Human Resource

Management
Module- 1

HRM, Sridevi Kulenur 1

 Scheme of Internal
Evaluation
Assessment Marks
Criteria
Tests (Avg of two 25
test)

Quiz 10
Attendance 5
Presentation 5
Class participation 5
HRM, Sridevi Kulenur 2
 Indicative Content
Human Resource Management-
Introduction
Nature
scope
Evolution
PM v/s HRM
Features
Functions
Objectives
Factors Influencing HRM
Strategic HRM
Policies, Practices, Programs, Procedures
HR manger- Role, Quality, Strategic Partner
Line & Staff Responsibility
Opportunities & Challenges in HRM
HRM, Sridevi Kulenur 3
 Main Learning Outcomes
On successful completion of the module, you will be able to:
To understand and explain the implications of managing people
at work.
To understand and explain the nature of human resource
management as a distinctive approach to people management.
To understand the challenges of human resource management.
To understand the HRM contribution to Strategic Management.
To understand and explain the changing context of people
management.
To understand how can HR influence firm
performance?
To understand how can HR cope with
workplace changes and trends?
To understand what are the HR strategies that
help a firm achieve competitive
advantage?
HRM, Sridevi Kulenur 4
 Introduction to HRM
Human resource (HR) management
refers to the practices and policies
you need to carry out the personnel
aspects of your management job,
specifically, acquiring, training,
appraising, rewarding, and providing
a safe and fair environment for your
companys employees

HRM, Sridevi Kulenur 5

Changing Environment of HRM
Globalization refers to the tendency
of firms to extend their sales,
ownership, and/or manufacturing to
new markets abroad
Technological Advances
Nature of Work
Growing emphasis on knowledge
workers and human capital.

HRM, Sridevi Kulenur 6

 Meaning Of HRM
Human resource management
means employing people, developing
their resources, utilizing, maintaining
and compensating their services in
tune with the job & organizational
requirements.

HRM, Sridevi Kulenur 7

 Definition Of HRM
According to Flippo, human resource
is the planning, organizing, directing
and controlling of the procurement,
developing, compensation,
integration, maintenance and
reproduction of human resources to
the end that individual,
organizational and societal objectives
are accomplished.
HRM, Sridevi Kulenur 8
 Nature Of HRM
People who manage organization
Application of management functions
& principles
Does not confined to business
establishments only

HRM, Sridevi Kulenur 9

Scope Of HRM

Nature of HRM

Prospects
Employee hiring
of HRM

Human
Resource
Industrial management Employee &
executive
Relations
remuneration

Employee Employee
Maintenance motivation

HRM, Sridevi Kulenur 10

 Evolution Of HRM

Industrial Scientific Industrial

Paternalisti
Revolution Manageme Psychology
c Era
Era nt Era Era

Personnel Human
Behavioral
Specialist Relations
Science Era
Era Era

Stages In The Evolution Of Human Resource Management

HRM, Sridevi Kulenur 11

 Difference B/W Personnel Management & HRM
Personnel Management Human Resource Management
Management of people employed Management of employees skills,
knowledge, aptitude etc

Treated as economic man Social and psychological man

Used for organizational benefit Used for multiple mutual benefit

Treated as cost centre Treated as profit centre

Function is treated as only Strategic management function
auxiliary
Viewed as commodity Viewed as resource

HRM, Sridevi Kulenur 12

 Features Of HRM
People oriented
Comprehensive function
Individual oriented
Continuous function
A staff function
Pervasive function
Challenging function
Development oriented
HRM, Sridevi Kulenur 13
 Functions Of HRM
1. Managerial functions
Planning
Organizing
Directing
controlling
2. Operative functions
Employment- Job Analysis, HRP, Recruitment,
selection, placement
HRD- PA, training, Management development,
career planning
Compensation- job evaluation, wage & salary
administration, incentives, bonus, fringe benefits,
social security measures,
Human relations
Effectiveness of HRM- organizational health, HR
Accounting, HR Audit, HR Research.
HRM, Sridevi Kulenur 14
 Objectives Of HRM
Organizational objectives
Functional objectives
Personal objectives
Other objectives

HRM, Sridevi Kulenur 15

 Policies, Procedures &
Programs
A set of proposals and actions that act as a reference
point for managers in their dealings with employees.
A well thought out course of action. It prescribes the
specific manner in which a piece of work is to be done.
Personnel programs are complex set of goals, policies,
procedures, rules, steps to be taken, resources to be
employed, and other elements necessary to carry out a
given course of action. Programs are aids to policy.

HRM, Sridevi Kulenur 16

 Need for HRM Policies

Favoritism and discrimination

Standards of performance

Employee enthusiasm and loyalty

 Advantages of HRM Policies
Delegation
Uniformity
Better control
Standards of Efficiency
Confidence
Speedy Decision
Co- ordinating Devices
Characteristics of a sound HRM Policy
Related to Objectives
Easy to understand
Precise
Stable as well as flexible
Based on facts
Appropriate number
Reasonable
Review
 Line Responsibility & Staff
Function
Line managers responsibility to attain
effectives goals of their respective
departments by the proper
management of 4Ms.
Staff function - Personnel managers
performs various functions of personnel
management, viz, employment,
training, development, wage & salary
administration, motivation, grievance
redressal, workers participation in
management, collective bargaining etc..
HRM, Sridevi Kulenur 20
 Role Of HR Manager
The conscience role
The counselor
The mediator
The spokesman
The problem solver
The change agent
Personnel role
Welfare role
Clerical role
Fire fighting legal role
HRM, Sridevi Kulenur 21
 Qualities Of HR Manager
Personal attributes
- Intelligence
- Education skills
- Discriminating skills
- Executive skills
- Experience and training
- Professional attitudes
- Qualification
HRM, Sridevi Kulenur 22
 Strategic HRM

The linking of HRM with strategic

goals and objectives in order to
improve business performance and
develop organizational cultures that
foster innovation and flexibility

HRM, Sridevi Kulenur 23

 HR Manager as a Strategic
Partner
HR is a legitimate business unit
Highly strategic in nature
Critical to achieving corporate objectives
Determine workforce capabilities
HR managers must forge strategic
partnerships
HR executives must understand the total
organization

HRM, Sridevi Kulenur 24

 Factors Influencing HRM
Technological innovation
Economic factors
Employees organizations
Labor markets
Changing demand of employers
Legal factors
Human resource in the country

HRM, Sridevi Kulenur 25

 Opportunities & Challenges In
HRM
Key HR Challenges for Todays Managers:
Environmental -
Rapid change
Workforce diversity
Globalization
Internet revolution
Legislation
Evolving work and family roles
Skill Shortages
Rise of the service sector
HRM, Sridevi Kulenur 26
 Conti.
Organizational
Quality, distinctive capabilities
Decentralization
Downsizing
Organizational restructuring
Self-managed work teams
Technology
Outsourcing

HRM, Sridevi Kulenur 27

 Conti..
Cultural
Basic assumptions and beliefs
shared by members of an
organization
rules, norms
behaviors
philosophy
dominant values
feeling or climate

HRM, Sridevi Kulenur 28

 Indicative Content
Human Resource Management-
Introduction
Nature
scope
Evolution
PM v/s HRM
Features
Functions
Objectives
Factors Influencing HRM
Strategic HRM
Policies, Practices, Programs, Procedures
HR manger- Role, Quality, Strategic Partner
Line & Staff Responsibility
Opportunities & Challenges in HRM
HRM, Sridevi Kulenur 29