INTRODUCTION - HRM

DEFINITION
Human resource management is a
distinctive approach to employment
management which seeks to achieve
competitive advantage through the
strategic deployment of a highly committed
and capable workforce, using an array of
cultural, structural and personnel
techniques

HUMAN RESOURCE MANAGEMENT
Human represents the dimension of HRM which
relates to the soft aspects such as commitment of
employees through participation and the most
important assets being the employees.
Resource represents the hard aspects such as the
strategy link of HRM and the importance of efficient
utilization of employees.
Management represents the role of HRM as part of
management that implies that its not only an
administrative function that carries out the
formulated policies but also a managerial function
that contributes to strategy formulation.

HR BRANDING
Firms corporate image or culture

Embodies values and standards that guide peoples
behavior

People know what company stands for, people it
hires, fit between jobs and people, the results it
recognizes and rewards

Important in getting highest quality applicants to
join firm

HISTORY AND EVOLUTION OF HR

Key principles and practices associated with HRM
date back to the beginning of mankind.
Mechanisms were developed for the selection of
tribal leaders, for example. More advanced HRM
functions were developed as early as 1000 and
2000 B.C. Employee screening tests have been
traced back to 1115 B.C. in China, for instance.

The terminology used to describe the role and
function of workers has evolved from "personnel"
to " industrial relations" to "employee relations" to
"human resources."

HISTORY AND EVOLUTION OF HR (CONT)
The need for an organized form of HRM emerged
during the industrial revolution, as the
manufacturing process evolved from a cottage
system to factory production.
As the United States shifted from an agricultural
economy to an industrial economy, companies
were forced to develop and implement effective
ways of recruiting and keeping skilled workers.
In the 1960s and 1970s the federal government
furthered the HRM movement with a battery of
regulations created to enforce fair treatment of
workers, such as the Equal Pay Act of 1963, the
Civil Rights Act of 1964, the Employee Retirement
Income Security Act of 1974 (ERISA)



HISTORY AND EVOLUTION OF HR (CONT)
Furthermore, during the 1970s, HRM gained status as a
recognized profession with the advent of human
resource programs in colleges.

There were two other particularly important
contributing factors to the origination of modern HRM
during 1880s to 1940s . The first was the industrial
welfare movement, which represented a shift in the
way that managers viewed employeesfrom non human
resources to human beings.
The second factor was Frederick W. Taylor's (1856-
1915)Scientific Management, a landmark book that
outlined management methods for attaining greater
productivity from low-level production workers

HISTORY AND EVOLUTION OF HR (CONT)
The whole evolutionary activities and concept of
HR recently help to shift the orientations: such as
changes

from personnel to human resources, from
administration to management,

and from human
relations to organizational effectiveness so now
HR has aligned with Senior Management.

Also now it has more input on business strategies -
training, safety, globalization, etc

OBJECTIVES OF HRM

HRM objectives are four fold

Societal Objectives: To be ethically and socially responsible
to the needs and challenges of the society while
minimizing the negative impact of such demands upon the
organization. Example - Legal compliance, union
management, benefits
Organizational Objectives: To recognize the role of HRM
in bringing about organizational objectives. Example-HRP,
Employee relation, Selection, TRD, PA
Functional Objectives: To maintain the departments
contribution at a level appropriate to the organizations
needs. Ex-Recruitment, Selection, PA
Personal Objectives: To assist employees in achieving
their personal goals, at least insofar as these goals
enhance the individuals contribution to the organization.
Ex-TRD, Placement, compensation, assessment

BASIC ROLE OF THE HR DEPT

Identifying HR needs
Attracting human resources
Maintaining human resources
Terminating the relationship
HRM FUNCTIONS

Human resource planning assesses the human
resource needs associated with strategic
management and helps identify staffing needs.

Staffing includes attracting and selecting
individuals for appropriate positions.

Training and performance evaluation are means of
ensuring that employees can contribute to the
organisation.

HRM FUNCTIONS (CONTD)

Compensation involves rewards that will attract,
motivate, and retain employees.

Workforce perceptions of the organisation and its
treatment of employees must be managed




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