HUMAN RESOURCE

MANAGEMENT

Ms. Neha Yadav

Asst. Prof. - Dept. of Management
Rungta Group of institutions, Bhilai.
DEFINITION OF HRM

"the planning , organizing, directing and controlling of the procurement,

development, compensation, integration, maintenance and reproduction
of human resources to the end that individual organizational and societal
objectives are accomplished".
-Flippo

"HRM encompasses those activities designed to provide for and co-ordinate

the human resource of an organisation".
- Byars and Rue
FEATURES OF HRM
SCOPE OF HRM

Objectives of HRM
Organization of HRM
Strategic HRM
Employment
Development
Wage & Salary Administration
Maintenance
Motivation
Industrial Relations
Participative Management
Recent developments in HRM
OBJECTIVES OF HRM

S To employ the skills and abilities required for the functioning of

workforce.
S To help the organization to achieve its goals.

S To provide the organization with well trained and well motivated

employees.
S To increase the satisfaction level of employees.
S To develop, maintain and improve the quality of work life.

S To facilitate and manage smooth change for mutual advantage of

individuals, groups and organization.
S To help in maintaining ethical policies and socially responsible behavior.
SIGNIFICANCE OF HRM
Professional Significance
• Developing people on continuous basis to meet the challenges of
their jobs
• Maintaining the dignity of personnel at workplace
•Providing environment and incentives for developing and utilizing
creativity Organizational Significance
• Providing proper physical and social environment at work place
• By developing the personnel to meet the demand of the work
effectively.
• By effective utilization of HR through motivating them
• By ensuring to recruit and retain personnel in the organisation

Social Significance
Providing most productive employement from which social and
psychological
satisfaction can be derived.
Maintaining balance between jobs and job-seekers in terms of job
requirements
Utilizing human capablities effectively and matching rewards for
the contribution
made by people
 Difference between Personnel Management & HRf
Personnel Management is essentially 'workforce centered whereas Human
7

Resource Management is 'resource centered. 7

I pt undprstand thp varinus diffprpnrps hptwppn Pprsnnnpl Manappmpnt ani

 Difference Between HRM and PM - 1

S.No Dimension PM HRM

1 Employment Careful dimension Aim to go

contract of written contract beyond contract
Rules
2 Importance of Impatience with
devising clear rules rules
3 Procedures Business need
Guide to
management
action
4 Behaviour referent Values/mission
Norms/ customs &
practices
5 Monitoring Nurturing
Managerial task
vis-a-vis labour
6 Key relations Labour Customer
7 Initiatives Piecemeal Integrated
8 Speed of decision Slow Fast
 Difference Between HRM and PM - 2

S.No Dimension PM HRM

9 Management role Transactional Transformational
10 Communication Indirect Direct
11 Management skill Negotiation Facilitation
12 Selection Separate Integrated
13 Pay Job evaluation
Performance
related
14 Conditions Harmonisation
Separately
negotiated
15 Labour Individual
management Collective contracts
bargaining
contracts

16 Job categories and Many Few

grades
17 Job design Division of Team work
labour
 Functions of Human Resource Management

Managerial
Functions
Opera 11 v^Functions

—I- I-1
-Planning Procurement
“Job Analysis
Development
-Performance Compensation --Health
Maintenance

—Human Resource Appraisal Job Evaluation

-
-Organising Planning —Training Integration -Safety
Wage and
—Recruitment -Executive Motivation — Social
Salary
-Directing —Selection Development Security
Administration Job Satisfaction
-Placement ■Bonus and Grievance - Welfare
—Induction Planning and Incentives Rcdressa! Schemes
'"Controlling -Transfer Development Collective — Personnel
Payroll Bargaining
—Promotion
'Conflict
Records
—Separation Management — Personnel
■ Participation Research
of Employees — Personnel
Discipline
Audit
CONCEPTS OF HRM

Development of people to their fullest

potentialities

To facilitate the working together of groups of

people towards definite predetermined ends

HRM is a profit cum-growth engineering

function
QUALITIES OF HR MANAGER
Intelligence
Managerial
qualities Conceptual qualities

Analytical qualities

Motivational qualities

Emotional stability

Empathy
Job-related
qualities Communicative and persuasive quality

Human Relations quality

Technical quality
EVOLUTION OF HRM IN INDIA
FtrUi Outtoek Emphasis StatflT
DeveUpmemi
Status

19208-1930* Beginning Pragmatism of Statuory, Clerical

capitalists welfare, paternalism
19408-1960* Struggling for Technical, Introduction Administrative
recognition legalistic of techniques
%

19708-1980* Impressing with Professional, Regulatory Managerial

sophistication legalistic conformance,
impersonal imposition of
standards on
other functions
1990* Promising Philosophical Human values, Executive
productivity • m

through people
EVOLUTION OF HRM
PHILOSOPHY OF HRM
CHALLENGES IN CHANGING ENVIRONMENT
 UNIT 2

• HR POLICY
• HR PLANNING
• JOB ANALYSIS
HR POLICY

A policy is a statement or general understanding which provides guidelines

to members of the organization for making decision in respect to any
course of action.
HR policies provide guidelines for a variety of employment relationships
and identify the organization's intentions in recruitment, selection,
development, promotion, compensation, motivation, and integration of
human resources.
FEATURES OF HR POLICY

Policy provides guidelines to the members of the

organization
Policy limits an area within which a decision is to be
made
Policies are generally expressed in qualitative way.

Policy Formation is a function of all managers in the

organization.
OBJECTIVES OF HR POLICIES

To enable the organisation to have adequate, competent and trained

personnel at all levels.

