Professional Documents
Culture Documents
INTRODUCTION
TO HRM
AGENDA
MODULE 1 ( Introduction to HRM)
1. Nature and Scope
2. Difference Between HRM and Personnel Management
3. Objectives Of HRM
4. Evolution OF HRM
5. Competitive Advantage through People
6. Competitive Challenges for HRM
7. Social Issues in HRM
8. Responsibilities For HR manager
9. Competencies of HR department
10. Image and Careers in HRM
11. Personnel policies and principals
Introduction
How important is Human resource?
The resources of men, money , material and
machinery are collected,, co-ordinate and utilized
through people.
L.F. Urwick “ Business houses are made or broken in
the long run not by markets or capital, patents or
equipments but by men.
Human resource does not depreciate.
HR represent the quantitative and qualitative
measurement of the workforce required by an
organization.
Concept of HRM
Organization has three basic components, People, Purpose,
and Structure. HRM is
HRM is the study of activates regarding people working in
an organization.
It is a managerial function that tries to match an
organization’s needs to the skills and abilities of its
employees.
HRM may be defined as a set of policies, practices and
programmes designed to maximise both personal and
organisational goals.
According to Flippo “ HRM is the planning, organizing ,
directing and controlling of the procurement, development,
compensation, integration, maintenance and reproduction of
HR to the end that individual, organizational and societal
objectives are accomplished.
History Of HRM
3. Scientific Management:
F.W. Taylor developed four principles of scientific
management:
Development of a true science
Scientific selection and training of workers
Friendly co-operation between management and workers.
Development of every worker to his fullest potential
History Of HRM
4. Industry Psychology:
Matching of employee skills with jobs
HR MANAGERIAL FUNCTIONS :
1. Planning
2. Organizing
3. Directing
4. Controlling
Operative Functions:
1. Procurement function:
a) Job analysis
b) Human Resource planning
c) Recruitments
d) Selection
e) Placement & induction or orientation
Responsibilities of HR Manager
Development Function:
1. Performance and potential appraisal
2. Training
3. Executive Development
4. Career planning and development
Compensation Function:
1. Job Evaluation
2. Wage and salary administration
3. Bonus
Integration Function
Maintenance function
Scope of Human Resource Management
To Attract People
To Develop People
To Motivate
To Keep Talented People
Building Competitive Advantage
through people
Skilled and motivated people are the central of
every company.
Still companies misuse human capital
Today's scarce, sought-after strategic resource
is expertise, which comes in the form of
employees
HOW TO DO IT?
Hierarchy has to be replaced by networks.
Bureaucratic system into flexible processes.
Analytical driven strategy to people oriented
strategy
A changing view of strategic resources ( No
capital)
A Changing view of value ( knowledge in
comparison to capital)
A changing view of senior manager roles
( Rather than allocating money to competing
projects company must nurture its employees)
CASE-MCkinsey
It values it employees
Training
Individual feedback
Coaching
Formal performance review from each partner
twice a year
Providing career advice
View from the people who have supervised
individual work
Social Issues in HRM