WELCOME

NIRMALA ARTS AND SCIENCE COLLEGE MULANTHURUTHY

SUB : HUMAN RESOURCE MANAGEMENT

LECTURER : ANANDHU ARAVINDAN

 HUMAN RESOURCE MANAGEMENT
Meaning

• Human Resource Management (HRM or HR) is the strategic

approach to the effective management of people in a company or
organization such that they help their business gain a competitive
advantage. It is designed to maximize employee performance in
service of an employer's strategic objectives.

• Human resource management is primarily concerned with the

management of people within organizations, focusing on policies
and systems.
Definition

• The Society for Human Resource Management (SHRM) USA,

defines HRM as “the formal Structure within an Organisation
responsible for all the decisions, strategies, factors, principles,
operations, practices, functions, activities and methods related to
the management of people“.

• According to Leon C. Megginson, Franklin and Byrd, Human

Resource Management is “the performance of all managerial
functions involved in planning for recruiting, selecting, developing,
utilising, rewarding and maximising the potential human resources
in an organisation”.
Assumption of HRM (Concepts)

1. The people in an organisation are reservoirs of resources.

2. There is scope for exhaustive processing and development of these

resources.

3. The main function of HRM is to reinforce the efficiency of people

employed in an organisation and make them dexterous.

4. People are primarily motivated by challenges.

Objectives

Objectives of HRM can be studied under 4 different heads;

1. Social objectives
2. Organisational objectives
3. Functional objectives and
4. Personal objectives.

1. Social objectives
• HRM has to address the needs of the society.
• It involves honouring of societal norms, legal compliance and
cordial employer - employee relations.
• HRM to enhance the dignity of labour by providing better
employment.
2. Organisational Objectives

• HRM exists to contribute to organisational effectiveness.

• HRM aligns the employee’s skills with the present and future needs
of the organization and utilizes it towards the achievement of the
desired goal.
• It analyses the skills, abilities, qualifications, potential, capabilities
etc. of the workforce and assign them various responsibilities as per
the requirement of the job.

3. Functional objectives

• HRM has to recruit, select train, re-train and retain best people. It
covers the entire aspects related with the workforce from their
absorption to retirement.
4. Personal objectives

• HRM assists the employees in achieving their personal goals such as

career development, better earnings, secured life etc.

Nature of HRM

The salient features of HRM are as follows;

• It views people not only as an economic man but also as a social
and psychological man.
• HRM views people not as a cost of doing business but as a resource
capable for converting factors of production into wealth.
• The focal point of HRM is people. It strongly believes that all other
resources are meaningless devoid of people.
• HRM integrates HR policies with business planning.
• The responsibility of HR management is vested in the senior line
management.
• It focuses on employer-employee relations instead of employer-
trade union relations.
• HRM emphasis on the commitment and initiative of management
for enabling and empowering the workforce for best quality
performance.
• Continuous Process.
• Science as Well as an Art, Interdisciplinary (sociology, psychology).

Scope of HRM

• It establishes, directs, administers and co-ordinates the overall HR

Programmes for all the departments of the organisation.
• It encompasses all the activities starting from the entry of an
employee into an organisation to his exit.
HRM covers areas like:
 Recruitment & selection: Process of induce to apply for a job.
 Induction : The induction process is a technique by which the new
employee is rehabilitated into the new organizational surroundings.
 Training

 Management development : is a systematic process of training and

growth by which managerial personnel gain and apply skill,
knowledge, altitude and insights to manage the work in their
organisation effectively and efficiently.
 Compensation
 Performance management: is an ongoing process of communication
between a supervisor and an employee that occurs throughout the
year, in support of accomplishing the strategic objectives of the
organization.

 Performance appraisal: is a regular review of an employee's job

performance and overall contribution to a company.

 Career planning: assisting the employees to achieve a better match

between personal goals and the opportunities that are realistically
available in the organization.

 Counseling: It is conducted to listen, understand problems and

provide guidance, advices and suggest ways to solve them.
 HR amenities planning: Facilities like: day-care, summer camps etc.
 Succession planning: It involves an integrated, systematic approach
for identifying, developing, and retaining capable and skilled
employees in line with current and projected business objectives.
 Safety & Health

 Communication: help employees with a change, address important

industry issues, sensitive employee topics, create an internal
campaign to reduce safety incidents, and more.
 Redressal of Grievances:
 Exit planning and Strategies: Organizations must consider not only
compliance issues that surface when employees leave but also a
way to engage former employees beyond their last day of work.
(Conduct Exit Interview to identify reason for exit)
 Industrial relations:

Role of HRM

• HRM is a central business function which maintains a balance

between the jobs available and the job seekers according to the
qualification and needs.

• HRM creates and maintains right attitude among the workforce

through effective motivation. It builds the people by inculcating
innovative work ideas in them and develops their working skill.
1. An essential component of HRM is Job Analysis, which is meant for
determining activities, skills, and knowledge required by an
employee in a specific job.

2. HRM facilitates for the acquisition of best people by adopting

sophisticated recruitment and selection procedures.

3. It pinpoints performance issues in an organisation and brings it

into the notice of the management through performance
evaluation.

4. It helps the management in fixing a legal, ethical equitable, fair and

cost effective compensation package.
5. HRM Identifies ways to help workforce to improve their current
performance and prepare for future opportunities.

6. HRM tries to find ways for resolving all HR related problems such as
compensation and benefits working conditions, job security, discipline
procedures, employees rights, management’s right etc.

7. It endeavours to maintain a harmonious employer employee

relationship and a safe, healthy and peaceful work environment.

8. Conducting Research.

9. Educating Managerial Personnel (New technologies, Plans etc.).

10. Developing a communication system (downward, upward, lateral)

THANK YOU