Introduction to Human Resource Management

Lesson plan
Lecturer’s name: Dr T.SOWDAMINI

Duration: 1 HR

Subject/Unit: Human Resource Management

Level: Under -Graduation-BBA

Aims of lesson: To know the basics and fundamentals Human

Resource Management

Lesson objectives: Understand the meaning and definition of Human

Resource

Resources: Lecture, ppt ,Infographics,

Assessment Q&A, Chat bomb

 Assessments
MID EXAMINATIONS
COURSERA (5+5)
SUBJECT QUIZ
ROLEPLAY
CLASS PARTICIPATION (Best performer)
 COURSERA

Recruiting, Hiring, And Onboarding Employees(20hrs)

University of Minnesota
 Student Name Here

Best Performer of the class

Date Here Signature Here

Infographic
 HRM
Human Resource management is the most happening function
as of now. This is so because people offer competitive
advantage to a firm and managing people is the domain of
HRM. An organization enjoys competitive advantage when it
is the only one which can offer a product at a price and at
quality while its competitors cannot do so.
Human resource management is a relatively modern concept,
which involves arrange of ideas and practices in managing
people. Human resource is the most valuable resource in any
organization because it can function only through people.

HRM is concerned with getting better results with the collaboration of

people.
DEFINITIONS
• Edwin Flippo defines- Human Resource Management as “planning,
organizing, directing, controlling of procurement, development,
compensation, integration , maintenance and separation of human
resources to the end that individual, organizational and social
objectives are achieved.”
• George R. Terry, “Human resources management is concerned with
the obtaining and maintaining of a satisfactory and satisfied work
force.”
Why do we call it as Human Resource
Management?
• Human: refers to the skilled workforce in an organization.
• Resource: refers to limited availability or scarce.
• Management: refers  how to optimize  and make best use of such limited or scarce resource so
as to meet the organization goals and objectives.
Therefore, human resource management is meant for proper utilisation of
 available skilled workforce and also to make efficient use of existing human
resource in the organisation.
Today many experts claim that machines and technology are replacing human
resource and minimizing their role or effort.
Therefore humans are crucial assets for any organisation, although today many
tasks have been handing over to the artificial intelligence but they lack judgement
skills which cannot be matched with human mind.
 Evolution of an employee
Past      Future

Work 9 to 5      Work anytime

 Work in an office  Work anywhere and from anywhere

 Use company equipment  Use your own modern gadgets and requirements

focused on inputs   Focused on outputs

 Climb the corporate ladder  Create your own ladder for career

 Pre-defined work  Customized work

Hoards information            Shares information

 No voice  Can become a leader

 Focused on knowledge  Focused on adaptive learning
 UNIT-I
• Introduction: Nature, scope and significance of HRM - Evolution of
HRM – Recent trends in HRM – Functions of HRM – Challenges of HR
managers
 LESSON PLAN
Lecturer’s name: Dr T.SOWDAMINI

Duration: 1 HR

Subject/Unit: Human Resource Management

Level: Under Graduation-BBA

Aims of lesson: To know the basics and fundamentals Human

Resource Management

Lesson objectives: Understand the meaning and definition of Human

Resource

Resources: Lecture, ppt ,Infographics,

Assessment Q&A, Chat bomb

 COURSERA
Tile of the course Offered By

Recruiting, Hiring, and Onboarding Employees University of Minnesota 

What you will learn from this course
No .Of Hours to Complete
No of weeks
Finding and hiring the right people is often cited as
the number one concern of businesses today. It
seems we are all competing for the best and
brightest workers. As you will see in our time
together in the second course, a critical component
of the People Manager Value Proposition is to hire
talented people who enable the organization to
achieve its strategic goals. This course is an
introduction into the topic of recruitment, selection
and onboarding.
20hrs
4 WEEKS (SEPT 20TH-OCT-20TH)

Assessment Certificate submission 5M,QUIZ-5M

Nature of Human Resource Management (HRM)
• Pervasive Function: HRM is practiced at all levels of management and
applies to all kinds of organisations, even to non-profit organisations.
• Result Oriented: It aims at achieving organisational objectives
through the optimum utilisation of human resources.
• Tactful Approach: HRM deals with the people who are distinct from
one another; thus the manager needs to apply diverse strategies and
tactics at different point of time and in different situations.
• People-Centric: Human resource management is concerned majorly
with the employees working in an organisation.
• Integrative Action: It focuses on maintaining cordial relations among
the employees at different levels and also addresses employee
grievances.
• Continuous Process: HRM is an ongoing process of procurement,
development and redirection of personnel towards the organisational
goals. It cannot be completed in a day, a week or a month.
 Scope of Human Resource Management
Personnel Aspect
HR planning
Recruitment and selection
Induction
Training and Development
Performance appraisal
Motivation
2. Welfare Aspect
Working conditions
Amenities (canteen, rest rooms )
Health and safety
Transport
3. Industrial Relation Aspect
Grievance redressal
Collective bargaining
Dispute settlement
Societal Objectives: HRM is essential to comply with the laws of the society
such as labour law or reservation system. It is obligatory for any organisation
to fulfil its ethical and social responsibilities which can be done only through
HRM.
Organisational Objectives: In an organisation, human resource management
is not an independent unit, but it is a department which aims at facilitating
the other departments of the organisation to function smoothly.
Functional Objectives: HRM ensures that every department is supplemented
with the employees possessing the required set of skills and talent, at the
desired cost. It also provides for the optimum utilisation of the human
capital.
Personal Objectives: To ensure employee’s long-term association with the
organisation and to enhance employee’s commitment and contribution
towards the organisation, HRM helps the employees to reach their personal
goals.
 Lesson plan
Lecturer’s name: Dr T.SOWDAMINI

