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WELCOME

HRM

HUMAN RESOURCE
MANAGEMENT
WEEK-1 OVERVIEW
• Introduction to HRM
• Definition of HRM
• Functions of HRM
• Why we are Concerned about HRM?
• Successful HRM

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INTRODUCTION TO HRM
• HRM is simply:
“Human Management 0r Managing the people”.

HRM three components:


 Human (Social animal is human being)
 Resources
(Human,physical,financial,informational,technol
ogical etc….)
 Management (functions of
planning,organizing,leading,contrlling)
DEFINITION OF HRM

• HRM is the management of people working in


an organization, it is a subject related to
human. For simplicity, we can say that it is the
management of human or people.

• “HRM is a managerial function that tries to


match an organization’s needs to the skills &
abilities of its employees.”
FUNCTIONS OF HRM
HRM, is an Organizational function that deals with
issues related to people. Following are the functions of HR
department:
• HR Planning, Recruitment & Selection
• Training & Development
• Compensation & Benefits
• Performance management
• Safety & Health
• Employee motivation
• Employee & Labor relations etc…
WHY WE ARE CONCERNED
ABOUT HRM?

• Helps you get results through others

• Helps you avoid common mistakes

• Helps you to gain competitive advantage.


SUCCESSFUL HRM

• Organization:(High level of profitability,


higher annual sales per employees,
high market value.)
• Employees: (More employment security,
more job oppertunities,high wages.)
• Society: (Elevating the standard of
living, Bringing prosperity in society, no
frustration).
History of HRM
History of HRM

Evolution of HRM

• History of Personnel Management

• Shifting from Personnel


Management to HRM
HISTORY OF PERSONNEL
MANAGEMENT

Definition
P.M is the study of how employer
Obtain, Develop, Utilize,
Maintain and Retain the right
number and types of workers.
CONCEPT OF PERSONNEL
MANAGEMENT

Prior to the mid 1960’s


Personnel Department was
perceived as the
“Health & Happiness crews”.
PRIMARY ACTIVITIES OF
PERSONNEL . MGT

• Planning Company Picnics


• Scheduling vacation
• Enrolling workers for Health-
Care Coverage
• Planning Retirement Parties.
HISTORY

Personnel management has


been a recognized function in
the USA since 1890’s.
HISTORY

Management thinking till


1950’s to 1960’s.
HISTORY

• Two main events that brought


shift in Personnel Management
to HRM.
1. Human Relations
2. The Hawthorne Studies
HISTORY

So in 1970’s the job of


HR manager was to keep
organization out of the
court.
HISTORY

• From 1970’s onwards, change was


the primary concern.
• Then the emergence of HRM was
part of a major shift in the nature &
meaning of management towards
the end of 2oth century.
ANOTHER VIEW

So organizations also
changed with time
1900 CENTURY
Before 1900
• Production
• Technology was the main
concern.
1900 to 1910
• Employee Welfare
1930 to 1940
• Unionization was at peak
1940 – 50
• Economic Security
1950 to 60’s
• Human Relations
1960 to 70’s
• Employment Laws
1970 to 1980’s
• QWL
1980’s to 1990’s
• Employment Displacement
(Downsizing etc)
1990’s to 2000
• Productivity
• Efficiency
• Quality
Beyond 2000????????
SO 2000?????

Organization survival is
the main issue.
Difference b/w P.M & HRM
• The term Personnel management and HRM both
refers to the same processes.

• HRM is a modern and advance term than


Personnel management and emerged in 1970’s and
won the final acceptance in 1989.

• In reality they both are same concepts but the


approaches are different.

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