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MANAGEMENT PROCESS
INPUT:
MEN,MATERIAL,METHOD
,MONEY,MACHINERY,
MARKET.

PROCESS:
PLANNING,ORGANISING,
STAFFING,DIRECTING,
CONTROLLING

OUTPUT:
GOAL,TARGET.
MANAGEMENT FUNCTIONS:
‡ PLANNING
‡ ORGANISING
‡ STAFFING
‡ DIRECTING
‡ CONTROLLING
HUMAN RESOURCE MANAGEMENT
Human Resource Management is the process of acquiring,
training, appraising, and compensating employees, and
attending to their labour relations, health and safety, and
fairness concerns.
FEATURES OF HRM:
‡ Pervasive force
‡ Action oriented
‡ Individual oriented
‡ People oriented
‡ Development oriented
‡ Integrating mechanism
‡ Comprehensive function
‡ Auxiliary function
‡ Interdisciplinary function
‡ Continuous function
SCOPE OF HRM:
‡ Personnel aspect
‡ Welfare aspect
‡ Industrial relations aspect
MISCONCEPTIONS ABOUT HRM:
‡ Lack of expertise
‡ Alienation from mainstream
‡ Fascination with latest fads
‡ Lack of respect
OBJECTIVES OF HRM:
‡ To help the organization reach its goals
‡ To employ the skills and abilities of the workforce
efficiently
‡ To provide the organization with well-trained and well-
motivated employees
‡ To increase to the fullest the employee¶s job satisfaction
and self-actualization
‡ To develop and maintain a quality of work life
‡ To communicate HR policies to all employees
‡ To help maintain ethical policies and behaviour
FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT:
‡ Conducting job analysis
‡ Planning labour needs and recruiting job candidates
‡ Selecting job candidates
‡ Orienting and training new employees
‡ Managing wages and salaries
‡ Providing incentives and benefits
‡ Appraising performance
‡ Communicating
‡ Training and developing managers
‡ Building employee commitment
FUNCTIONS OF HR MANAGER:
‡ A line function: The HR manager directs the activities of
the people in his or her own department and in related
service areas.
‡ A coordinative function: HR managers also coordinate
personnel activities, a duty often referred to as functional
control.
‡ Staff function: The HR manager assists in strategy
design and execution, hiring, training, evaluating,
rewarding, counseling, promoting and firing employees.
IMPORTANCE OF HRM:
AT THE AT THE SOCIETY
AT THE
ENTERPRISE LEVEL
INDIVIDUAL LEVEL
LEVEL
‡ Good HR practices ‡ It promotes team ‡ Employment
can help in work and team opportunities
attracting & spirit among multiply
retaining the best employees ‡ Scarce talent are
people in the ‡ It offers excellent put to best use
organization. growth
opportunities to
people who have
potential to rise
‡ It allows people to
work with diligence
and commitment
LINE AND STAFF ASPECT OF HRM:
‡ Line managers: A manager who is authorized to direct
the work of subordinates and is responsible for
accomplishing the organization's tasks.
‡ Staff managers: A manager who assists and advises line
managers.
EXAMPLES OF HR JOB DUTIES:
‡ Recruiters- Search for qualified job applicants.
‡ Equal employment opportunity(EEO) coordinators-
Investigate and resolve EEO grievances, examine
organizational practices and potential violations, and
compile and submit EEO reports.
‡ Job analysts- Collect and examine information about
jobs to prepare job descriptions.
‡ Compensation managers- Develop compensation plans
and handle the employee benefit program.
‡ Training specialist- Plan, organize and direct training
activities.
‡ Labour relation specialist- Advise management on all
aspects of union-management relations.
HISTORY OF PERSONNEL/ HRM
‡ The industrial revolution
‡ Scientific management
‡ Trade unionism
‡ Human relations movement
‡ Human resource approach
HRM PRACTICE IN INDIA
‡ Low status
‡ No initiative
‡ Split personalities
‡ Lip service
‡ Non-cooperation