HRM Policies and Practices

Ashish siddiqui

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 Lecture Overview

HRM Definition

Scope of HRM

Difference between HRM and PM

Functions of HRM Human Resource Management

Department

HRM Functions and Objectives

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UNDERSTANDING THE NATURE AND SCOPE
OF HRM

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 Lecture Overview

What is HRM?

HRM Activities

Scope of HRM

Difference between HRM and PM

HRM Objectives and Functions

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 HRM defined as

HRM is management function concerned with hiring , motivating and

maintaining people in an organization. It focuses on people in
organization

(Aswathappa, 2008, p.5)

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 HRM: the application of management functions and principles
related to employees

HRM functions applicable every where (not for profit and profit
driven organizations)

Employees decisions are integrated

Employee decision brings effectiveness/efficiency in

organization

HRM includes all major activities in professional life of a worker

All activities from employee entry to managing performance

and training until he or she leaves

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 HR Planning

Job Analysis and Design

Recruitment and Selection

Training and Development

Remuneration

Welfare

Safe and Healthy Work Environment

Industrial relations

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1. Introduction to HRM

2. Employee Hiring

3. Employee Remuneration

4. Employee Motivation

5. Employee Maintenance

6. Industrial Relations

7. Prospects of HRM

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 Introduction
Prospects of
HRM Employee
of
Hiring
HRM

Employee
Career Remuneration
Development HRM

Employee
Employee Motivation
IR Maintenance

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Source: Aswathappa, 2008, p.6
 There two terms

1. PM (Personnel Management )

2. HRM (Human Resource Management )

PM and HRM are different in scope and orientation

HRM is broad concept

PM and HRD (Human Resource Development) are part of HRM

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Dimensions PM HRM
1.Employment contract Care full delineation of Aim to go behind
written contracts contract
2.Rules Importance of devising Can do outlook,
clear rules impatience with rule
3.Guide to management Procedures Business need
action
4.Behaviour referent Norms ,customs and Values and mission
practices
5.Managerial task vis-- Monitoring Nurturing
vis labor
6.Speed of decision Slow Fast
7.Management role Transactional Transformational
leadership
8.Communication Indirect Direct
9. Prized management Negotiation Facilitation
skills
10.Selection Separate ,marginal task Integrated, key task
11.Labour management Collective barraging Individual contracts
contracts
12.Job categories and Many Few 12/9/16
Dimensions PM HRM
15.Respect for Labour is used as tool Peoples are used as
employees which is spendable and assets to be used for the
replaceable benefit of organization

16.Shared interest Interest of organizations Mutuality of interest

are uppermost
17.Evolution Precedes HRM Latest in evolution of
subjects
18.Locus of control External Internal
19.Oganization Mechanistic Organic
principles Top down Bottom-up
centralized Decentralized

20.Key relations Labour Management Customers

21.Initiatives Piecemeal Integrated
22.Pay Job evaluation Performance related
23.Training and Controlled accessed to Learning companies
development courses

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Source: Aswathappa, 2008, p.7
 The main objective of HRM is to ensure the availability of willing
and competent force to an organization

There are other objective of HRM too

1. Societal objectives

2. Functional objectives

3. Organizational objectives

4. Personal objectives

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Societal Objectives

Organizational
Objectives

Functional
Objectives

Personal
Objectives

Source: Aswathappa, 2008, p.8

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1 Societal objectives

Societal objectives of HRM make sure that the organization is

socially and ethically responsible

Minimizing negative impact of societal demands on

organizations

For example: EOE laws forces organizations to be ethical in

recruitment, to minimize the discrimination against hiring
based on ethnicity, race, and religion etc.

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2 Organizational objectives

To determine the role of HRM in organizational effectiveness

Its purpose is to assist/serve organization

HR department also serve other departments

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3 Functional objectives

To maintain department contribution in organizational

effectiveness

HR department services must fit into the organizational

needs

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4 Personal objectives

To assist employees in achieving their personal/individual goals

Maximum contribution to organization

Personal objectives are achieved when employees are satisfied,

motivated and retained

Satisfied employees excellent services excellent

organizational performance

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HRM Objectives Supporting Functions
Societal Objectives Legal compliance
Benefits
Union-Management relationship
Organizational Objectives Human Resource Planning
Employee Relations
Training and Development
Performance Appraisal
Placement
Functional Objectives Performance Appraisal
Placement
Personal Objectives Compensation
Training and Development
Performance Appraisal
Placement
Source: Aswathappa, 2008, p.10

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 MANAGERIAL

OPERATIVE

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MANAGERIAL FUNTIONS
Planning

Organizing

Directing

controlling

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 OPERATIONAL FUNCTIONAL
Procurement
Development of personnel
Compensation
Maintaining good IR
Record keeping
Planning and evaluation

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 Increasing size
Increasing education level
Technological advances
Changes in political environment
Meeting aspirations of employees
Psychosocial system
IT
Legal environment

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NEW ROLES OF MANAGERS
A Facilitator of Change
An Integrated Approach to Management
A Mediator

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