INTRODUCTION TO H.R.

LET US first SEE

WHAT IS
H.R.M ?

DEFINITION:Human resource management

(HRM, or simply HR) is the
management of an organization's
workforce, or human resources. It is
responsible for the attraction,
selection, training, assessment, and
rewarding of employees, while also
overseeing organizational leadership
and culture, and ensuring compliance

Meaning:

HRM means to Select, Develop,

Motivate and Maintain human
resources, in the organisation. It first
selects the right human resources or
staff (i.e. managers and employees).
It trains and develops them. It
motivates them by giving them
recognition and rewards. It also
provides them with the best working
conditions

features: HRM as a process.

Acquisition of human resources

Development of human resources

Motivation of human resources

Let us now learn with an

example

USAs no.1 captive & financial firm-

JPMorgan Chase & Co. (NYSE JPM) is an

American multinational banking corporation .
It is the largest bank in U.S.A. It is a major
provider of financial services, as per to Forbes
magazine is the world's second largest public
company based on a composite ranking

JPMorgan Chase has Big Four banks in the

United States with Jp Morgan & Co, Bank
One Corporation , Manhattan Chase (New
York) , Washignton Mutual.

Loss of 2 billion
dollars by jp morgan
chase in 2002

NOW let SEE

Scope of hrm

Scope of hrm
1. Human resources planning :Human resource planning or HRP refers to a process by which the company to
identify the number of jobs vacant, whether the company has excess staff or shortage
of staff and to deal with this excess or shortage.

2. Job analysis design :Another important area of HRM is job

analysis. Job analysis gives a detailed
explanation about each and every job in the
company.

Scope of hrm
3. Recruitment and selection :Based on information collected from job analysis the company prepares
advertisements and publishes them in the news papers.

4. Orientation and
induction :Once the employees have
been selected an induction or
orientation program is
conducted.

Scope of hrm
5. Performance appraisal :Once the employee has put in around 1 year of service, performance appraisal is
conducted that is the HR department checks the performance of the employee.

6. Compensation planning and

remuneration :There are various rules regarding compensation
and other benefits.

Scope of hrm
7. Motivation, welfare, health and safety :Motivation becomes important to sustain the number of employees in the
company. It is the job of the HR department to look into the different methods of
motivation.

8. Industrial relations :Another important area of HRM

is maintaining co-ordinal
relations with the union
members.

Lets learn about

Human resource
development

WHAT IS
H.R.d ?

Human Resource Development (HRD)

means to develop available manpower through

suitable methods such as training, promotions,
transfers and opportunities for career
development. HRD programmes create a team
of well-trained, efficient and capable managers
and subordinates. Such team constitutes an
important asset of an enterprise.

Importance of H.r.d
Human resource is most important resource in management and needs to be used
efficiently. This is because success, stability and growth of an organisation depend on
its ability in acquiring, utilizing and developing the human resources for the benefit
of the organisation. In the final analysis, it is the people (i.e employees) who produce
promising results and generate a climate conductive to the growth and development
of an organisation. HR is a highly productive corporate asset and the overall
performance of companies and corporations depends upon the extent to which it is
effectively developed and utilised.

Importance of H.r.d
According to Peter Drucker, "The
function of management is to manage
managers, workers and work". The
importance of manpower in business
management is now universally accepted.
Workers have a capacity to grow and
develop, if suitable opportunities are offered.
They give positive response to monetary and
non-monetary incentives, favorable work
environment and motivation.

CHALLENGES & ROLE

OF HR MANaGER

HALLENGES before HR MANaGER

There are the challenges before hr manger.
Globalization
Corporate re-organization
Size of workforce
Composition of workforce
Employee expectations
Changes in technology
Life-style changes

HALLENGES before HR MANaGER

Environmental challenges
New organization
New industrial relations approach
Renewed people focus
Managing the managers
Contribution to the success of organization

Role of HR MANaGER
Once an HR department has been created, it is the unit that has overall
responsibility for HRM programs and activities.
The primary role of the HR department is to ensure that the organizations
human resources are utilized effectively
And managed in compliance with company policies and procedures,
government legislation, and, in unionized settings, collective agreement(s).

Role of HR MANaGER
HR department staff members are involved in five distinct
types of activities

Formulating policies and procedures

Offering advice
Providing services
Monitoring to ensure compliance
Serving as consultant and change
agent.

CONTINUED
BY :-

Hakim (63)

EVALUATION OF HUMAN
RESOURCE MANAGEMENT

EVALUATION OF H.r.m
Human Resource Management can be very efficient and effective. Its
efficiency and effectiveness can be evaluated in reference to the
following 4C:-

Commitment,
Congruency,

Competency and

Cost effectiveness

VALUATION OF H.r.m
Commitment

This is the first C in the evaluation of Human Resource Function. Commitment

means testing the employees personal motivation and loyalty to the organization.
Competency
Competency is the second C in the evaluation of Human Resource Function in an
organization. In this area one tests the employees skills and abilities to perform
his tasks well.
Congruency
This is the third C in the evaluation of Human Resource Function. Congruency
focuses on management and employees.
Cost Effectiveness
The last C in the evaluation of Human Resource Function is cost effectiveness. It is
concerned with operational efficiency.

EVALUATION OF H.r.m
The development of software across
different countries (and time zones)
differs substantially from software
development in one single country or
region. The management of processes
and people, who work in globally
distributed learns, requires a high
level of coordination and
collaboration which needs to be based
on established human resource
management practices.

ANY QUESTIONS