To provide such conditions of employment that enable that enable the

personnel to develop a sincere sense of unity with the organization.

To provide and create a sense of responsiblities

To develop conditions for mutual trust and cooperation.

To establish conditions for developing personnel and utilization of full

potential for their own benefits and for organization.
CHARACTERSTICS OF SOUND HR POLICIES
SOURCES OF HR POLICIES

1. Formulated Policy: Specified by organization for providing guidelines to its

members. Most of the private sector falls in this category.
2. Implied Policy: Sometimes policies may not be clearly stated, and the
actions of managers particularly at the higher levels provide guidelines for
actions at lower level.
3. Imposed Policy: It arises from the influence of the outside agencies. Such
agency may be government which provides HR and other policies for all
public sector organization.
4. Appealed Policy: An appeal policy arises from the appeal made by a
subordinate manager to his superior for deciding an important case.
FORMULATION OF HR POLICIES

S Organizational and HR philosophy

S External Factors
S Internal Factors
S Policy Alternatives
S Policy Choice
S Policy in Action
S Review
AREAS OF HR POLICIES

Acquisition of personnel

• Educational qualification
• Sources of recruitment
• Reservations
• Selection method

Training & Development

• Learning as a continuous or ad hoc approach

• On-the-job training or Off- the- training
• Budget
• Approach to measure the effectiveness.

Appraisal & Compensation

• Methods to be used for appraisal

• Basis on which compensation package is to be determined.
• Various types of benefits
Human Resource Mobility

•The degree to which higher level positions to be filled by promotion from within or outside
• Basis of promotion- merit or seniority or combination of both
•Transfer of employees and the basis
• Basis of demotion
• Retention strategies
• VRS for employees
•Age of retirement for various categories of employees

Working Conditions

•Office and factory timings with rest schedule

• Shift duration
• Overtime work
• Degree of safety provision
• Leave with or without salary

Industrial Relations

• Recognition of trade unions

• Preventive measures to be taken for maintaining industrial peace
• Degree of involvement of employees in sorting out their problems.
• Degree of discipline.
HR PLANNING

HR planning is the process by which an organization ensures that it has

the right number and kind of people at the right place, at the right time,
capable of effectively and efficiently completing those tasks that will
help the organization achieve its overall objectives

“HR Planning includes the estimation of how many qualified people are
necessary to carry out the assigned activities, how many people will be
available, and what if anything, must be done to ensure that personnel
supply equals personnel demand at the appropriate point in the future”.
OBJECTIVES OF HR PLANNING
HR PLANNING PROCESS
Organizational
objectives,
plans & policies
IMPORTANCE OF HR PLANNING
TECHNIQUES FOR FORECASTING HR NEEDS

Managerial judgment method

Delphi technique
Work study technique
Ratio trend analysis
Statistical and mathematical models
BARRIERS TO EFFECTIVE HUMAN RESOURCE PLANNING

S Improper linkage between HRP and Corporate strategy

S Inadequate Appreciation of HRP
S Rigidity in Attitudes
S Environmental Uncertainty
S Conflict between Long term and short term HRP
S Inappropriate HR Information system.
JOB ANALYSIS

Job Analysis is essentially a

process of collecting and
analyzing relevant facts of a job
with a view to identify its content
and the characteristics of the
person who intends to perform
it.
Job Analysis is the process of
studying and collecting
information relating to the
operations and responsibilities
of a specific job. The immediate
products of this analysis are job
descriptions and job
specifications.
CONCEPT OF JOB ANALYSIS

JOB: A Job is a collection or aggregation of tasks, duties and responsibilities

which as whole is regarded as a regular assignment to individual employees.
TASK: Task is a distinct work activity with an identifiable beginning and end.for
ex. Sorting out mails into appropriate box.
DUTY: Duty involves a related sequence of tasks, e.g., picking up, sorting etc.
RESPONSIBILITY: It is the obligation of an individual to carry out assigned job to
the best of his ability.
 USES OF JOB ANALYSIS
Organizational
design

Description Acquisition of
Personnel

HRD

Job
analysis
& Compensation

Performance
appraisal

Specification
Safety &
Health

Safety &
Health
PROCESS OF JOB ANALYSIS
METHODS OF INFORMATION COLLECTION FOR JOB ANALYSIS
 Job Analysis

Job ■ Job
Description ^Specification
JOB DESCRIPTION

Job description is a written statement showing job title, tasks, duties and
responsibilities involved in a job. It also prescribes the working
conditions, hazards, stress that it can produce and the relationship with
other jobs.
A Job description is defined as “ a statement of duties, working conditions
and other significant factors associated with a particular job.”

Generally, job description includes:

• Job title
• Job objectives
• Job responsibilities
• Working conditions
• List of duties
• Description of relationship and roles
USES OF JOB DESCRIPTION

• Job grading and job classification

• Providing base for preparing job specification, leading to recruitment and
selection.

• Procurement and placement of employees

• Developing career path
• Training and development
• Setting performance standard and appraisal
• Promotion and transfers
• Developing work procedures and processes
• Taking preventive measures to minimize the impact of hazardous conditions
• Employee counseling and vocational guidance.
JOB SPECIFICATION

"Job specification can be defined as a statement of the skills, abilities,

education and previous work experience that is needed to perform a
particular job.”
“Job specification is a statement of the minimum acceptable human
qualities necessary to perform a job properly......It is a standard of
personnel and designates the qualities required for acceptable
performance”.
JOB SPECIFICATION INCLUDES

• Position Title
• Education/Training
• Experience
• Knowledge
• Abilities
• Skills
• Aptitude
• Desirable Attributes