Human resource

management

INTERNAL ASSESMENT 1
SUBMITTED BY :- VAMIKA
GUPTA
SUMITTED TO :- MS. SHREYA
SECTION :-12
 Q1.ELABORATE HUMAN RESOURCE
MANAGEMENT IN YOUR OWN WORDS.

SKILLS

MANAGEMENT
HUMAN RESOUCE
HUMANS
MANAGEMENT

KNOWLEDGE
CAPABILITIES
Q1. ELABORATE THE TERM HUMAN RESOURCE
MANAGEMENT IN YOUR OWN WORDS .

ANSWER:- HUMAN RESOUCE MANAGEMENT :-It is an approach to

manage the human resources. Humans are considered as assets in HRM.
Every human is different in his knowledge, ability and skills. These
traits can be utilized to increase the productivity of any organisation.
Therefore, they need to be managed effectively. This effectiveness in
management is provided by human resource management.

For example :-recruitment of candidates,job postings,candidate

screening,conducting interviews,choosing the most suitable candidate
for a particular position.
It also includes training and performance evaluations.
Q2.EXPLAIN THE VARIOUS FUNCTIONS OF
HRM.
 FOLLOWING ARE THE FUNCTIONS OF HRM:-

FUNCTIONS OF HRM

MANAGERIAL OPERATIVE
FUNCTIONS FUNCTIONS
 Following are the functions of human resource management :-
 A. MANEGERIAL FUNCTIONS:-These are the functions which are
associated with the management. They include
planning,organising,staffing,directing and controlling. A new
extension of these managerial functions is provided by luther
Gulick and Lyndall urwick. This new extension is POSDCORB
which stands for planning,
organising,staffing,directing,coordinating, reporting and
budgeting.
 Planning :- It includes setting up objectives and making plans to
achieve them.
 Organising:-it includes organisation of the team and its
structures and analysis of how its subdivisons are arranged and
coordinated.
 Staffing:- it is the process of recruiting right person for the
right job. It plays an important role as proper staffing leads
to better utilization of the human resources because people
perform better in jobs that are inclined as per their skills.
 Coordinating :- it includes coordinating of people and their
work.
 Directing :- in this step decisions are made actively and are
incorporated into the instructions which are given to team
members.
 Reporting :-it is the process in which employees report to
their superiors and thmis helps in evaluating their
performance.
 B. OPERATIONAL FUNCTIONS :- These are the functions
which are done on a regular /circular basis .
 Following are the operational functions :-

PROCUREMENT DEVELOPMENT COMPENSATION

INTEGRATION
MAINTENANCE
OF MOTIVATION
 PROCUREMENT:- It deaks with the recruitment aspects of the
employees. It also takes into consideration the selection and absorption
of employees.
 DEVELOPMENT:-Here, things are done not only for skill development
but for the overall development of the employees . For eg :-
organisations of workshops , seminars training etc.
 COMPENSATION :-Employees are provided certain fringe benefits along
with their salaries.for eg :- allowances, bonus ,incentives, medical
facilities, transportation etc.
 INTEGRATION OF MOTIVATION :-Organisations want the employees to
stay, so, it becomes their responsibility to keep the desires and
willingness of the employees to work alive. Therefore they motivate
them both intrinsically as well as extrincically. for eg :- providing them
rewards, special rooms for power naps etc.
 MAINTENANCE:- the focus here is on maintain the balance between
employees and employers i.e, mutual decisions should be there.
 Q3.BRIEFLY EXPLAIN THE STEPS IN HRM
PROCESS .
 ANSWER:-Following are the steps in hrm process :-
MAINTAINING
ASSESSING
RECRUITMENT LABOUR
PERFORMANCE
RELATION

