NATURE AND SCOPE OF HRM

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INTRODUCTION
 What is “human resource”?

 How they are different from other managerial resources?

 HRM is the planning, organizing, directing and controlling of

the procurement, development, compensation,
maintenance, and separation of Human resources so that
individual, organizational and social objectives are
accomplished

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Difference between PM and HRM
 Tool Vs. asset (mutual goals, rewards, responibility,)
 PM precedes HRM
 PM and HRD part of HRM
 Reactive vs. proactive
 Level of trust
 Monitoring vs.nurturing
 Division of labor vs. teams
 Training vs. knowledge management

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OBJECTIVES OF HRM
 Attainment of goals
 Utilize the available human resources effectively
 Employees’ job satisfaction
 Maintain the quality of work life (QWL)
 Maintain ethical policies and behavior (Code of ethics)
 Maintain cordial relations between employees and
management
 To reconcile individual goals with organizational goals
(boredom instead of development; job profiles)
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FUNCTIONS OF HRM

FUNCTIONS

Managerial Operative
functions prince dudhatra-9724949948
functions
Managerial functions
 Planning

 Organizing

 Directing

 Controlling

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Operative functions

 Procurement

 Development

 Compensation

 Maintenance

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 Control
LINE & STAFF ASPECTS OF HRM

 Line Vs Staff Authority:

● Line Managers

● Staff Managers

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Important functions of HR manager:

 Line function

 Coordinative function (Top management)

 Staff function (various benefit programs;

health and safety insurance, retirement
benefits, vacation)
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Role of HR Manager
 The conscience Role (Humanitarian)
 The counsellor
 The mediator
 The Spokesperson
 Change agent

Another 4 categories:
 HR Role
 Welfare role
 Clerical role
 Legal role prince dudhatra-9724949948
Careers in HRM
 Supervisor/ officer level

 Junior management level

 Middle management level (implement)

 Senior management level (formulate)

 General manager level

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Qualities of HR Manager
 Communication skills

 Teaching skills

 Discriminating skills (bus, labor vs. executives)

 Leadership skills

 Professional attributes- patience, understanding,

ability to listen before offering advice, knowledge
of other disciplinesprincetoo.
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Changing environment of HRM
 Globalization trends

 Technological trends (recruitment and

selection)

 Trends in nature of work – High-tech jobs,

Service jobs(JIT), Knowledge workers and
human capital

 Workforce Demographic trends

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Changing role of HRM
 Strategic HRM

● Strategic planning

SHRM is Formulating and Executing HR

policies and practices that produce the
employee competencies and behaviors the
company needs to achieve its strategic
aims

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 Creating High performance work systems:

● Use of technology- self service, call

centers, Outsourcing
● Effective HR practices
● High performance work systems :Selective
hiring, self managed teams, information
sharing, performance based pay systems

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 Measuring HR team’s performance:

measurable evidence of the efficiency of

HR Dept.

● Quantitative performance measures i.e.

METRICS like absence rate, Cost per hire,
turnover rate

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• Managing with the scorecard process

Human resource activity

Employee behavior

Company performance and

outcomes
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Thank You

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