is true, regardless of the type of
the organization – government,
business, education, health,
 Features of HRM

 Managing People.
 People oriented process.
 Develops employees potentialities.
 Integral part.
 Continuous activity.
 Secures Co-operation.
 Future Oriented.
 Challenging function/activity.
Who Is an HR Manager?

 In the course carrying out their

duties, every operating manager
is, in essence, an HR manager.
 HR specialists design processes
and systems that operating
managers help implement.
 ROLE OF HR MANAGERS
 1.Humanitarian Role: Reminding moral and ethical
obligations to employees.
 2.Counsellor: Consultations to employees about
marital, health, mental, physical and career problems.
 3.Mediator: Playing the role of a peacemaker during
disputes, conflicts between individuals and groups or
management.
 4.Spokesman: To represent the company in Media
and other forums because he has better overall picture
of his company’s operations.
 5.Problem Solver: Solving problems of overall human
resource management and long-term organizational
planning.
 6.Change Agent: Introducing and implementing
institutional changes and installing organizational
development programs
 7.Management of Manpower Resources: Broadly
concerned with leadership both in the group and
individual relationships and labour-management
relations.
Managerial Functions of HR Manager

 1. Planning: Research and plan

about wage trends, labour market
conditions, union demands and
other personnel benefits.
Forecasting manpower needs etc.
 2. Organizing: Organizing
manpower for the achievement of
organizational goals and objectives.
 3.Staffing: Recruitment & Selection
Managerial Functions of HR Manager

 4.Directing: Issuance of orders and

instructions, providing guidance and
motivation to managers and employees.

 5.Controlling: Regulating personnel

activities and policies according to plans.
Observations and comparisons of deviations
 Operational Functions of HR Manager
 1.Procurement: Planning, Recruitment
and Selection, Induction and Placement
 2.Development: Training, Development,
Career planning and counselling.
 3.Compensation: Wage and Salary
determination and administration
 4. Integration: Integration of human
resources with organization.
 5.Maintenance: Sustaining and improving
working conditions, retentions, employee
communication
 6.Separations: Managing separations
caused by resignations, terminations, lay
offs, death, medical sickness etc.
Challenges of a HR Manager
 Challenges relating to Recruitment,
Selection and Development of Manpower
 Challenges related to industrial relations.
 Challenges related to welfare facilities
 Challenges related to Manpower
management.
 Challenges relating information collection,
storage and ready availability when
required.
Challenges of a HR Manager
 Challenges relating to research on
personnel management.
 Challenges related to expansion,
Modernization, and automation.
 Challenges related to collective bargaining.
 Challenges related to execution of
personnel policies.
 Challenges related to trade union activities.
THANK YOU..