Human Resource Management

Sneha Sharma
Asst.Professor IITM
 Meaning of HR
The term human resource may be defined as the
total knowledge, skills, creative abilities,
talents, and aptitude of an organizations
workforce as well as the values, attitudes,
approaches and beliefs of an individual
involved in the affairs of the organization.
 Meaning & Definition

HRM may be defined as a set of policies and

programs designed to maximize both personal
and organizational goals. It is the process of
binding people and organizations together so
that the objectives of each are achieved.
Acc to Dessler

“HRM is the process of acquiring, training,

appraising and compensating employees , and
attending to their labor relations , health,
safety and fairness concern.”
 Human Capital
by Sumantra Ghoshal

Intellectual Capital

Social Capital

Emotional Capital
 Nature of HRM
• Inherent part of management
• Pervasive function
• People oriented
• Continuous process
• Based on human relations
• Challenging function
• Interdisciplinary
 Objectives of HRM
• To procure right type of personnel for right jobs
at the right time.
• To provide right kind of training to personnel to
increase their productivity.
• To ensure development of HR by offering
opportunities for learning and advancement.
• To identify and satisfy the needs of the
individuals by offering various monetary & non
monetary rewards.
• To ensure respect for human beings by
providing various services and welfare
facilities to the personnel.
• To ensure reconciliation of individual/group
with those of the organization.
• To achieve and maintain high morale among
employees in the organization.
Scope of HRM
 Importance of HRM
Significance for an enterprise Professional Significance Social significance National Significance

1 2 3 4
 HRM Environment
Political Economical
Internal
Finance
Environment Marketing
Dept External
Dept
Environment
HRM
F
HRM

Operations Dept others

Social Technological
 Evolution of HRM
The commodity Concept

The Factors of Production Concept

The Paternalistic Concept

The Humanitarian Concept

The Human Resource Management Concept

The Emerging Concept

Three dimensions of Personnel Management

Acc to National Institute of Personnel Management (NIPM) the 3

important dimensions of PM are:
Personal Aspect
Recruitment, selection,
training, appraisal,
Personnel Management compensation, etc.

Welfare Aspect
Working conditions,
amenities, facilities,
benefits.

Industrial Relation Aspect

Union management relations,
disputes settlement, grievance
handling, discipline, collective
bargain.
Functions of Human Resource Management

Managerial Operative Advisory

●
Employment
●
Training &
●
Planning Development ●
Advice to top
●
Compensation
●
Organizing management
●
Working Condition
●
Directing ●
Motivation
●
Advise to
●
Controlling ●
Personnel records departmental heads
●
Industrial relations
●
separation
CASE STUDY
In a company called Agro- Product Ltd., the following incident
took place in the personnel department. There was a
supervisor who had risen to his position by way of his hard
work and sincerity during his 15 years of service. In his good
old days, when he worked as a clerk, before becoming a
supervisor, he was staunch, active and dynamic unionist.

After becoming a supervisor, in response to change in his

responsibility, he was forced to drift away from union
activities. However, it must be noted here that his being
promoted to a supervisory job was not a buy off. He was
promoted because he really deserved that. But the union
leaders, for reasons best known to them didn’t like the clerk’s
promotion to the supervisory post.
Although with excellent inter personal skills that the supervisor
had, he could somehow manage to do his work satisfactorily.
One fine morning he assigned some work to the peon of the
department , but the peon refused to do the same. There was
exchange of heated arguments, a lot people gathered around
and at a certain point of time, the supervisor offensively
gesticulated towards the peon.

The basic issue remained aside and everyone around started

accusing the supervisor for his offensive gesticulation. The
whole of the department refused to work unless the
supervisor apologized for this behavior and trade union was
also brought into the picture.
 Questions
1. Analyze the situation in the above case.
2. What role does HR Manager is supposed to
play in this situation?
3. If you were the HR Manager, how would you
resolve the problem?
 Challenges of HRM
Advancement in Technology

Changing profile of workers

Changes in Legal Environment

Need for quality HR

Globalization

Managing workforce diversity

Management of Information

Empowerment of workers
Restructuring of organization &
Networking
Role, Responsibilities and
Competencies of HR
Professional
Role
• Advisory role • Welfare role
• The conscience role • Role of problem solver
• Counselor role • Role of change agent
• Mediator role • Decision making role
• Representative role • Executive role
• Clerical role
• Legal role
Responsibilities

Guidan
Service
ce
Advice
●
HRP ●
Recommendatio ●
Recruitment
●
Recruitment/selection n on Hr strategies advertising
●
Employee development ●
Selection short lists
●
Reward
●
Culture change ●
Training needs
●
Employee relations ●
Performance ●
Health & safety
●
Health/ safety
●
Staff amenities
management ●
Employee grievances
●
Salary administration
●
HR policies, ●
Industrial relations,
●
Etc. procedures, etc etc.
 Competencies
1. Initiative

9. Influencing
2. Personal effectiveness
10. Negotiating skills
3. Human relations handling skills
11.Interpersonal skills
4. Leadership skills

12. Business / culture awareness

5.Professional knowledge of HR

13. Service delivery

6.Adding value through people
development
14. Communication [ oral/ written ]
7.Continuing learning
15. Presentation
8. Strategic thinking capability
 Role of Personnel Department
• As a Specialist
• As a source of help
• As a change agent
• As a controller
 Managing Director

GM

Manager Manager Manager

Automobile Machines Electricals

Supporting Functions
Production Marketing HR Finance
Heavy Industrial
machines
HR
Light I M

HR
Agriculture
Machines &
HR
tools
Responsibilities within Personnel
Department
 HR Manger

Deputy Deputy Deputy Deputy Deputy manager

manager Manger manager manager Organizational
Employment Salary & HRD Industrial Culture
Benefit relations

Assistant Manager Assistant Manger Executive Assistant Manager Career

Training Development Planning & Development

Personnel officer Personnel officer Senior

Junior Executive Executive

Personnel Assistant Personnel Assistant

Divisional Manger Personnel

Dy Divisional Manager Dy Divisional Manager IR

Employment

Branch Personnel Officer

Qualifications & Qualities of a HR Manager

Personal Experience Profession

Attributes & Training al Attitudes
●
Intelligence
●
Educational
skills
●
Discriminating
skills
●
Executive skills
 Qualification
Degree from recognized university
Postgraduate degree/ diploma in HRM/ HRD/
welfare/ Social work/ Psychology/ Industrial
relations/ MBA with specialization in HRM
Degree in law
Knowledge of local language