INTRODUCTION TO HUMAN RESOUCE MANGEMENT

The principal resource of an organisation is the people managing its people are the
most important aspects of managing an organisation. No longer is manpower just once of the
resources. This is because manpower s that resource through which management wanton
direct and control all other resource like material, machine, money and others. Keeping the
human power happy content is the most important objective of every management. Is the
working organisation and working relationship and expectations of employees are dynamic.

Factors influencing working relationship can be broadly classified under the

fallowing heads Environmental Factor Organizational Factor Human factor Environmental
deal with the external influence such as social, political, economic, primary, customs
traditional values and culture. Organizational factor organizational culture, traditional
policies, practices, producers, Etc.., in the part of employees Human factor involve
personality, morale and motivation which in turn depend on Meeting physiological needs
satisfying is own expectation in the carrier from organisation point of view, human factor
also involve competence in knowledge and skill interest in job and commitment on the
organizational objectives.

MEANING:

Human resource management concerns the human side of the management of

enterprise and employees relation with their firms. Its purpose is to ensure that the employees
of a company i.e., human resource are used in such a way that the employees obtain the
greatest possible benefits from abilities and obtain both material and psychological rewards
from their work human resource management is management function that managers plan
recruit select, and train and development organizational members. HRM is concerned with
the people dimension in management since every organization is made up of people acquiring
their Service, developing their skills motivation and ensuring that they continue to maintain
the commitment to the organizational and essential to achieve organizational objectives

DEFINITION:
 According to Edwin B flipper “HR is planning, organizing, directing, and controlling
of the procurement, development, compensation, integration, maintenance and separation of
the HRM to the end that individual organizational and social objectives”. According to
Armstrong (1990) “HRM as a strategic approach to acquiring, motivating, developing and
managing the organization human resource to shaping appropriate corporate culture and
introducing production program that rejects and supports the core values of the organisation
and ensure its success.”

OBJECTIVES OF HUMAN RESOURCE MANAGEMENT

 To create and utilize and able motivated workforce, to accomplish the basic
organizational goals.
 To establish and maintain sound organizational structure and desirable working.
 To secure the integration of individual and groups within the organization by co-
ordination of the individual and group goal with those of the organization.
 To attain an effective utilization of human resource in the achievement of
organizational goals.

FUNCTION OF HUMAN RESOURCE MANAGEMENT:

1. Managing function
Planning
Organizing
Directing
Controlling
2. Operative function
a. Manpower planning
Recruitment
Selection
Introduction
Placement

b. Human resource development

Training
Performance appraisal
 Management development
c. Compensation
Job evaluation
Wages and salary administration
Incentives
Fringe benefits
d. Human relation
Motivation
Developing
Leadership skills discipline
Grievance

SCOPE OF HUMAN RESOURCE MANAGEMENT

The scope of human resource management is indeed vast. All major activities in the
working from the time of his or her entry in an organizational until he or she leaves camunder
the preview of HRM. Specially, the activities included are human resource planning, job
analysis and development performance appraisal and job evaluation welfare safety and
healthy

THE SCOPE OF HUMAN RESOURCE MANAGEMENT INCLUDES:

 Objectives of HRM
 Organization of HRM
 Strategic HRM
 Employment
 Wages and salary
 Maintenance
 Motivation industrial relationship

IMPORTANCE OF HUMAN RESOURCE MANAGEMENT:

The importance of HRM can be discussed under three standard points:

 1. Social significance: Management of personnel enhances their dignity by satisfying
their social needs. This is done by:
I. Providing suitable and most productive employment, which brings them
psychological satisfaction.
2. Making maximum utilization of the resource in an effective manner and paying the
employees a reasonable compensation in proportion to the contribution made by him
3. Professional significance: By providing healthy working environment it promotes
teamwork in the employees. This is done by:
I. Maintaining the dignity of the employees as a human being.
II. Providing maximum opportunities for personal dept.
4. Significance for individual enterprise : It can help the organization in accomplishing
its goal by:
I. Creating right attitude among employees through effective motivation.
II. Securing willing communication operation for achieving goals fulfilling their
own social and other psychological needs like love, affection, esteem etc.

