Human Resource Management

An Introduction

Definition

HRM refers to a set of

programmes, functions and activities designed and carried out in order to maximize both employee as well as organizational effectiveness.

Scope of HRM

Nature Of HRM
Prospects Of

Employe e Hiring

HRM

Industrial Relations

Human Resourc e Magmt

Employee & Executive Remunera tion

Employe e Mainten ance

Employ ee Motivati on

 Societal Objectives: To be ethically and socially

responsible to the needs and challenges of the society while minimising the negative impact of such demands upon the organization. Organizational Objectives: To recognize the roles of HRM in bringing about organizational effectiveness Functional Objectives: To maintain the depts contribution at a level appropriate to the orgns needs Personal Objectives: To assist employees to in achieving their personal goals, at least in so far as these goals enhance the individuals contribution to the orgn.

Objectives of HRM

HRM Objectives & Functions

HRM Objectives Supporting Functions 1. Societal 1. Legal compliance 2. Benefits 3. Union-management relations 2. Organizational 1. HR Planning 2. Employee Relations 3. Selection 4. Training & Development 5. Appraisal 6. Placement 7. Assessment

HRM Objectives
3. Functional

Supporting Functions
1. Appraisal 2. Placement 3. Assessment 1. Training & Development 2. Appraisal 3. Placement 4. Compensation 5. Assessment

4. Personal

Image and Qualities of HR Manager

Fairness & Firmness Tact & Resourcefulness Sympathy & Consideration Knowledge of labour & other Terms Broad Social Outlook Others better competence compared to his
subordinates; self confidence; longterm perspective Academic Qualification

HR Policies & Principles

A Policy is a plan of action a statement of
intention committing the management to a general course of action. It does not spell out the detailed procedure by which it has to be implemented procedure is a method for carrying out a policy Principle is the fundamental truth established by research, investigation and analysis. While they are universal truths generally applicable to all organization, Policies vary from organization to organization principles guide managers in formulating policies, programmes, procedures and practices.

Evolution of HRM
Period Develop- Outlook ment Status Beginning Pragmatism of Capitalists Emphasis Status

1920s1930s

1940s 1960s

Statutory, Clerical Welfare, Paternalis m Struggling Technical, Introductio Adminis for recog- legalistic n of tech- trative nition niques

Period

1970s 1980s

1990s

Develop- Outlook Emphasis Status ment Status Achieving Professio Regulatory Managerial Sophisti- nal, ,conformcation legalistic ing, imperso- imposing nal of stds on other functions Promising Philosphic Human Executive al values, productivit y thro people