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Definition of hrm

A strategic, cohorent and comprehensive

approach to the management and development of the organisations human resources in which every aspect of that process is wholly integrated within the overall management of the organisation, HRM is essentially an ideologv. Armstrong,1992

HUMAN RESOURCE MANAGEMENT Acc. To Flippo, HRM is the 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. Acc. To Leon C. Megginson, From the national point of view, human resources are knowledge, skills, creative abilities talents, and attitudes obtained in the population; whereas from the view point of the individual enterprise, they represent the total of the inherent abilities, acquired knowledge and skills as exemplified in the talents and aptitude of its employees.

Similar Terms
Labour

management Labour administration Personnel adminstration Human capital management Human asset management Employment administration Union labour management

STRATEGY AND STRATEGIC


HR Strategy the general direction followed by an

organisation in how it secures, develops, retains and from time to time dispenses with the HR it requires to carry out work tasks in a way that it continues successfully into the long term. Strategic human resourcingthe establishing of principles and the shaping of practices whereby the human resources which an org. ,seen as a corporatewhole, requirs to carry out work tasks that enable it to continue succesfully into the long term

Definition of HRD
A set of systematic planned activities designed

by an org. to provide its members with the necessary skills to meet current and future job demands.

HRM encompasses many functions. HRD is just one of the functions within HRM. HRD HRM
1. continuous process 1.a routine and administrative function 2. function more independent with separate roles to play 3. mainly a reactive function responding to the demands which may arise.

2. sub-system of a large system, more organisational oriented 3. more proactive; it copes with the changing needs of the people as well as anticipate these needs. 4.developing the whole organisation, e.g. OD. 5. involvement of the entire work force from top to bottom is more and a must in most of the cases

4. concerned with people only. 5. It is basically the responsibilities of the HR department.

Primary and secondary function of HRM


Primary function of HRM Secondary HRM fuction HRP Equal employment opportunity Staffing(reqruitment & selection) Organisation & job design Performance management Performance Appraisal System

Employee & labour relation Healthy, safety and security

Research & information system

PERSONNEL MANAGEMENT
Personnel .the job of managing worker and

work ,it is partly a file-clerks job, partly housekeeping, partly social work, partly firefighting to head off union trouble, or to setlle it.but not one function linked together Peter Drucker

PM Vs HRM
1.It is a routine, maintenanceoriented administrative function. 2.It is mainly reactive and responsible to the demands of an organization when ever they arise. 3.It is seen as an independent function. 4. It mainly concentrates on improving the efficiency of personnel 1.It places emphasis on a continuous development of people at work. 2.It is a proactive function. It is not only concerned with the present organization needs but also anticipates future needs and acts accordingly. 3.HRM is viewed as a sub-system of the org. 4. It not only make people efficient but also to make proper organizational culture to utilize the efficiency.

PM Vs HRM
It emphasizes on economic rewards and traditional job design like job simplification for motivating eople for better performance
It emphasizes on the

satisfaction of higher needs for motivating people, such as autonomous work groups, challenging jobs, creativity,etc

Concept and Nature of HRM


Comprehensive Function People oriented Action oriented Individual oriented Developent oriented Pervasive function Continuous function Future oriented Challenging function Science as well as Art Staff function Young discipline Interdisciplinary Nervous system

Objectives of HRM

To help the organization to attain its goals effectively and efficiently by providing competent and motivated employees. To utilise the available human resources effectively. To increase to the fullest the employees job satisfaction and self actualisation. To help maintain ethical policies and behaviour inside and outside the organisation. To establish and maintain cordial relations between employees and management. To reconcile individualgroup goals with organisational goals.

Acc. To Dale Yode the scope of HRM is very wide. It cosists of: 1.setting general and management policy for organisational relationships. 2.Collective bargaining,contract negotiation,grievance handling. 3.Developing and motivating workers. 4.Reviewing and auditing manpower management in the organisation The National Institute of personnel Management,Calcutta has specified the scope of HRM as follows: 1.The Personnel Aspect 2.The Welfare Aspect 3. The Industrial Relation Aspects

SCOPE OF HRM

CONTROL HR AUDIT AR ACCOUNTING HRIS

ACQUISITION HR PLANNING RECRUITMENT,SELECTION PLACEMENT HRM

MAINTENANCE REMUNERATION MOTIVATION HEALTH & SAFETY SOCIAL SECURITY INDUSTRIAL RELATIONS PERFORMANCE APPRAISAL

DEVELOPMENT TRAINING CAREER DEVELOPMENT ORGANISATION DEVELOMENT INTERNAL MOBILITY

Functions of HRM
Managerial
Planning Organising Directing

functions

Controlling

Operative functions

PROCUREMENT

DEVELOPMENT
Performance appraisal Training Executive Development Career Planning and Development

COMPENSATION
job evaluation

Job analysis Hrp Recuitment Selection Placement Induction Transfer Promotion separation

Wage & Salary administration Bonus & Incentive Payroll

INTEGRATION
Motivation Job satisfaction Grievance redressal Collective bargaining Conflict management Participation of employees Discipline

MAINTENANCE
Health Safety Social Security Welfare scheme Personnel Records Personnel Research Personnel Audit

Equal Employment Opportunity


Equal opportunity employment refers to the approach of the employers to ensure the practice of being fair and impartial in the employment process. *The term "Equal Opportunity Employment" was first given by President Lyndon B. Johnson when he signed Executive Order 11246 which was created to prohibit federal contractors from discriminating against employees on the basis of race, sex, creed, religion, color, or national origin*. The scope of the order also covered the discrimination on the basis of the minority status.

Discrimination in employment
Discrimination refers to the any kind of prejudice, biasness or favoritism on the basis of disability race age sex sexuality pregnancy Marital status No person should be treated less favourably than any other on the basis of the specified issues above.

Equal opportunity means treating people equally and fairly irrespective of their race, religion, sex, age, disability etc. Giving women an equal treatment and access to opportunities at the workplace. Any employee should be illtreated or harassed by the employer or other employees. Equal Employment Opportunity principles help to realize and respect the actual worth of the individual on the basis of his knowledge, skills, abilities and merit. And the policy should cover all the employees of an organisation whether permanent or temporary, contractual etc. Equal employment opportunity is necessary to ensure:

To give fair access to the people of all development opportunities To create a fair organisation, industry and society. To encourage and give disadvantaged or disabled people a fair chance to grow with the society