Scope of HRM:

The scope of HRM is indeed vast. All major activities in the working life of a worker-from
the time of his or her entry into an organization until he or she leaves – come under the
purview of HRM. Specially, the activities included are- HR planning, job analysis and
design, recruitment and selection, orientation and placement, training and development,
performance appraisal and job evaluation, employee remuneration, motivation
communication, welfare, safety and healthy, industrial relations and the like.
For the sake of convenience all these function into seven sections as shown in the figure.

NATURE OF HRM

PROSPECTS OF EMPLOYEEHIRIN
HRM G

HUMAN RESOURCE
MANAGEMENT
EMPLOYEE AND
INDUSTRIAL
EXECUTIVE
RELATIONS
REMUNERATION

EMPLOYEE
EMPLOYEE
MAINTANANCE
MOTIVATION
OBJECTIVES OF HRM

HRM is useful not only to organization, but the employees working therein, and also
the society at large also find it useful, the objectives can be as under.

 Organizational objectives:-
HRM is a means to achieve efficiency and effectiveness; it serves other
functional areas, so as to help them to attain efficiency in their operations and
attainment of goals to attain efficiency.
Acquiring right man for the job at right time in right quantity, developing through
right kind of training, utilizing the selected workforce, and maintaining the
workforce are the organizational objectives of HRM succession planning is an
important issue to be taken up as a contemporary organizational objective.
 Functional objective:-
HRM performs so many functions for other the benefit rendered.
 Personal objectives:-
In today’s world there is shortage of talent. Employees are encouraged by
competitive firms to change the jobs .HRM has the responsibility to acquire develop
utilize, and maintain employees. These would be possible only when the HRM
helps employees to achieve their personal goals to get their commitment. Creating
work-life balance for the employees is a personal objective.
 Societal Objective:-

HRM must see that the legal, ethical, and social environmental issues are
properly attended to. Equal opportunity and equal pay for equal work are the legal
issues not to be violated. To take care of farmers [whose land has been acquired for the
factory] and tribal’s [who are displaced by industries and mining companies] are the
ethical issues. The results are clear these issues are not taken care of. To help the
society through generating employment opportunity, creating schools dispensaries
helping women empowerment the social responsibility issues.
FUNTIONS OF HRM

Human resource management (HRM) is all about balancing the originations people
and process to best achieve the goals and the strategies of the organization,as well as the
goals and the needs of employees .The main role an HR manager has to fulfill is integrating
business operations and strategies across a wide array of culture, products, and ideas, while
effectively delegating work among human recourse specialist and line management

Apart from being concerned with local issues of employees, HR must also consider
these five basic functions and effects of workforce diversity, legal restrictions, performance
management, training and professional development of the organization.

1. RECRUIMENT-
A great deal of attention and resource is required to attract, hire and retain an
experienced, committed and well-motivated workforce. This Is perhaps one of the
most basic HR functions .There are several elements to this task such as developing a
job descriptions , advertising the job postings , screening applicants , conducting
interviews , making offers and negating salaries and benefits . Companies that value
their people put a serious amount of investment and staffing services .As the right set
talented employees can not only raise the companies profile but also help it achieve
profitability and keep it running effectively and successfully.
2. TRAINING AND DEVELOPMENT-
The HR departing is responsible for providing on-the-job as well as refreshing
for employees (newly hired and existing) alike. This is the second most important and
lack of training opportunities only increases frustration levels among employees .So,
training system systems must be streamlined across all locations in order to make
communication and sharing of resources a convenient task. Measurement and
monitoring is another vital aspect of training in order to foster adoption of their new
skills.

