Human resource is a term used to

describe the individuals who

comprise the workforce of an
organization.
Human resource is also the name
of the function within an
organization charged with the
overall
responsibility
for
implementing
strategies
and
policies
relating
to
the
management of individuals (i.e. the
human resources).

HUMAN RESOURCE
MANAGEMENT DEFINITIONS
EDWARD FLIPPO
Personnel management is the planning;
organizing, directing and controlling of the
procurement, development, compensation,
integration, maintenance and separation of
human resources to the objectives to be
accomplished.

National institute of personnel

Management
HRM is that part of management concerned
with people at work and with their relationships
into an effective organization, the men and
women, who make up an enterprise and
enabling each to make his own best
contribution to its success both as an individual
and as a member of a working group.
AVID. A. DECENZO & STEPHEN P. ROBBINS

A process consisting four functionsAcquisition, development, motivation and

maintenance of human resources.

HRM Functions
HRM
Managerial
Function

Operative
Functions
Procurement

Development

Maintena
nce

integration

Emergin
g issues

-Organizin
g

Motivation
&
Compensat
ion

Job Analysis

Training

Health

HR Planning

- Directing

Executive
development

Recruitment

Job design
Work
scheduling
Motivation
Job
evaluation
Performanc
e and
potential
appraisal
Compensati
on
administratio
n
Incentives
benefits and
services

Grievances
Discipline
Teams and
teamwork
Collective
bargaining
Participatio
n
Empowerm
ent
Trade
unions
Employers
association
Industrial
relations

Personnel
records
Personnel
audit
Personnel
research
HR
Accountin
g
HRIS
Job Stress
Counselin
g
Mentorin
g
IHRM

-Planning

-Controllin
g

Selection
Placement

Career
planning
Succession
Planning

Induction
Internal
mobility

HRD
Strategies

Safety
Welfare
Social
security

Objectives of HRM
1.
2.
3.
4.
5.
6.
7.

To help the organization reach its

goals
To employ the skills and abilities of
the workforce efficiently
To provide the organization with
well-trained and well-motivated
employees.
To increase to the fullest the
employees job satisfaction and selfactualization.
To develop and maintain a quality of
work life.
To communicate HR policies to all
employees.
To be ethically and socially
responsive to the needs of society.

Role of PM/HR
HR Manager plays a vital role in the modern organization. These
are
i) The Conscience role
ii) The Counselor
iii)The Mediator
iv)The Spokesman
v) The Problem-solver
vi)The Change Agent

Qualities of HR Manager
The function of personnel management vary from orgn to orgn
both in nature and degree. However, the qualities which will be
applicable in general can be summarized as follows:
HR Manager must have initiative, resourcefulness, depth of
perception, maturity in judgment and analytical ability. He
should be thorough with labor laws. He must be familiar with
human needs, wants, hopes and desires, values, aspiration etc.
without which adequate motivation in impossible.

He should also possess personal attributes like:

i) Intelligence
ii)Educational skills
iii)Discriminating skills
iv)Executing skills
v) Experience and training
vi)Professional attitudes
vii)qualifications

A Brief History of HRM

HRM can be traced to England, where

craftspeople organized guilds

They used unity to improve working conditions
The Industrial Revolution in the 18th century
laid the basis for a new, complex industrial
society
Changing work conditions, social patterns, and
labor created a gap between workers and owners
During the world wars era, scientific
management, welfare work, and industrial
psychology merged

A Brief History of HRM

Personnel departments were created

to deal with:
Drastic changes in technology
Organizational growth
The rise of unions
Government intervention

concerning working people

Around the 1920s, more organizations

noticed and acted

management conflict

on

employee-

Evolution of HRM in India

In India concept of human resource management started in the

year 1920.
Role of Royal commission in 1931.
The Factories Act 1948 made it mandatory for factories
employing 500 or more workers to appoint welfare officer.
During the 1960s, three major areas of practices labour welfare,
industrial relations and human resource administrative emerged
as the complimentary parts of human resource management.

Cont.
In the 1970s, concern for welfare shifted towards higher

efficiency.
During the 1980s due to new technology and other
environmental changes, human resource development become a
major issue.
During the 1990s role of human factor in industry has been
realized.

Hurdles in the progress of HRM

The legal status of HR officers requires them to work mainly in

the areas of welfare, day to day HR administration and

industrial relations.
The attitude of workers and line executives are not favorable
towards the HR officers.
HR function has failed to attract the most talented young person.
The result of HR function cannot be measured in concrete terms.
In India human resource development approach to HR
management has not fully developed due to technological
backwardness and for other reasons.

Measures to speed up growth

Role of various Personnel Management Institutes.
HR managers should enlarge their perception about their role.
Candidate selected for HR jobs should be provided formal

training in reputed institute.

Job description and Job Specification for HR manager should be
written in accordance with the latest developments in human
resources and behavioral sciences.
Efforts should be made at all levels to professionalize HR
management..