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Human Resource Management



Meaning & Definition

HRM is a management function that helps managers recruit, select , train, and develop members for an organization. HRM is concerned with people’s dimension in an organisation.


Essentials of HRM
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Organizations are not mere machineries, they are people HRM involves application of management functions and principles in acquiring, developing, maintaining and remunerating employees. HR decisions must be integrated, with organizational effectiveness HRM functions are not confined to only business enterprises but is also applicable in other services such as health and education

HRM Definitions

A series of integrated decisions that form the employment relationship; their quality contributes to the ability of the organisations and the employees to achieve their objectives. HRM is concerned with the people dimensions in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true regardless of the types of organization.

Definition Cont.

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, organization, and social objectives are accomplished. HRM refers to a set of programmes, functions and activities designed and carried out in order to maximize both employee as well as organization effectiveness.

Scope of HRM
HRM covers all the major activities in the working life of an employee. Eg.
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HR Planning Job Analysis & Design Recruitment & Selection Orientation & Placement Training & Development Performance Appraisal & Job Evaluation Remuneration Motivation & Communication Health safety & welfare Industrial Relations etc.


Differences Between HRM & PM
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Reactive vs Proactive Rules vs Business needs Labour vs Customer Indirect Communication vs. Direct Slow vs Fast Division of Labour vs. Team work


Objectives of HRM
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Societal – Ethics, CSR, Accountability Organizational – Effectiveness Functional – Integration of dept. functions towards organizational goals Personal – Employee focused


Image & Qualities of an HR Manager
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Fair Firm Tactful, diplomatic Sympathetic & considerate Knowledge & qualification Broad outlook Communication skills

Policies & Principles
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Policies are plan of action Statement of intention Commitment to a general course of action Specific and clear in action Policies may not be detailed Detailed policies are called procedures Procedure is the method to carry out policies



Principle is the fundamental truth established by research, investigation and analysis. Principles are the general truths applicable to all organizations. Policies may vary. Principles serves as guide to making policies & procedures

Examples of Principles
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Principal of individual development Principle of scientific selection Free flow of communication Participation Fair remuneration