Unit i Notes
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Manonmani PalanichamyUnit i Notes
Uploaded by
Manonmani Palanichamy1.
HUMAN RESOURCE MANAGEMENT:
Human Resource Management (HRM) is a strategic approach to managing people
effectively within an organization to ensure they contribute to the organization’s success
while also enhancing their personal and professional development. It involves a wide
range of functions and practices designed to recruit, retain, develop, and motivate
employees.
Functions of HRM:
Recruitment and Selection: Attracting and hiring the right talent through job
postings, interviews, and assessments.
Training and Development: Equipping employees with the necessary skills and
knowledge to perform their roles effectively and preparing them for future roles.
Performance Management: Setting goals, monitoring performance, providing
feedback, and conducting appraisals.
Compensation and Benefits: Designing salary structures, bonuses, benefits, and
incentives to motivate employees.
Employee Relations: Maintaining healthy relationships between the organization and
its employees, resolving conflicts, and ensuring workplace harmony.
Workforce Planning: Analysing current and future workforce needs to align with
organizational goals.
Compliance with Labor Laws: Ensuring adherence to employment laws and
regulations to avoid legal issues.
Health and Safety: Creating a safe and healthy work environment to promote
employee well-being.
Employee Engagement and Retention: Building a positive work culture to enhance
job satisfaction and reduce turnover.
Strategic HR Planning: Aligning HR practices with organizational strategy to
achieve long-term goals.
Emerging Trends in HRM:
Digital Transformation: Leveraging HR technology like HRIS, AI, and analytics to
improve HR processes.
Employee Well-being: Focusing on mental health, work-life balance, and wellness
programs.
Diversity, Equity, and Inclusion (DEI): Promoting diverse and inclusive workplaces
to drive innovation and fairness.
Remote Work Management: Adapting HR policies to accommodate hybrid and
remote work models.
Upskilling and Reskilling: Preparing employees for changing job roles due to
technological advancements.
2. MEANING
Human Resource Management (HRM) is the process of managing people in an organization
to optimize their performance and ensure their well-being. It involves strategically overseeing
the recruitment, training, development, motivation, and retention of employees to align their
goals with the organization’s objectives.
It is the art and science of managing an organization's most valuable asset—its people. It is a
comprehensive approach that involves policies, practices, and systems designed to develop,
maintain, and empower employees to perform effectively while contributing to organizational
goals. In simple words is the process of managing people at work. It involves hiring the right
people, training them, helping them grow, and ensuring they are happy and productive in
their jobs. HRM also makes sure the workplace is fair, safe, and follows all the rules. It’s all
about taking care of employees so they can do their best and help the company succeed.
In essence, HRM is about managing the workforce to maximize productivity and create a
positive, supportive, and compliant work environment. It treats employees as valuable assets
and focuses on nurturing their potential to contribute effectively to the organization's success.
3. NATURE
It refers to its defining characteristics and how it operates within an organization. It revolves
around managing people effectively to achieve both organizational and employee goals. It is
a people-oriented and comprehensive function that encompasses various activities like
recruitment, training, performance management, and employee development. HRM is both a
strategic and operational process, focusing on long-term workforce planning while addressing
day-to-day employee needs. As a continuous and dynamic process, it adapts to changes in
technology, laws, workplace culture, and employee expectations. HRM is interdisciplinary,
drawing knowledge from fields like psychology, sociology, economics, and law to understand
and manage human behavior. It emphasizes employee growth through training and career
development while fostering a supportive and ethical work environment. Universally
applicable across all industries, HRM ensures mutual benefits for employees and employers
by aligning individual and organizational goals and maintaining compliance with labor laws.
Below are the key aspects of the nature of HRM:
People-Oriented: HRM focuses on managing people who are the most important
resource in any organization. It aims to meet their needs and maximize their potential.
Comprehensive Function:HRM is a broad discipline that includes recruitment, training,
performance management, employee relations, compensation, and career development.
Continuous Process:HRM is ongoing. Managing people is not a one-time task but
requires continuous effort to adapt to changing circumstances and employee needs.
Goal-Oriented:HRM aligns employee goals with organizational objectives to ensure
mutual growth and success.
Strategic and Operational:
HRM is both:
Strategic: Focused on long-term goals, like workforce planning and leadership
development.
Operational: Handling day-to-day activities, like hiring and payroll management.
Dynamic in Nature:HRM evolves with changes in technology, laws, workplace culture,
and employee expectations.
Interdisciplinary Approach:HRM draws from various fields like psychology, sociology,
economics, and law to understand and manage human behavior in organizations.
Development-Oriented:HRM emphasizes employee growth through training, career
planning, and opportunities for advancement.
Universal Application: HRM is relevant across all industries, types of organizations, and
levels of employees.
Focus on Mutual Benefit:HRM works to benefit both employees and employers by
creating a supportive and productive work environment.
Human-Centric and Ethical:HRM values fairness, equity, and respect for all employees
while maintaining ethical standards in its practices.
Legally Compliant:HRM ensures organizations adhere to labor laws and regulations,
protecting both employees and employers from legal issues.
4. SCOPE AND
5. OBJECTIVE
To recruit and retain talented individuals.
To provide opportunities for employee growth and development.
To create a positive and inclusive work culture.
To ensure legal compliance and ethical practices.
To optimize employee performance and productivity.
To manage changes and transitions in the organization effectively.
6. FUNCTIONS OF HRM
7. THE ROLE & STATUS OF HR MANAGER
8. ORGANIZATION OF HR DEPARTMENT
9. STRATEGIC HRM
10. ETHICS IN HRM.