HUMAN

RESOURCE
MANAGEMENT
PART 1

ANGELICA LAO
INSTRUCTOR
HUMAN RESOURCE MANAGEMENT
- is a management function concerned with hiring, training,
motivating, developing and maintaining workforce in an organisation.

FLIPPO
ARMSTRONG, 1997 DALE YODER "HRM is the planning,
organizing, directing and
controlling of the
" a strategic approach to "the management of procurement,
acquiring, developing, human resource is development,
managing, motivating viewed as a system in compensation,
and gaining the which participants seeks integration,
commitment of the to attain both individual maintenance and
organization‘s key and group goals." reproduction of human
resource – the people resources to the end that
who work in and for it." individual organizational
and societal objectives
are accomplished"
NATURE OF HRM
HRM is based on certain principles and policies which
helps the organization to achieve its objectives.

HRM is a pervasive function

HRM is people oriented

HRM is continuous activity

The HRM is a part of management function.

The main aim of HRM is optimum utilization of

employees.
OBJECTIVES OF HRM
1. To help the organization to attain its goals effectively and
efficiently by providing competent and motivated employees.

2. To utilize the available human resources effectively.

3. To increase to the fullest the employee‘s job satisfaction and

self-actualization.
4. To develop and maintain the quality of work life (QWL) which
makes employment in the organization a desirable personal and
social situation.
OBJECTIVES OF HRM
5. To help maintain ethical policies and behavior inside and
outside the organization.

6. To establish and maintain cordial relations between

employees and management.

7. To reconcile individual/group goals with organizational goals.

SCOPE OF HUMAN RESOURCE MANAGEMENT
1. Personnel Aspect (Human Resource Planning) - It is the
process by which the organisation identifies the number of
jobs vacant.
Job Analysis and Job Design – Job analysis is the systematic process
for gathering, documenting, and analyzing data about the work
required for a job. Job analysis is the procedure for identifying those
duties or behaviour that defines a job.

Recruitment and Selection – Recruitment is the process of preparing

advertisements on the basis of information collected from job analysis
and publishing it in newspaper. Selection is the process of choosing the
best candidate among the candidates applied for the job.
SCOPE OF HUMAN RESOURCE MANAGEMENT
Orientation and Induction – Making the selected candidate informed
about the organization‘s background, culture, values, and work ethics.

Training and Development – Training is provided to both new and

existing employees to improve their performance.
Performance Appraisal – Performance check is done of every
employee by Human Resource Management. Promotions, transfers,
incentives, and salary increments are decided on the basis of employee
performance appraisal.
Compensation Planning and Remuneration – It is the job of Human
Resource Management to plan compensation and remunerate.
Motivation – Human Resource Management tries to keep employees
motivated so that employees put their maximum efforts in work.
SCOPE OF HUMAN RESOURCE MANAGEMENT
2. Welfare Aspect – Human Resource Management have to follow
certain health and safety regulations for the benefit of employees.
It deals with working conditions, and amenities like - canteens,
crèches, rest and lunch rooms, housing, transport, medical
assistance, education, health and safety, recreation facilities, etc.
Canteen
Lunch room
Housing
Transport
Medical assistance
Education
Health and safety
Recreation facilities etc.
SCOPE OF HUMAN RESOURCE MANAGEMENT

3. Industrial Relation Aspect – HRM works to maintain

coordination with the union members to avoid strikes or lockouts
to ensure smooth functioning of the organisation. It also covers -
joint consultation, collective bargaining, grievance and disciplinary
procedures, and dispute settlement.
FUNCTIONS OF HRM
1. Managerial Functions: It includes Planning, Organising, Staffing,
Directing and controlling (POSDC)

Planning is to plan for future or predetermine the course of actions

to be taken in future. It is a process of identifying the organisational
goals and formulation of policies and programmes for achieving
those goals

Organising is a process by which the structure and allocation of jobs

are determined. Thus organising involves giving each employee a
specific task establishing departments, delegating authority to
subordinates, establishing channels of authority and communication,
coordinating the work of subordinates, and so on.
FUNCTIONS OF HRM

Staffing is a process by which managers select, train, promote and

remove their employees.

Directing is the process of initiating or activating group efforts to

achieve the desired organizational goals, which includes activities like
getting subordinates to get the job done, maintaining their morale,
motivating subordinates etc, for achieving the organizational goals.

Controlling is the process of setting the standards for performance,

measuring the actual performance of the employees and then
comparing the actual performance with the standards and there by
taking corrective actions as needed.
FUNCTIONS OF HRM
2. Operative Functions: ensuring right people for right jobs at right
times. These functions include procurement, development,
compensation, and maintenance functions of HRM.
Procurement: It involves procuring the right kind of people in the
right or rather appropriate number to be placed in the organisation.
Development: It includes activities meant to improve the knowledge,
skills aptitudes and values of employees so as to enable them to
perform their jobs in a better manner in future.
Compensation: Compensation function involves determination of
wages and salaries which should match with the contribution made
by employees towards achieving organisational goals.
IMPORTANCE OF HRM
1. Social Significance: Proper management of employees/people helps
in enhancing their dignity by satisfying their social needs.

2. Professional Significance: By providing healthy working

environment it promotes team work in the employees.
3. Significance for Individual Enterprise: It can help the organization
in achieving its goals.
4. Nation’s Well-being: A nation might be rich in physical resources will
not get its benefit itself, unless human resource make proper use of
them.
5. Man vis-à-vis Machine: No industry can be considered efficient, as
long as the basic fact remains unrecognized that it is principally human.
It is not a mass of machines and technical processes but a body of men.
ROLE OF HRM
The role of HRM is to plan, develop and administer policies and programs
designed to make optimum utilization of the organization‘s human
resources.

ADMINISTRATIVE OPERATIONAL STRATEGIC

Personnel practices Managing employee Organizational

relationship issues business strategies
Legal compliance
forms and paperwork Employee advocate HR strategic or
planning

Evaluation of HR
Effectiveness
ROLE OF HR MANAGER
- plays various strategic roles at different levels in the organization.

The Conscience Role: The conscience role is that of a role of moral

teacher or guru who reminds the management of its morals and
obligations which they have towards their employees.

The Counsellor : HR manager act as a counsellor for the employees

who are not satisfied with the present job approach, beside that
employees are facing various other problems like marital, health, etc
for that also the HR Manager counsels and consults the employees and
offers suggestions to solve/overcome the problems.
ROLE OF HR MANAGER

The Mediator: As a mediator, the HR manager plays the role of a peace-

maker and settles the disputes between employees and the
management.

The Spokesman: HR manager act as a spokesman for or

representative of the company as well as for the employees.

The Problem-solver: He also acts as a problem solver and solves the

issues related to the human resources management and overall long
range organizational planning.

The Change Agent: He acts as a change agent and brings changes in

various existing programmes so as to keep the organisation and
employees update as according to the current scenario.