SELECTION GRIEVANCE
MOTIVATING MANAGEMENT

TRAINING COMPENSATING
 1.RECRUITMENT:-It is the process of acquisitionof
talent.It can be internal or external.Internal recruitment
is employing people within the organisation.It works on
the reference of an employee for the recruitee.External
recruitment is recruiting people outside the organisation.
 2.SELECTION:- It is the process in which the person is
already given the offer letter and is on the job.
 3.TRAINING:-It is the process of enhancing the skills of
employees. It can be on the job training (within the
organisational premises) or off the job training(outside the
organisation).
 4.ASSESING PERFORMANCE:-It is the process of evaluating
the performance of employees. There are various
techniques used for this. They comprise of
MBO(Management by objectives),720 degree appraisal,360
degree appraisal techniques etc.
 5.MOTIVATION:-It is the desire and will power to achieve
something. There are three basic elements of
motivation :-1. direction 2. intensity 3. persistence
 6.COMPENSATION:- Certain other benefits (fringe
benefits) are provided along with the in-hand salary. These
include bonuses,housing allowances,food facility,cab
facility etc.
 7. INDUSTRIAL RELATION AND LABOUR LAW
MANAGEMENT :- A balance should be there between
management and workers. There should be a mutual
agreement between the two. The policies should be
rational. The decision of the management should be
acceptable to the workers.
 8. GRIEVANCE MANAGEMENT:-It is the management of
employee dissatisfaction or complaints. Eg:-
favouritism,workplace harassment or wage cuts.
Q4. WHAT DO YOU UNDERSTAND BY THE CONCEPT
OF EVOLUTION OF HRM . EXPLAIN IN YOUR WORDS.

HUMAN RESUORCE
CAPIATL

HUMAN RESOURCE
MANAGEMENT

PERSONNEL
MANAGEMENTT

LABOUR MANAGER

WELFARE OFFICER
 ANSWER:-EVOLUTION OF HRM :-
 During 19th century, due to industrialization,employers laid
focus on centralization i.e,people were supposed to come
in a centralized area and work. However, the exploitation
of workers was on the peak. This era is known as the
INDUSTRIAL REVOLUTION ERA.
 Workers started forming unions to safeguard their interest
and went on strikes halting the operation of industries
(TRADE UNION ERA ). This led to the need for a system to
salvage the situation
 This led to the creation of an intermediary known as
WELFARE OFFICER .
 1. WELFARE OFFICER:-His main focus was welfare of the
organisation. He was not concerned about the workers. He
acted as an intermediary to resolve the conflicts between
workers and owners.
 2. LABOUR MANAGER:- Under him employees were
considered as labourers. He was better than the welfare
officer but was least concerned about the labourers.
 3. PERSONNEL MANAGEMENT:- under this management ,
personnel manager was in charge . There were no policies
for the welfare of the staff. They were considered as
mere economic men. Humans were not considered as
resources.
 After some time things were done logically and rationally>
focus came on balance between management and
employees . Mental revolution,harmony not discord and
specialization of work became popular. This was the
SCIENTIFIC MANAGEMENT ERA .
 Time was provided to employees to form their social
circles. Psychology of employees was also analysed. This
was the HUMAN RELATION ERA .
 Employees were given the opportunities to express
themselves and share their opinions. They were given the
freedom of speech and their grievances were heard. This
was the BEHAVIORAL SCIENCE ERA.
 Both of these eras led to the evolution of personnel
management and gave rise to human resource
management.
 4. HUMAN RESOURCE MANAGEMENT :-
 Employees were treated as resources. Allowances,
policies, motivation was provided. Focus was on the
development of the employees too.
 5. HUMAN RESOURCE CAPITAL:- This concept states that
humans are not only resources but also capital for any
organisation.
 Thus, there were many eras which led to the evolution of
human resource management.
Q5.DIFFERENTIATE BETWEEN PERSONNEL
MANAGEMENT AND HUMAN RESOUCE
MANAGEMENT
ASPECTS PERSONNEL
MANAGEMENT  HUMAN RESOUCE
MANAGEMENT

MAIN CONCERN: To manage staff is the Upgradation of the skills

main concern in case of of employees (skill
personnel management development) is the
main concern

EMPLOYEE TREATMENT: Employees are treated Employees are treated

as economic men. as assests.

TYPE OF FUNCTIONS: Routine functions are Strategic functions are

done here. done here.
ASPECT PERSONNEL HUMAN RESOURCE
S MANAGEMENT MANAGEMENT

BASIS OF Job evaluation Performance evaluation

PAY:
DECISION It makes operation It is involved in making
MAKING: decisions only. strategic decisions.

KEY Labour Customer

RELATIONS
THANK YOU