3. PROFESSIONAL DEVELOPMENT-
 Effective HR departments allow and encourage the employees with opportunities for
growth, leadership training and education, which in turn contribute to the success of
the company. Sponsoring for career advancement seminars, training, corporate social
responsibilities and trade shows will make employees feel important and cared for by
the team and organization.
4. BENEFITS AND COMPENSATION-
A company is more likely to be successfully, ifit adapts new ways of
providing benefits to employees. Some non-traditional benefits that can attract and
retain new skilled employees are:
 Flexible working hours or workdays,
 Extended vacation time,
 Paternity leave or childcare
 Medical/dental insurance,
 Corporate gym membership discounts

SCOPE OF HRM

Easiest and the most difficult to manage! The objectives of the HRM span right
from the manpower needs assessment to management and retention of the same. To this
effect Human resource management is responsible for effective designing and
implementation of various policies, procedures and programs. It is all about developing and
managing knowledge ,skills ,creativity, aptitude and talent and using them optimally .Human
resource management is not just limited to manage and optimally exploit human intellect .It
also focuses on managing physical and emotional capital of employees . Considering the
intricacies involved, the scope of HRM is widening with every passing day. It covers but is
not limited to HR planning. Hiring (recruitment and selection), training and development, pay
roll management, rewards and recognition, industrial relation, grievance handling, legal
procedure etc.

In other words, we can say that it’s about developing and managing harmonious
relationship at workforce and striking a balance between organizational goals and individual
goal The scope of HRM is executive and far –reaching. Therefore, it is very difficult to
define it concisely. However, we may classify the same under following heads:

 HRM IN PERSONNEL MANAGEMENT:

This is typically directed manpower management that involves manpower

planning, hiring (recruitment and selection,) training and development, induction and
orientation, transfer, promotion, compensation, layoff and retrenchment, employee
productivity. The overall here is to ascertain individual growth, development and
effectiveness which indirectly contribute to organizational development.

It is also include performance appraisal, developing new skills, disbursement of

wages, incentives, and allowances, travelling policies and procedure and other related courses
of action.

IMPORTENCE OF HRM
The main purpose of human resource management is the organizational goals.
Therefore, the resources are mobilized to achieve such goals, importance and objectives of
human resources management are as follows.
1. EFFECTIVE UTILIZATION OF RESOURCES:-
Human resources management ensure the effective utilization of resources. HRM
teaches how to utilize their resources so that the goals can be achieved .organization
aiming to utilize their resources effectively invites the HR department to formulate
required objectives and policies.
2. ORGANIZATION STRUCTURE:-
It defines the working relationship between employees and management. It defines
and assigns the task for each employee working in the organization. The task is to be
performed within the given constraints. It also defines positions, rights and duties,
accountability and responsibility, and other working relationships. The human resources
management system provides required information to timely and accurately. Hence,
human resources management helps to maintain organizational structure.

3. DEVELOPMENT OF HUMAN RESOUCES:-

 HRM provides favourable environment for employees that people working in
organization can work creativity. This ultimately helps them to develop their creative
knowledge, ability and skill.
4. RESPECT FOR HUMAN BEING:
Another important of human resource management is to provide a respectful
environment for each employee. Human resource management provides with required
means and facilities employee along with an appropriate respect because the dominating
tendency develops that will result organizational crisis.
5. GOAL HARMONY:
Human resource management bridges the gap between individual goal
organizational goal-thereby resulting into a good harmony. If goal differences occur, the
employees will not be willing to perform well. Hence, a proper match between individual
goal and organization goal should be there in order to utilize organizational resources
effectively and efficiency.
6. EMPLOYEE SATISFACTION:
Human resource management provides a series of facilities and opportunities to
employees for their career development. This leads to job satisfaction and commitment.
When the employees are provided with every and opportunities, they will be satisfied with
their work performance.

INTRODUCTION OF EMPLOYEE SAFETY:

Every organization should formulate and implement safety policy. The procedure
to be adopted naturally depends upon the size of a company, the number of plants it operates,
the nature of the industry in which it is engaged the production technology it uses, and
Attitude of the top management.

After it has spelt out its safety policy, a company should establish a safety program,
the primary goal of which should be to reduce the number of Hazardous factor which are
likely cause accident, and to develop safe working habits among its employees.

Some industries are exposed to dangerous gases such as carbon monoxide. These
industries must fallow specific safety procedures in the event emergency situation involving
for examples, the “safety pays” program helps employees determine the cost workplace
injuries and illness have o a company’s profit margin.

When companies understand the impact injuries have on their bottom line, they are
more incline to implement programs to keep their workers healthy and safe.

