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HUMAN RESOURCE
MANAGEMENT
CONCEPT
Human Resource :-

• It is the sum total of knowledge, skills,


creative abilities, talents and aptitudes
of an organizations workforce as well

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as the values, attitudes and benefits of
an individual involved in the affairs of
the organization.

• It refers to the qualitative and


quantitative aspects of employees
working in an organization.

Management:-
It the art of getting things done by
others.
Human Resource Management:-
• It is a process of making the efficient and
effective use of human resources so that
the set goals are achieved.

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• It is the art of procuring, developing and
maintaining competent workforce to
achieve the goals of an organization in an
effective and efficient manner.

• It is the process of acquiring, training,


appraising and compensating employees
and attending to their labour relations,
health, safety and fairness concern.
According to Flippo “Human
Resource Management is the planning,
organizing, directing and controlling of the

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procurement, development, compensation,
integration, maintenance and separation of
human resources to the end that individual,
organizational and social objectives are
accomplished”.
According to Michael “It is that
field of management which has to do with
planning, organizing and controlling the
functions of procuring, developing, maintaining
and utilizing a labour force in the organization.
NATURE OF HRM
 Pervasive force
 Action oriented
 Individually oriented

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 People oriented
 Future oriented
 Development oriented
 Integrating mechanism
 Comprehensive function
 Inter disciplinary
function
 Continuous function
 Based on human relation
OBJECTIVES
 To help the organization to attain its goals
effectively and efficiently by providing competent
and motivated employees
 To utilize the available resource effectively
 To help the organization reach its goals

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 To employ the skills and abilities of the workforce
efficiently
 To provide the organization with well-trained and
well motivated employees
 To develop and maintain a quality of work life
 To communicate HR policies to all the employees
 To be ethically and socially responsive to the
needs of society
 To establish and maintain cordial relations
between employees and management
 To reconcile individual / group goals with
organizational goals
SCOPE
Acquisition

• Human resource planning:-It is a process for


determining the future requirements of

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employee.
• Recruitment:-It is the process of searching
for prospective employees and stimulating
them to apply for jobs in an organization.
• Selection:- Selection is the process of
ascertaining the qualifications, experience,
skill, knowledge of an applicant with a view
to appraising his/ her suitability to a job.
• Placement:- It is a process of assigning the
selected candidate with the most suitable
job in the terms of job requirement
Development

• Training:- It is the process of imparting the employees


the technical and operating skills and knowledge.
• Career development:- It is the planning of one's career
and implementation of career plans by means of
education, training, job search and acquisition of work

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experience.
• Organizational development:- It is a planned process
designed to improve organizational effectiveness and
health through modifications in individual and group
behavior, culture and systems of the organization.

Maintenance

• Remuneration:-It is the process of providing adequate,


equitable and fair wage/ salary to the employee.
• Motivation:-
 Industrial relation:-
 Performance appraisal:-It is the systematic evaluation of
individual with respect to their potential for development.
 Health and safety:-It may be studied through the result of
employees contribution and the employee job satisfaction.
 Social security:- It provide social security to their
employees in addition to the fringe benefits.

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Control
 Human resource audit:- It refers to an examination and
evaluation of policies, procedures to determine the
effectiveness of HRM.
 Human resource accounting:-It is a measurement of the
cost and value of human resources to the organization.
 Human resource information system:- It is a method by
which organization collects, maintains ,analysis and record
information on people and jobs.
FUNCTIONS OF HRM
Functions of HRM

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Managerial functions Operative functions
Managerial Functions:-

• Planning

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• Organizing
• Staffing
• Directing
• Controlling
Operative function:
Procurement:- It involves procuring the right kind of
people in appropriate number to be placed in the
organization. It consists of activities such as
i-Job analysis

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ii-Human resource planning
iii-Recruitment
iv-Selection
v-Placement
vi-Induction
vii-Transfer
viii-Promotion
ix-separation
• Development :- It involves activities
to improve the knowledge, skills,
aptitudes and values of employee so
as to enable them to perform their

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jobs in a better manner in future. It
consists of activities such as
i-Performance appraisal
ii-Training
iii-Executive development
iv-Career planning and development
• Compensation:-It involves
determination of wages and salaries

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matching with contribution made by
employees to the organizational
goals.
i- Job evaluation
ii-Wage & salary administration
iii-Bonus and incentives
• Integration :-
i- Motivation
ii-Job satisfaction

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iii-Grievance
iv- Collective bargaining
v- Conflict Management
vi-Participation
vii-Discipline
• Maintenance :- It is concerned with
protecting & promoting employees while at
work.

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i-Health
ii-Safety
iii-Social security
iv-Welfare schemes
v-Personnel records
vi-Personnel Audit
EMERGING TRENDS OF HRM IN
GLOBALIZED ECONOMY
 Increase in education levels
 Technological developments

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 Changing composition of work force

 Increasing Govt. role

 Occupational health and safety

 Organizational development

 Better appraisal and reward


systems
 New personnel policies