Duration: 1 HR

Subject/Unit: Human Resource Management

Level: Under Graduation-BBA

Aims of lesson: To know about evolution of HRM

Lesson objectives: Understand the transition of HRM to SHRM

Resources: Lecture, ppt ,

Assessment Q&A, CROSSWORD

1800 BC minimum wage rate and incentive plans were included in
Babylonian code of Hammurabi
Kautilya’s Arthasastra specifies that there existed systematic
management of people as early in 320 BC
In India the origin of HRM in India traced to the beginning of 20 th
century with labour welfare in factories since 1920
1931 “The royal commission on labor – removal of jobber system and
appointment of labour officer to settle disputes and grievences
After Independence The Factories Act 1948 ,laid down the
qualifications and duties of welfare officers where the firm employs
500 or more workers.
Institute of Labour Management merged as NIPM( National Institute of Personal
Management)
After the second world war and Independence , during 1960’s the personeel
function got expanded with addition of three areas
Labour welfare
Industrial relations
Personeel administration
All these three integrated into a profession called Personnel Management
Later professionalism in managing became quite visible in 1970’s and there was a
shift from welfare approach to efficiency approach .
Then the approach shifted to Human Resource Management in 1990’s mainly
focused in human resource development,
Since 2000’S it was transformed as Strategic HR , by being a strategic partner in
decision making
 Difference between personnel management and HRM
Basis of comparison PERSONNEL MANAGEMENT
Meaning The aspect of management that is
concerned with the work force and
their relationship with the entity is
known as Personnel Management.
HRM
The branch of management that
focuses on the most effective use of
the manpower of an entity, to achieve
the organizational goals is known as
Human Resource Management.

