HUMAN RESOURSE

MANAGEMENT

Romita Devi De Silva

Dept. of Management &
Finance
KDU

OUTLINE
Definition and concept of HRM
Functions of HRM
HR policies and procedures
Challenges to HR professional
HR planning

HUMAN RESOURCE
Human Resource refer to the set of individuals or
personnel or workforce within an organisation
responsible for performing the tasks given to them
for

the purpose of achievement of goals and

objectives of the organisation as well as individuals.

Achieve
Objectives

Organisational
goals

LINK

Individual
goals

HUMAN RESOURCE
MANAGEMENT
Human Resource Management is the process of
managing

people

in

an

organization

in

structured manner.
HRM is the management of an organization's

workforce.
HRM is dealing with an organization's employees

It is concerned with philosophy, principles,

policies and practices related to human aspect

of management
It aims at achieving organizational objectives

through the efficient and effective

mobilization of human resources.

NATURE OF HRM
Human Focus

Development
oriented

Management
Function

Nature
of HRM

Dynamic
Mutually
Oriented

WHY HRM IS IMPORTANCE ?

Objective
Growth
Better relations between union and

management
Helps an individual to work in a team/group
Allocating the jobs to the right person
Performance management
Leadership training
Employee development

HRM PROCESS
The

process

of

HRM

involves

attracting,

developing and maintaining a talented and

energetic workforce.
The

basic

organizational

goal

of

HRM

performance

is

to

capacity

build
by

raising human capital, to ensure that highly

capable and enthusiastic people are always
available.

MAJOR RESPONSIBILITIES OF HRM

Attracting a quality workforce
Developing a quality
workforce
Maintaining a quality
workforce
Retaining a quality
workforce

FUNCTIONS/ STEPS IN HRM

PROCESS

Retaining
Employee
Compensation
Employee
relation
Motivation

HR Planning
Job design
Job analysis

HRM
Developing
Employee
Induction
T & D
Performance

Attracting
Employee
Recruitment
Selection

SYSTEM MODEL OF HRM

Input

Organisati
on plan
HR Plan

Process
Acquisition
Developme
nt
Utilization
Maintenanc
e
FEEDBACK

Output
Organisation
Goals
achievement
Productivity
Profit
Business
Expansion
Personal
Commitment
Competence
Quality of work
life
Growth

HRM POLICIES
Attendance at work
Hours of work
Leave
Holidays
Career breaks
Flexible working
Equal opportunity
Grievance and
discipline

Health and safety

Pay scale
Benefits
Right and
responsibilities
Terms and condition
Termination

CHALLENGES OF HRM
Individuals differ from one to another
Demanding personnel
Adapt to change
Change in technology
Global business
Legal and ethical issues
Capability focus (Competitions)
Profit and growth
Life style change

LIMITATION OF HRM
HRM as a support function
Cost consideration
Not specifically qualified / trained people
Inadequate information systems / record
Inadequate Development Programmes.

ANY QUESTIONS?