HUMAN RESOURCE

MANAGEMENT
BAJAJ AUTO AKURDI
• Closed Akurdi plant and move to
Chakan
Ramalinga Reddy
• Develop an HR Services Model (HRFO)
• For buss who cant afford HR dept
WIPRO
• Potential job hopper
TOYOTA
• Suggesstion Scheme- 5,000 improvemnets per
day
British Airways
• Cut costs by 4.5 million
Narmada Fertilizers
• Savings of 65 lac pa
• Garment Units
Tata Electric Company
• Contract Workers for 17 and 19 years
• Most significant resource
• HR are heterogeneous
–Unique personality
–Different needs, attitudes and values
• HR are dynamic and behave
differently- same situation, different
reaction
• Effective utilization of all other
resources depends on quality of HR
Introduction to HRM
HRM has become significant due to
• Increase in complexity of org
• Rapid technological developments like
automation, comp
• Rise of professional and
knowledgeable workers
• Rapidly changing jobs and skills
• Social Significance- enhance dignity of
labor
• National Significance- The effective
exploitation and utilization of a
nation’s natural, physical and financial
resources requires and efficient and
committed manpower
• Human Resource Management is Defined as
the art of procuring, developing and
maintaining competent workforce to achieve
goals of an organisation in an effective and
efficient manner.
• it is the process of managing people in
organizations in a structured and thorough
manner.
HR Department
Nature of HRM
• Comprehensive Function:
– Concerned with managing people of all
types and at all levels
• Pervasive function :
– Spread through out the organization.
• Action oriented :
– Focuses on action rather than procedures
• Individually oriented :
– Pays attention towards individual
development
• People oriented:
– HRM is all about people at work. It tries to
co- ordinate the individual as well as group
activities towards attainment of
organizational goal.
• Future oriented :
– Provides competent and well motivated
employees.
• Development oriented :
– it focuses on employee development in the
organization as it motivates the employees to
perform better
• Continuous Function :
– Not one shot function
– Management of HR is never ending exercise

• Auxiliary services:
– apart from performing HR functions HRM
also plays role of special advisor in helping
other department in accomplishment of
their activities.
 Challenging Function:
–Due to dynamic nature of people
–People cannot be treated like
machines
• Staff Function
–Advisory in nature
Functions
 Functions of HRM
• Managerial Functions: Planning,
Organizing, Directing , Controlling
• Operative Functions: Procurement
functions, Development functions,
Motivation & compensation,
Maintenance, Integration etc.
 MANAGERIAL FUNCTIONS
• Planning : Planning regarding recruitment,
selection and training of employees.
• Organizing : Organizing includes identification
and grouping of work activities
• Staffing - People could be the dynamic
elements of management so without proper
sort of people things will remain immaterial.
• Directing : it involves supervising and
guiding the personnel.
• Coordinating - Concerned with the
unifying action of a group of people
• Controlling :
– it comprises of measuring the
employees performance
–providing them feedback on their
performance
OPERATIVE FUNCTIONS
 Procurement function
• Job Analysis - Job analysis identify the nature of job
and what type of people required to perform these
job effectively.
• Recruitment - Recruitment is the process of
identifying prospective employees, stimulating,
encouraging them to apply for a particular job or jobs
in an organization.
• Selection - Selection is the process of examining the
applicants with regard to their suitability for the
given job and choosing the best from the suitable
candidates
• Human Resource Planning - Human resource
planning is the process of estimating the
present and future manpower requirements
of the organization.
• Placement -The selected candidates are
assigned to a specific job known as placement.
• Orientation/Induction - Orientation is the
process of introducing new employees to an
organization
 Development function
• Performance Appraisal - Performance Appraisal is a
systematic evaluation of present potential
capabilities of personnel.
• Training - Training is an organized procedure for
improving the knowledge and skill of the employees
for doing a particular job or for a definite purpose.
• Career planning and development - Career planning
and development involve the planning for the career
of employees and implementing these plans
 Compensation functions
• Provides appropriate remuneration to
employees for their contribution to achieve
organizational objectives. It consists of the
following activities-
• Job evaluation - Job evaluation is a process of
determining the relative worth with of a job.
• Salary Administration - Salary Administration
is to determine the salary structure for various
jobs in the organization
• Maintenance function:
• Maintenance function is concerned with
promoting the physical and mental health of
employees by providing various facility and
social security.
• All the functions of Human Resource
Management are performed in conjunction
with each other.