Approach Traditional Modern

Treatment of manpower Machines or Tools Asset

Decision Making Slow Fast

Job Design Division of Labor Groups/Teams

Focus Primarily on mundane activities like Treat manpower of the organization

employee hiring, remunerating, as valued assets, to be valued, used
training, and harmony. and preserved.
ACTIVITY
 Recent trends in HRM
• Promote Diversity and Inclusion:Company culture plays a pivotal role to provide a
positive experience to its employees. With employees belonging to diverse races,
ages, genders, sexual orientations, and cultures, industries ought to make their
employees feel that they belong to a community. 
• The Trend of Work From Home (WFH):The Coronavirus pandemic has altered the
paradigms of business domains worldwide. many corporations are offering remote-
work as a full-time opportunity. With this, HR departments need to adapt to new
workplace settings to keep the employees engaged and on track. 
• Cultivate Critical Thinking, Soft Skills, Digital Skills:The 21st century calls for HR
personnel to look for a combination of power skills in the workforce. Search for
applicants with digital skills like data analytics and digital literacy. 
• Assess critical thinking skills like strategic thinking and conflict management. Soft skills
like emotional intelligence and creativity are considered a priority by businesses these
days for the humanistic work environment.
• Employee Wellness Programs:With the fast-paced work culture and competitive race,
stress levels of employees have been on the rise. To keep their mental health intact, HR
practitioners should advance workplace wellness programs to strengthen employee’s
wellbeing to have a work-life balance. Build motivated, engaged, and loyal employees who
are cared for and nurtured. 
• Artificial Intelligence (AI) and Machine Learning:AI-based algorithms such as applicant
tracking software, combined with an increase in cloud-computing, can assist HR
professionals in the recruitment of candidates and streamline workflow. AI aids HR to
manage onboarding, integration, employee training, performance, reporting, payroll, and
data administration. Integrate Robotic process automation (RPA) to encompass skills like
chatbots, natural language processing (NLP), and machine learning to access the data.
• Creativity in Recruitment and Learning Management System (LMS) for Training:Assimilate
learning management system or tools to facilitate training and workshops To cultivate
future talent via the internet. Some LMS include Bridge, GoSkills, Absorb, and Moodle.
Further, incorporate mentoring programs to escalate the retention rates of the employees. 
• Gig Economy:Employees are opting out of the 9-5 work schedule to side hustle in addition
to day jobs. Others, like freelancers and consultants, like to work for themselves 100% of
the time. HR practitioners and team leaders must look for new ways to keep their working
forces efficient and agile with this changing trend. 
 Video presentation
https://www.youtube.com/watch?v=LVYGwesKvMk
Advisory Advisory Functions
• Top Management Advice: HR Manager is a specialist in Human
Resource Management functions. She/he can advise the top
management in formulating policies and procedures. He/she can also
recommend the top management for the appraisal of manpower
which they feel apt. This function also involves advice regarding
maintaining high-quality human relations and far above the ground
employee morale.
• Departmental Head advice: Under this function, he/she advises the
heads of various departments on policies related to job design, job
description, recruitment, selection, appraisals
 Case Analysis
• SRS Ltd. is an establishment with 1000 employees in the first shift between 8-16 hours. One day
there was a heavy downpour and water submerged vast areas. Train and bus services were disrupted
in almost all localities. A few timekeepers managed to record attendance. It was found that nearly
30% of employees attended on time, 20% were two hours late, 30 % attended up to four hours late
and the rest did not attend. It was found that different groups have participated in different periods
of work on that day.
• If late-coming is condoned, then those who had been working might have to be paid extra for
shouldering greater responsibilities during the early hours in order to be fair to this group of people.
The question in the minds of the Personnel Manager was how to be equitable to all during that day
when neither the management nor the employees could be blamed for the happenings. Equal-pay-
for-equal work is the norm that contradicted with the condoning of late coming due to extraneous
factors.
• Questions
1. How can this issue be sorted out in such a manner as to create satisfaction to all the stake holders?
2. What should be done to prevent such predicaments during any similar situations in the future?
 Challenges of HR Managers
• Managing Workforce Diversity : An important challenge that human resource managers face involves
workforce diversity, i.e., the increasing heterogeneity of organisations with the inclusion of employees
from different groups such as women, physically disabled persons, retired defence personnel, backward
classes, ethnic groups, etc.Whereas globalisation focuses on differences between personnel from
different countries, workforce diversity addresses differences among people within the same country
• Meeting Aspirations of Employees Today’s workers are more careers oriented and are clear about the
lifestyle they want to lead. Considerable changes have been noted in the career orientation of the
employees. They are becoming more aware of their higher level needs and this awareness would
intensify further among the future employees. The managers would be required to evolve appropriate
techniques to satisfy the higher level needs of the employees and develop suitable plans for their career
advancement.
• Outsourcing HRM Functions: The term ‘outsourcing’ means getting some service from external service
providers or agencies rather than performing it within the organisation. This practice is called Business
Process Outsourcing (BPO). The basic feature of BPO is that companies hire out on contract those
services or tasks which fall outside the area of their ‘core competence
Management of Human Relations : Money will no longer be the sole motivating force for
majority of the workers. Non-financial incentives will also play an important role in motivating the
workforce. In short, human resources will be treated as assets which will appear in the Balance
Sheets of business organisations in future.
Dynamic Personnel Policies and Programs:Management of human resource will
receive greater attention of all managers from top to bottom. The human resource
manager would play a key role in the formulation of personnel policies, programs,
plans and strategies of the organisation. Every HR program will have to be properly
planned and directed by the human resource manager in consultation with the line
and functional managers
Creating Dynamic Work Culture: Professional dynamics will enhance its prestige and
quality of service. However, its survival and success in future will depend upon the
judicious application of knowledge and skills available.
• Competition (attracting and retaining good talent)
• Competition is not only the most important factor in business and client interactions but also the most influential and
threatening factor in HR. It is all the more difficult for small and medium enterprises since they need to compete with
big names and brands while recruiting talent.
• The challenge does not stop at recruitment, but goes beyond to retention of employees and offering the correct
benefits, exposure, opportunities, and work environment. Solution: Strong employer branding plays a crucial role in
attracting the good talent to your organization.
• Data Security and Integrity
• With the world becoming digital and employees using mobiles and other such devices at work, organizations face a high
risk of data leaks and misuse. Prohibiting use of mobile phones and other such devices at the workplace would not be a
smart step, as it would work against the organization being employee-friendly. With this, organizations struggle to keep
their data secure and balance data security and integrity with employee flexibility and freedom. Employee data leak and
misuse is as critical as client data leak and misuse.
• Change Management
• Change in an organization is inevitable in the fast-paced, ever-changing corporate world today. This change could be
structural, economical, geographical, procedural, managerial, or technological, the latter having the greatest influence
and posing the biggest challenges to HR.
• HR faces major issues of reduced employee morale and satisfaction, self-doubt, attrition, etc., during change.
Employees not being able to adapt to change can lead to the failure or death of an organization.
Report Analysis