Human Resource Management Module 1

Topic 1
Introduction to HRM
The factors of productions are classified in to 5 Ms:- Men, Money, Machine, Materials and
Methods. HRM Deals with the 1 st M Men. It is the function within an organization that
focuses on recruitment of, management of, and providing direction for the people who
work in the organization. Human Resource Management can also be performed by line
managers. It is the function which deals with issues related to people such as
compensation, hiring, performance management, organization development, safety,
wellness, benefits, employee motivation, communication, administration, and training.
HRM pic 1
Resource

Human

Management
HRM

Human are the social animal, Resource is tangible or intangible assets of business used for
conversion process, management is the planning, coordinating and controlling of these
resources.
According to Gary Dessler,
HRM refers to the policies and practices involved in carrying out the people or human
resource aspects of a management position, including recruiting, screening, training,
rewarding and appraising.

People become human resource when they involved in any organization with physical
strength, energy and competencies. Competencies consist of knowledge, skill,
attitudes and potential for growth.

Topic 2
Importance of HRM Pic 2
1. Enterprise level
2. Individual Level
3. At society level
4. National Level

Topic 3
Features of HRM
1. Pervasive force.
2. Action oriented
3. Individually oriented
4. People oriented
5. Development oriented
6. Integrating mechanism
7. Comprehensive function
8. Inter disciplinary function
9. Continuous function :
10. Auxiliary service
Topic 4
Scope of HRM pic 3
1. Personal

aspect

2. Welfare Aspect
3. Industrial relation aspect
Extended Scope of HRM

Productivity

Satisfaction

Employee loyalty

Employee commitment

Employee empowerment

Topic 5
Objectives of HRM pic 4
1. Social objectives
2. Organizational Objectives
3. Functional objectives
4.Personnel objectives.

Topic 6
Functions of HRM pic 5
Managerial Functions
_ Planning:
_ Organising:
_ Directing:
_ Controlling:
Operative Functions
.
1. Procurement Function:.
i. Job analysis:
ii. Human resources planning:
iii. Recruitment:
iv. Selection.
v. Placement:
vi. Induction and orientation:
vii. Internal Mobility:
2. Development:
i. Training:.
ii. Executive development:
iii. Career planning and development:
iv. Human resource development:
3. Motivation and compensation:.
i. Job design:
ii. Work scheduling:
iii. Motivation:
iv. Job evaluation:
v. Performance appraisal:.
vi. Compensation administration:
vii. Incentives and benefit:
4. Maintenance:
i. Health and safety:.
ii. Employee welfare:
iii. Social security measures:: (a) Workmens compensation to those workers (or their
dependents) who
are involved in accidents; (b) Maternity benefits to women employees; (c) Sickness benefits
and medical benefits; (d) Disablement benefits/allowance; (e) Dependent benefits; (f)
Retirement benefits like Provident Fund, Pension,Gratuity, etc.

Topic 7
Evolution of the concept of HRM
Period
Development
Status
1920s-1930s

Beginning

1940s-1960s

Struggling
recognition
Achieving
sophistication

1970s-1980s

1990s

pic 6
Outlook
Pragmatism of
capitalists
for Technical,
Legalistic
Professional,
legalistic,
impersonal

Promising

Philosophical

Emphasis

Status

Statutory, Welfare,
Paternalism
Introduction
of
techniques
Regulatory,
conforming,
imposition
of
standards on other
functions
Human
values,
productivity through
people

Clerical
Administrative
Managerial

Executive

Topic 8
Approaches to HRM
Commodity concept

The factor of production concept

Protective attitude towards employees,

The humanitarian concept

Welfare measures safety, first aid, lunch room, rest room

The paternalistic concept/paternalism

Like land, money materials etc.

The goodwill concept

Labour as commodity, wages based on dd and ss

Physical, social and psychological needs of workers must be met for

productivity

The human resource concept

Most valuable assets of the company

The emerging concept

Employees should be accepted as partners in the progress of the company, HRD.

Topic 9
Difference between Personnel Management and HRM pic 7
Personnel Management
1. Past centric/ Re-active
2. Process oriented hence rigid
3. Based on rules and regulations
4. Labour is a cost overhead
5. Transactional
6. Division of labour

HRM
1.
2.
3.
4.
5.
6.

Future centric/ Proactive

Behaviour oriented hence flexible
Norms and policies
HR Is an asset to company
Transformational
Teamwork

Topic 10
HRM and Competitive advantage
men cannot be replaced by another men like machines. Instead men can only be
substituted with another men.

No two individuals are same

The knowledge, capabilities, skills of people make the difference in the orgnaisation,
compared to the other competitor.
Examples:- Teachers in Education institute, cook in the hotel etc.

Topic 11
HRM Vs. HRD
HRM
HRD
Management of human resources.
Developing the HR
Mandatory when you have people in
Not mandatory to have
the organization.
Comes into picture when company
Focuses on present and future.
visualize a growth in the future.
The core function
Company who hire recruitment
agencies may not require HRD.
Companies like TCS have HRD
department.
Company who promote existing
employees in higher levels require
HRD.
Focuses the future only
HRD is a part of HRM
Topic 12
Growth of hr in india pic 8
Early phase police man
5

Legal phase The welfare man, the law man

Welfare phase The liaison man

Development phase The HR man