Employee awareness workplace health and safety practices are important because
they help prevent intra-office violence and raise employ awareness of the potential dangers
they face. Violent act and behaviours of employees and other individuals within the
workplace are cause for concern because they threaten a company’s overall well-being

MEANING OF EMPLOYEE SAFETY:

Employee safety refers to the protection of the worker is form the danger of
industrial accidents.

Then is an unplanned and uncontrolled event in which an action of an object, a

substance, a person, or a radiation in personality injury

PRINCIPALES OF SAFETY PROGRAM:

Tracing out the factors responsible for industrial accidents

 Identify potential hazards, provide effective safety facilities, and equipment and
take prompt remedial action.
 Top management commitment in determining policy monitoring and taking
remedial action.
 The management and supervision must be made fully accountable for safety
performance in the working area they control.
 Create awareness among the employee about safety method and provide training on
them to prevent accidents.
TYPES OF ACCIDENTS:

MAJOR ACCIDENTS MINOR

ACCIDENTS

TYPES OF ACCIDENTS

INTERNAL AND
FATAL
EXTERNAL

Major accidents:

An accident is said to be major when it results to death, or it results in a prolonged

disability to the injured. Bhopal gas leak is the best example for accidents.

Minor accidents:

A scratch or a cut which does not seriously disable him or her is a minor accidents
but an accident nevertheless

Internal and external:

Accidents may be internal or external. If a worker falls, or an object falls on him, it

is possible he may show external sings of injury, but he may fracture a bone or strained a
muscle or nerve that is an external injury.

Fatal:
 Fatal accidents in which an employee deadly in injured where as disability means
an employee inability to perform some operations a worker may be disabled by an injury for
an hour, half a day a day, a week, a month or few months or permanently.

CAUSES OF ACCIDENTS:

According to safety exports, there are three basic causes/factor that contribution to
accidents in organization chance occurrence, unsafe acts on the part of employees unsafe
condition; unsafe condition are the biggest causes of accidents. Such causes are associated
with defective plants, tools, materials, buildings etc.

These can be termed ‘they arise when there are improper or inadequate safety
guards’ on machines; or when there is an absence of proper maintenance and supervision of
these devices

Thus, unsafe condition includes:

 Improperly guarded equipment

 Defective equipment
 Hazardous arrangements
 Unsafe storage
 Inadequate safety devices
 Bad location
 Improper ventilation
UNSAFE ACTS:

These acts may be the results lackof knowledge or skill on the part of employees
certain physical defects and wrong attitudes.

These acts includes acts like

 Operating without authority

 Failing to secure equipment
 Failing to use safe attire
 Throwing materials on the floor carelessly
 Working at unsafe level of speed
 Using unsafe procedure in loading, placing, mixing
 Taking unsafe position
 Lifting improperly

Other causes:

These causes arises out of unsafe situation and climate conditions variation such as
bad working condition,

 Rough and slippery floors

 Excessive glare
 Heat humidity
 Supervisor etc..,

ELEMENTS OF HEALTH AND SAFETY PROGRAM:

A health and safety program consists of clearly defined action to implement the
health and safety policy. The numbers of element depends on organizational needs.
Common elements of safety health program:

 Leadership and administration

 Management training
 Workplace infection
 Task analysis and procedures
 Accidents/incident investigation
 Task observation
 Emergency preparedness
 Organizational rules
 Accidents/incidents analysis
 Employees training
 Personal protectiveness equipment (PPE)
 Program evaluation system
 Engineering controls
 Personal communication

PREVENTION OF ACCIDENTS:

Training:

Proper training of industrial employees is not only necessary for doing the assigned
job efficiently, but also necessary for their safety.

It is not enough if workers are trained on the method of avoiding accidents.

Supply of safety accessories:

Companies must have the practice of supply of safety accessories and educate the
employees to wear while on duty.

The safety accessories are like goggles, gloves, ear muffs, safety that management,
and manager constitute a safety committee or appointment of safety officer, which may not
help in preventing or reducing accidents.
Posters and film show:

Putting poster with poignant illustration and slogans on the walls near Workplace,
may remained the workers about the safety measures.

At the same time film shows that communicates how accidents take place, their
consequence, and need for safety, may help the employees the in preventing accidents.