HUMAN RESOURCE

MANAGEMENT -
UNIT -1
PROF . Kanak patidar
INTRODUCTION
Human Resource Management is a process of bringing
people and organization together so that the goals of
each are met. It is the part of the management process
which is concerned with the management of human
resources in an organization. It tries to secure best from
the people by winning their whole hearted cooperation
. In short, it may be defines as the art of procurement,
developing and maintaining competent workforce to
achieve the goals of an organization in an effective and
efficient manner.
SELECTING THE BEST CANDIDATE
DEFINITION

Human Resource Management is the process of recruitment,

selection of employee, providing proper orientation and
induction, providing proper training and the developing skills,
assessment of employee (performance of appraisal),
providing proper compensation and benefits, motivating,
maintaining proper relations with labor and with trade
unions, maintaining employee’s safety, welfare and health by
complying with labor laws of concern state or country.
According to Invancevich and Glueck,
“HRM is concerned with the most effective use of people
to achieve organizational and individual goals”.

According to Edwin Flippo , HRM as “planning,

organizing, directing, controlling of procurement,
development, compensation, integration, maintenance and
separation of human resources to the end that individual,
organizational and social objectives are achieved.”
OBJECTIVES OF HRM
The primary objective of HRM is to ensure the availability of competent and
willing workforce to an organization. The specific objectives include the
following:
➢ Human capital: assisting the organization in obtaining the right number
and types of employees to fulfill its strategic and operational goals.
➢ To develop organizational climate: Helping to create a climate in which
employees are encouraged to develop and utilize their skills to the fullest
and to employ the skills and abilities of the workforce efficiently.
➢ Helping to maintain performance standards and increase productivity
through effective job design; providing adequate orientation, training and
development, providing performance-related feedback; and ensuring
effective two-way communication.
➢ To Promote Harmony: Helping to establish and maintain a harmonious
relationship between employer/employee.
➢ Helping to create and maintain a safe and healthy work environment
➢ Developing programs to meet the economic, psychological, and social needs of
the employees and helping the organization to retain the productive
employees.
➢ Ensuring that the organization is in compliance with provincial/territorial and
federal laws affecting the workplace (such as human rights, employment
equity, occupational health and safety, employment standards, and labour
relations legislation) to help the organization to reach its goals.
➢ To provide organization with well-trained and well-motivated employees.
➢ To increase the employee’s satisfaction and self-actualization.
➢ To develop and maintain the quality of work life.
➢ To communicate HR policies to all employees.
➢ To help maintain ethical policies and behaviour.
CHARACTERISTICS OF HRM

➢ Pervasive Function: HRM is present in all the enterprises

➢ Action-Oriented: Scope of HRM is not only limited to record
keeping.
➢ People-Oriented: HRM is all about people at work, both as
individuals and groups
➢ Development-Oriented: HRM intends to develop the full potential
of employees.
➢ Integrated Function: Build relations between people working at
various levels in the organization.
➢ Comprehensive Function: It covers all the type of personnel.
➢ Auxiliary service: It is a staff function (Advice).
➢ Inter-Disciplinary Function: Utilizing knowledge and inputs
drawn from psychology, economics etc.
➢ Continuous Function: HRM is not a one shot deal.
➢ Involves team spirit & team work.
➢ Management function.
➢ Helps in achieving goals individual, organizational & social
objectives.
➢ Involves procurement, development & maintenance of human
resource.
FUNCTIONS OF HRM

Human Resource Management is a management function

concerned with hiring, motivating, and maintaining
workforce in an organisation. Human resource
management deals with issues related to employees
such as hiring, training, development, compensation,
motivation, communication, and administration. Human
resource management ensures satisfaction of employees
and maximum contribution of employees to the
achievement of organisational objectives
Human Resource Management functions can be classified in
following three categories.

Managerial Function Operative Functions

Advisory Functions
Managerial Functions: The Managerial Functions of Human Resource
Management are as follows:

1. Human Resource Planning In this function of HRM, the number and type of
employees needed to accomplish organisational goals is determined. Research is an
important part of this function, information is collected and analysed to identify
current and future human resource needs and to forecast changing values, attitude,
and behaviour of employees and their impact on organisation.

