HUMAN

RESOURCE
MANAGEMENT

Mrs Kalavathy Sanjeewakumar

B B A (Hons) spl in HRM
Lecturer / Mangement cordinator
Open University Of Srolanka
What do you thing
about it?
“Having good talent people in the organisation was
important yesterday, but today it is critical !!”
Human resources means the collection of people and their
characteristics at work. These are distinct and unique to an
organization in several ways.

Human Resource are ”A whole consisting of inter-related,

inter-dependent & interacting psychological, sociological &
ethical components”.
-Michael J. Jucius
 ORGANIZATION
A social unit of people that is structured and managed to meet a
need or to pursue collective goals.

All organizations have a management structure that determines

relationships between the different activities and the members,
and subdivides and assigns roles, responsibilities, and authority
to carry out different tasks.

Organizations are open systems--they affect and are affected by

their environment
INTRODUCTION TO HRM

The process of hiring and developing employees so that

they become more valuable to the organization.

Human Resource Management includes conducting job analyses,

planning personnel needs, recruiting the right people for the job,
orienting and training, managing wages and salaries, providing
benefits and incentives, evaluating performance, resolving disputes,
and communicating with all employees at all levels
DEFINITIONS OF HRM

“HRM is management function concerned with

hiring , motivating and maintaining people in an
organization. It focuses on people in organization”

(Aswathappa, 2008, p.5)

According to Armstrong (1997),

Human Resource Management can be defined as “a strategic

approach to acquiring, developing, managing, motivating and
gaining the commitment of the organization's key resource –
the people who work in and for it.”

Human resource management is concerned with policies and

practices that ensure the best use of the human resources for
fulfilling the organizational and individual goals.

-Edwin B. Flippo
EVOLUTION OF HRM
1. The Industrial Revolution(beyond 1820 to 1840)
2. Trade unionism(1841 to 1909)
3. Scientific Management (1910 evolve & 1920
implementation to 1940)
4. Industrial Psychology (1945 to 1970)
5. Human Relation Movement Era ( 1971 to 1980)
6. Behavioral Science (1980 to 1990)
7. The Contemporary HRM Era (1990 onwards)
CORE ELEMENTS OF HRM

1. People
2. Management
3. Integration & consistency
4. Influence
5. Applicability
HRM ACTIVITIES
 HRM FUCTIONS

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

HR Information system
HR research
HR accounting
HR audit
IMPORTANCE OF HRM
OBJECTIVES OF HRM

Social Objectives

Organizational
Objectives

Functional
Objectives

Personal
Objectives
 SOCIAL OBJECTIVES

Societal objectives of HRM make sure that the organization is
socially and ethically responsible


Minimizing negative impact of societal demands on organizations

ORGANIZATIONAL OBJECTIVES

To determine the role of HRM in organizational effectiveness


Its purpose is to assist/serve organization


HR department also serve other departments
 FUNCTIONAL OBJECTIVES

To maintain department contribution in organizational
effectiveness

HR department services must fit into the organizational needs

PERSONAL OBJECTIVES

To assist employees in achieving their personal/individual goals


Maximum contribution to organization


Personal objectives are achieved when employees are satisfied,
motivated and retained

Satisfied employees excellent services excellent
organizational performance
HR OBJECTIVES OF TATA GROUP

 Tata company shall provide equal opportunities to all its employees.

 HR policies shall promote diversity and equality in the workplace.
 Employees shall be treated with dignity.
 Maintain a work Environment free of all forms of harassment.
 Respect for the right to privacy and the right to be heard.
 Equal opportunity to all eligible.
 Decisions are based on merit.
 FUNCTIONS OF HRM

Managerial Operative Advisory Functions

Functions Functions

 Human Resource  Recruitment and  Advised to Top

Planning Selection Management
 Organizing  Performance Appraisal  Advised to
 Directing  Training and Departmental Heads
 Controlling Development
 Employee Welfare
 Labour Relations
QUALITIES OF AN HR MANAGER
 Knowledge
 Intelligence
 Communication skills
 Objectivity and fairness
 Leadership and motivational qualities
 Emotional maturity and
 Empathy
 Qualities of HR Manager
Henry fayol categorized as

 Physical- health, vigor (energy, strength), address

 Mental- ability to understand, learn, judge & adaptable Moral –
firmness, responsible, initiative, loyal, dignity (self respect)
 Educational- subject knowledge about function
. Technical- peculiar knowledge on function
 Experience – arising from work proper

OTHERS:
Alert mentally, competent to take quick decision,
honesty & integrity, patience, good leader,
socially responsible, good communicator,
courteous (well mannered)
ROLE & RESPONSIBILITY OF HR
PROFESSIONALS IN
CHANGING ENVIRONMENT
Focus on strategic HR issues: Issues have to be identified &
dealt with adequately. It will act as an in-build advantage

Proactive action: not on reactive basis. Putting action in practice

before an issue arises.

Developing integrated HR system:

Well balanced system without lack of coherence (unity) in function
ROLE & RESPONSIBILITY OF HR
PROFESSIONALS IN
CHANGING ENVIRONMENT

Working as Change agent: must perceive need for change and

initiate it. HR professionals must play an active role.

Marketing HR potential: must have ability to prove their

contribution to enterprise

Outsourcing HR functions: business instructs an external

supplier to take responsibility (and risk) for HR functions.
 DIFFERENCE BETWEEN PM & HRM

Dimension PM HRM

Perspective Short-term perspective Long-term perspective

Point of View Compliance The psychological

contract based on
commitment
Control External control Self-control

Perception Pluralist perspective A utilitarian perspective

Role Specialist role Strategic role

Outlook Cost-minimization Maximum utilization

 Dimension PM HRM

Employment contract Careful delineation of Aim to go beyond

written contracts contract

Rules Importance of devising Can do outlook,

clear rules impatience with rule

Guide to management Procedures Business need

action

Behavior referent Norms/customs and Values/mission

practices

Managerial task vis-à- Monitoring Nurturing

vis labour

Initiatives Piecemeal Integrated

 Dimension PM HRM
Job design Division of labor Team work
Conflict handling Reach temporary truce Manage climate and
culture
Training and Controlled access to courses Learning organizations
development
Respect for Labor is treated as a tool People are treated as assets
employees which is expendable and to be used for the benefit of
replaceable an organization
Shared interests Interests of the organization Mutuality of interests
are uppermost
Evolution ‘Employee advocate' ‘Member of the
management team'
 EMERGING ISSUES IN HRM
FUTURE OF HRM: INFLUENCING FACTORS

Increase in size of workforce-additional demands for better pay,

benefits
& working conditions.

Composition of workforce- The raising percentage of women in

workforce,
demand for equal pay, gender inequality

Employees expectations-as workers are better educated, more

demanding,
voice strong- financial & non financial demands is ever growing & expanding.
Changes in technology- increase in automation, modernization &
computerization. Employees must update their knowledge & skills constantly.
This will necessitate constant training at all levels.

Life style changes- people are ready to change jobs, shift locations,
start up companies & even experiment with untested ideas.

Environmental challenges- Privatization efforts in India will gather

momentum . Burden of training & retraining falls on the shoulder of HR
manager.
Reserved categories, minorities will lose importance during selection of
employees.

Personnel Function- Job redesign, career opportunity, Productivity,

reward, safety and welfare, Talent hunting, developing & retaining, Lean &
mean
mg (good bye to old employees), labour relation, Health care benefits