Let’s Discuss By A Case

(HR-Department)
 Discussion Questions

• Do you think that the S&S Law Firm needs as HR

department? If yes, what should be its role?

• How would you sell the idea of the HR department to

the managing partner?

HUMAN RESOURCE MANAGEMENT

Personnel, People, Manpower, Staff,

Workforce, Employees
 Learning Objective

• Able to understand the concept and need of HRM.

• Able to understand the different functions of HRM.

• To understand the difference between Human Resource

Management and Personnel Management.

“One machine can do the work of fifty ordinary men.
No machine can do the work of one extraordinary
man.”
- Elbert Hubbard
 Core Elements of HRM

Organizations ------People ------ Management

 Definition
•HRM is planning, organizing, directing and controlling of the
Procurement, Development, Compensation, Integration,
Maintenance and Separation of Human Resources to the
end that individual, organizational and social objectives are
accomplished.
 Inherent part
of
management
Development Pervasive
oriented function

Integrating NATURE OF Action

mechanism HRM oriented

Continuous People
function oriented

Future
oriented
 Nature of HRM
1. Inherent part of management- Selecting people, training,
motivating, appraising their performance for improving their quality.
2. Pervasive function- Present in all levels of management in an
organization.
3. Action oriented-Solve problem through rational (balanced) policies
rather than record keeping.
4. People oriented-HRM is all about people at work. Assign jobs,
produce results, reward, motivate them towards improvements in
productivity.
 Continued………………
5. Future oriented- Effective HRM helps organization meet its
goals.
6. Development oriented-HRM develops full potential of
employees through reward, training, job rotation.
7. Integrating mechanism: HRM maintains cordial relationship
between people working at various levels in organization.
8. Continuous function: HRM is not a one shot deal it requires
constant awareness and alertness of human relations in every day
operation.
 Objectives of HRM

1. To help the organization reach its goal.

2. To employ the skills and abilities of the workforce efficiently.

3. To provide the organization with well trained & well motivated

employees.

4. To increase employees job satisfaction and self actualization

(stimulate employees to realize their potential).

5. To develop & maintain a quality of work life.

6. To communicate HR policies to all employees.

 HRM FUCTIONS

HR HR Motivation &
Performance maintenance Industrial
acquisition development
& relations
1. Career 1.Empowerment
1. HR planning
planning
compensation 2.Health & Safety
1.Discipline
2. Recruitment & grievance
2.Training & 1.Performance Mg 3.HR mobility mg
3. Selection
development 2. Incentives& 4.Creating 2.Industrial
4.Placement motivating dispute Mg
3.Organizational benefits environment
Development

HR Information system
HR research
HR accounting
HR audit
 PM V/S HRM
PERSONNEL MANAGEMENT HUMAN RESOURCE
MANAGEMENT

Management of people employed. Management of employees’ skills,

knowledge, abilities.
Employees are treated as economic man Employees are treated as economic,
as his service are exchanged with salary. social & psychological man.
Employee are viewed as tool and Employee are treated as a resource.
equipment.
Employee are treated as cost center. Employees as treated as profit center.

Employees used as organization benefit Employees used for multi-mutual

benefit for organization, employees &
family
Short term perspective Long term perspective
At the enterprise level :
Attract and retain the best people in the
organization
Train people for challenging roles
Develop right attitude towards job
Develop skills and competencies
Promote team spirit
Develop loyalty and commitment

At the society level :

Enhance standard of living
Generate employment opportunities
At the individual level :
Promotes team work and team spirit
Provide opportunities for growth
Increase productivity and profits
Develop diligence and commitment towards work
Improve job satisfaction

At the national level :

Efficient use of natural , physical and financial resources
 Current News

• Air India Privatization: Employees can either join PSUs or

avail VRS

• https://www.peoplematters.in/news/employee-relations/air-

india-privatization-employees-can-either-join-psus-or-avail-

vrs-17271
 Case Discussion
• Satish

–Sales Manager in City Branch

–Promoted as Deputy Manager & shifted to HO in Product

Management Division

–Being new to the division, not very aware of products

• Mr. George – VP has convened a meeting of all Product

Managers
• Ketan – Product Manager and boss of Satish is absent for the

meeting

• Preet – Marketing Director, has asked Satish to attend the

meeting for better exposure to new role

• Mr. George has a practice of questioning every PM individually,

and gets very pushy and blunt.

• Preet had informed about Satish being new to the division, but

George failed to remember.

• Satish caught unaware for the required preparation of meeting,

George humiliated him stating ‘Gentlemen, you are witnessing here

an example of sloppy work and this can’t be excused’.

• Preet did not interrupt to remind George that Satish is new here.

• Satish was visibly angry but kept mum.

• After meeting, Preet told George about Satish, to which George

realizing his mistake called for Satish and apologized to him.

• George also mentioned that Satish also has the role to ensure that his

bosses and George himself do not make stupid decisions.

 Questions
1. Was it at all necessary for George to apologies to such a junior

employee like Satish? Why?

2. Was George correct in saying that Satish is there to correct the

"stupid mistake" of his boss and George? Why?

3. Did Preet make a mistake by not intervening during the meeting

and correct George's misconception about Satish? Why?

4. Would you be happy to have George/Preet as your boss? Why?

ANY QUERY
THANK YOU