INTRODUCTION TO HUMAN

RESOURCE MANAGEMENT

by Minu Manisha Babel

 MEANING
 DEFINITION
EVOLUTION OF HRM IN INDIA
1920s - 1930s
1940s – 1960s
1970s – 1980s
1990s
 SCOPE OF HRM
Prospects Of HRM
Nature of HRM
Employee Hiring
Employee Remuneration
Industrial Relations
Employee Maintenance
Employee Motivation
 OBJECTIVES OF HRM
SOCIETAL OBJECTIVES
ORGANISATIONAL
OBJECTIVES
FUNCTIONAL OBJECTIVES
PERSONAL OBJECTIVES
 FUNCTIONS OF HRM
Procurement of man power
Development of manpower
Compensation
Integration of interests
Maintenance of manpower
Provision of welfare facilities
Acquisition Function
Process of identifying and
employing people possessing
required level of skills
Job Analysis
HRP

Recruitment

Selection
Development Function
Process of improving, molding and
changing the skills, knowledge and ability
of an employee
Employee Training
Management Development
Career Development
Motivation Function
Process of integrating people into a
work situation in a way that it
encourages them to perform / deliver
to the best of their ability
Understanding needs
Designing motivators
Monitoring
Maintenance Function
Process of providing employees the
working conditions that help maintain
their motivation and commitment to
the organization
Satisfaction Levels
Retention
 FEATURES OF HRM
Managing people
People-oriented process
Develops employee's potentialities
Integral part
Secures cooperation
Future oriented
 IMPORTANCE OF HRM
Significance for an enterprise
Professional significance
Social significance
National significance
Are an organization’s greatest assets
All other resources get connected through men
To make them deliver they need to be –
Properly selected
Properly trained
Properly motivated
Corporate
HRM can help an enterprise in the following
ways:
Attracting talent through effective HRP
Developing necessary skills & attitude with
training
Securing cooperation through motivation
Retaining talent through the right policies
Professional
HRM helps improve quality of work life and
contributes to growth in the following ways:
Opportunities for personal development
Motivating work environment
Proper allocation of work
Healthy relationships between
individuals & groups
Social
Society benefits from good HRM in
many ways:
Good employment opportunities
Development of human capital
Generation of income &
consumption
Better lifestyles
National
Drivers of development of a
country
Deliver economic growth
Definitions of HRM
Byers & Rue: “HRM is the function facilitating the most
effective use of people to achieve both organizational and
individual goals”
Process of acquiring, training, appraising and
compensating employees such that they are motivated to
achieve both the organizational and individual goals
Michael Jucious: “HRM is that field of management which
deals with planning, organizing & controlling the functions
of procuring, developing, maintaining and utilizing a labor
force such that organizational & individual goals are
fulfilled”
3
ROLE OF HRM
Recruitment, selection &
development of manpower
Industrial relations
Provision of welfare facilities
Manpower management
Information collection
Expansion, modernization &
automation
 JOB ANALYSIS
FRINGE
BENEFITS JOB DESIGN

WAGES &
NCENTIVES
JOB EVALUATION

CAREER
PLANNING
MANPOWER
PLANNING
PROMOTIONS HUMAN RESOURCE
MANAGEMENT RECRUITMENT

JOB
TRANSFER
SELECTION
JOB
ROTATION
PLACEMENTS
EMPLOYEE
TRAINING
INDUCTION
Organization of HRM Department
DIRECTOR
(HRD)

MANAGER MANAGER MANAGER

(PERSONNEL) (ADMINISTRATION) (HRD)

TRAINING &
HR PLANNING WELFARE
DEVELOPMENT

RECRUITMENT
PERFORMANCE
& LEAVE RECORDS
APPRAISAL
SELECTION
Role of HR Manager
Job Design / Job Analysis
Human Resource Planning

Recruitment & Selection

Training & Development

Performance Appraisal

Compensation / Benefits

Personnel Information Systems

Employee Motivation / Assistance

HUMAN RESOURCE DEVELOPMENT

“ Human resource development refers to the process

whereby the employees are continuously helped in a
planned way to
 Acquire or sharpen capabilities required to perform various tasks
associated with their present/future expected roles.
 Develop their general capabilities as individuals so that they are able to
discover and exploit their own inner potential for their own and/or
organizational development purpose.
 Develop an organizational work culture where: superior-subordinate
relationships, team work and collaboration among different units are
strong and contribute to the professional well-being, motivation and
pride.”
HRD v/s HRM
HRM vs. HRD
HRM is the process of effectively
employing people in an organization
HRD is the process of training &
development of employees to make
them effective
HRD is an important subset of HRM
HRD vs HRM
Main Differences between Personnel
Management and HRM
 Personnel management is workforce centered, directed mainly
at the organization’s employees; such as finding and training
them, arranging for them to be paid, explaining management’s
expectations, justifying management’s actions etc. While on the
other hand, HRM is resource –centered, directed mainly at
management, in terms of devolving the responsibility of HRM to
line management, management development etc.
 Personnel Management is basically an operational function,
concerned primarily with carrying out the day-to day people
management activities. While on the other hand, HRM is
strategic in nature, that is, being concerned with directly
assisting an organization to gain sustained competitive
advantage.
 HRM is more proactive than Personnel Management. Whereas
personnel management is about the maintenance of personnel
and administrative systems,
 HRM is about the forecasting of organizational needs, the
continual monitoring and adjustment of personnel systems to
meet current and future requirements, and the management of
change.
Differences between Personnel Management & HRM
Sr. DIMENSION PM HRM
No.
1 Employment Careful Aim to go
contract delineation of beyond
written contract
contracts
2 Initiatives Integrated Piecemeal

3 Remuneration Fixed Performance-

related
4 Rules Importance Can do outlook
of devising impatience
clear rules with rule
Sr. DIMENSION PM HRM
No.
5 Speed of Slow Fast
decisions
6 Training & Controlled Learning
development access to companies
courses

7 Job design Division of Team work

work

8 Evolution Precedes Latest in the

HRM evolution of
the subject
CHALLENGES FOR HRM MANAGER
Challenges relating to recruitment,
selection and development of manpower.
Challenges relating to industrial
relations.
Challenges relating to provision of
welfare facilities.
Challenges relating to manpower
management.
Limitations of HRM
HRM only a ‘support function’!
Training programs only a ‘cost’!
Not an ‘as & when needed’ function!
Not specifically qualified / trained people!
Inadequate information systems / records!
Misunderstood as HRD!