2. Organising In an organisation tasks are allocated among its members,

relationships are identified, and activities are integrated towards a common
objective. Relationships are established among the employees so that they can
collectively contribute to the attainment of organisation goal.
3. Directing Activating employees at different level and making
them contribute maximum to the organisation is possible through
proper direction and motivation. Taping the maximum
potentialities of the employees is possible through motivation and
command.
4.Controlling After planning, organising, and directing, the actual
performance of employees is checked, verified, and compared with
the plans. If the actual performance is found deviated from the
plan, control measures are required to be taken.
The Operative Functions of Human Resource Management are as follows:

Job Analysis and Design Job analysis is the process of describing the nature of a job
and specifying the human requirements like qualification, skills, and work experience
to perform that job. Job design aims at outlining and organising tasks, duties, and
responsibilities into a single unit of work for the achievement of certain objectives.

Performance Appraisal Human resource professionals are required to perform this

function to ensure that the performance of employee is at acceptable level. Training
and Development This function of human resource management helps the employees
to acquire skills and knowledge to perform their jobs effectively.

Training an development programs are organised for both new and existing
employees. Employees are prepared for higher level responsibilities through training
and development.
Wage and Salary Administration Human resource management determines
what is to be paid for different type of jobs. Human resource management
decides employees compensation which includes - wage administration, salary
administration, incentives, bonuses, fringe benefits, and etc.,
Employee Welfare This function refers to various services, benefits, and
facilities that are provided to employees for their well being.

Maintenance Human resource is considered as asset for the organisation.

Employee turnover is not considered good for the organisation. Human
resource management always tries to keep their best performing employees
with the organisation.
Labour Relations This function refers to the interaction of human resource
management with employees who are represented by a trade union. Employees
comes together and forms an union to obtain more voice in decisions affecting
wage, benefits, working condition, etc.

Personnel Research Personnel researches are done by human resource management

to gather employees' opinions on wages and salaries, promotions, working conditions,
welfare activities, leadership, etc,. Such researches helps in understanding employees
satisfaction, employees turnover, employee termination, etc.

Personnel Record This function involves recording, maintaining, and retrieving

employee related information like - application forms, employment history, working
hours, earnings, employee absents and presents, employee turnover and other data
related to employees.
Advisory Function:
Human Resource Management can offer advice to:
1. To Top Management: Personnel manager advises the top
management in formulation and evaluation of personnel programs,
policies, and procedures.
2. To Departmental Heads: Personnel manager advises the heads of
various departments on matters such as manpower planning, job
analysis, job design, recruitment, selection, placement, training,
performance appraisal, etc.
Significance of Human Resource Management: Human Resource
Management is important from at least three standpoints, social, professional
and individual enterprises.
1.Social Significance: The effective management of human resources is
likely to serve the goals of our society. It can serve the following goals:
➢ It can help to maintain an even balance of jobs and job holders to raise
living standards of individuals in society.
➢ It can help people to avail the best most productive and most gainful jobs
where they can be most satisfy and effective.
➢ It can help to ensure the best protection and conservation of human
resources to prevent its wasteful or careless use.
➢ It can help people to take decisions with minimum direction and control.
2. Professional Significance: It can provide motivation for effective teamwork
by providing desirable working conditions and policies. Specifically, it can serve
following professional goals.
➢ It can help in maintaining the dignity of individual members.
➢ It can help in providing maximum opportunities for personality development of
each participant in the organization.
➢ It can help in improving employees working skills and capacity thereby
increasing productivity and standard of living.
➢ It can provide healthy relationship between different work groups so that work
is effectively be performed.
➢ It can ensure conservation of human resources by correcting errors of wrong
placement and proper reallocation of work.
3.Individual Enterprise Significance: It can help the individual enterprise to achieve its
goal by
➢ Obtaining capable people through scientific recruitment and selection
techniques. Enterprise can identify proper sources of manpower supply and
select the suitable candidates among available personnel
➢ Using proper training and development techniques, the existing manpower can
be effectively and efficiently utilized. The proper training and development
programmes help the employees to learn new techniques of production, thereby
increasing productivity and quality of product. Training programmes also prevent
industrial accidents and manpower obsolescence. Thus, ultimately helps in
improving organizational climate.
➢ Maintaining the willingness of people to work through equal provisions of
opportunities for satisfaction of human needs not only physiological and security
but also need of love, esteem and self actualization.
ROLES OF HR MANAGER

HUMAN RESOURCE PERFORMANCE

PLANNING MANAGEMENT

RECRUITMENT &
CAREER PLANNING
SELECTION

EMPLOYEE PARTICIPATION
AND COMMUNICATION
HEALTH AND SAFETY

PERSONAL WELL BEING INDUSTRIAL RELATIONS