Definition & Scope

of Human Resource
Management
GWENDOLYN Q. EBORDE, LPT
Masterand

September 26, 2020

Why do we call it as Human
Resource Management?
Human: refers to the skilled workforce
in an organization.
Resource: refers to limited availability
or scarce.
Management: refers  how to
optimize  and make best use of such
limited or scarce resource so as to meet
the organization goals and objectives.
Human Resource Management
 HRM is concerned with the people’s
dimension in the organization.

 Facilitating the competencies and

retention of skilled forces.

 Developing management systems

that promote commitment
Human Resource Management
Definitions by Authors
 Human Resource Management as
“planning, organizing, directing,
controlling of procurement, development,
compensation, integration , maintenance
and separation of human resources to
the end that individual, organizational
and social objectives are achieved.”
- Edwin B. Flippo
Human Resource Management
Definitions by Authors
“Human Resource Management is part
of management which is concerned
with people at work and with their
relationship within an enterprise.”
- The National Institute of Personal
Management (NIPM) of India
Human Resource Management
Definitions by Authors
“Human Resource Management is
concerned with the people dimension
in management.” 

- Decenzo and Robbins

 1 Acquisitions

2 Development

HRM

3 Motivation

4
Maintenance

Human Resource Management Definitions

Functions of Human Resource
Management as a Department:
 Human resource planning
 Conducting Job Analysis, Recruitment and
conducting interviews
 Selection of human resources
 Orienting, training, compensating,
providing benefits and incentives
 appraising, retaining, career planning,
quality of work life, 
 Employee discipline
 Human Resource Auditing
 Maintenance of industrial relationship
Three Aspects of Human Resource
Management:
1. Personnel Aspects:
 This is concerned with manpower
planning, recruitment, selection,
placement, transfer, promotion, training
and development, lay-off and
retrenchment, remuneration, incentives,
productivity, etc.
2. Welfare Aspects:
 It deals with working conditions and
different amenities.
3. Industrial Relations Aspects:
 This covers union-management relations.
Scope of Human Resource
Management
Scope # 1. Human Resource Planning
(HRP):
 It is a process through which the
company makes an assessment of the
present manpower.
Scope # 2. Job Analysis:
  It provides the basis for recruitment,
training and development of staff.
Scope # 3. Job Evaluation:
 It forms the basis of wage and salary
determination.

Scope # 4. Recruitment and Selection:

 The company on the basis of human
resource planning and job analysis
identifies the requirement of personnel
and explores different internal and
external sources from where manpower
can be acquired.
Scope # 5. Performance Appraisal:
 It is a systematic method of evaluating
the performance of employees.

Scope # 6. Training and Development:

 Training helps the employees to cope
up with the changing technological
and other internal and external work
situations.
Scope # 7. Employee Compensation:
 Performs the function of determining
the pay structure for different
employees on the basis of
qualification, efficiency, experience,
nature of the job.

Scope # 8. Employee Motivation:

 Motivation of employees is essential
for retention and sustenance of
employees within the organization.
Scope # 9. Employee Welfare:
 It aims at improving the quality of
work life by providing a better
environment worth working.

Scope # 10. Industrial Relations:

 Human resource management
considers establishment and
maintenance of harmonious and
cordial relation between employer and
employees.
“The scope of HRM is vast. HRM is not
limited to the activities concerning
employment and retention of people. It
has a wide area the coverage of which
starts from forecasting and vision
exercise.”

Indian Institute of Personnel

Management
Thank you
and Keep
Safe! 
 References
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