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Human Resource Management: An Overview

This document provides an overview of human resource management. It discusses that HRM is concerned with managing people and involves activities like recruitment, training, compensation, and labor relations. These activities help organizations achieve individual, organizational and social objectives. HRM is an inherent part of management and a pervasive function across all departments. The document also outlines HRM functions in organizations of different sizes and the roles of HR professionals.

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Anand Maurya
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42 views33 pages

Human Resource Management: An Overview

This document provides an overview of human resource management. It discusses that HRM is concerned with managing people and involves activities like recruitment, training, compensation, and labor relations. These activities help organizations achieve individual, organizational and social objectives. HRM is an inherent part of management and a pervasive function across all departments. The document also outlines HRM functions in organizations of different sizes and the roles of HR professionals.

Uploaded by

Anand Maurya
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HUMAN RESOURCE

MANAGEMENT:
AN OVERVIEW
Human Resource
Management

 HRM is concerned with people


dimension in management
Human Resource
Management
It is the Procurement,
Development, Compensation,
Integration, Maintenance and
separation of HR
To
Attain Individual, Organizational &
Social Objectives
Nature of HRM
Inherent part of Management
Pervasive Function
Basic to all Functional areas
People Centered
Personnel Activities or Functions
Continuous Process
Based on Human Relations
Objectives of HRM
SocietalObjectives
Organizational Objectives
Functional Objectives
Personal Objectives
Model of HRM by ASTD
Trainingand Development
Organization Development
Organization/Job Design
Human Resource Planning
Selection and Staffing
Personnel Research & Information
System
Compensation/Benefits
Employee Assistance
Union/Labor Relations
Human Resource Management
Functions

Staffing

Employee Human
& Labor Resource
HUMAN RESOURCE
Relations Development
MANAGEMENT
FUNCTIONS

Safety & Compensation


Health & Benefits
Staffing

 Job Analysis
 Human Resource Planning
(HRP)
 Recruitment
 Selection
Human Resource
Development
 Training
 Development
 Career Planning
 Career Development
 Performance Appraisal
Compensation & Benefits
Pay - Money that a person receives
for performing a job

Benefits - Financial rewards in


addition to base pay

Nonfinancial Rewards
 The Job
 The Environment
Safety and Health
 Safety - Involves protecting
employees from injuries caused by
work-related accidents

 Health - Refers to the employees'


freedom from illness and their general
physical and mental well-being
EMPLOYEE AND LABOR RELATIONS
Interrelationships of HRM
Functions

 All HRM functions


are interrelated

 Each function
affects other
areas
Significance of HRM
PolicyFormulation
Advisory Role
Linking Pin Role
Representative Role
Decision Making Role
Mediator Role
Leadership Role
Welfare Role
Research Role
THE HUMAN RESOURCE FUNCTION IN
ORGANIZATIONS OF VARIOUS SIZES
The Human Resource Function
in a Small Business

M a n a g e r/
O w ner

S a le s O p e r a t io n s F in a n c e
HR in Small Businesses
 Seldom Have a Formal HR Unit

 Other Managers Handle HR


Functions

 Focuses on Hiring & Retaining


Capable Employees
The Human Resource Function
in a Medium-Sized Business

P re sid e n t
S a le s O p e ra tio n s F in a n c e H u m a n R e s o u rce
M anager M anager M anager M anager
HR in a Medium-Sized Firm

 Little specialization

 HR Manager is essentially the


entire department
The Human Resource Functions
in a Large Firm
P r e s id e n t
M a r k e t in g O p e r a t io n s F in a n c e HR
M anager M anager M anager M anager

M anager M anager
T r a in in g a n d C o m p e n s a t io n &
D e v e lo p m e n t B e n e fit s
M anager M anager
Labor S t a ffin g
R e la t io n s
M anager
S a fe ty &
H e a lth
Traditional Human Resource
Functions in a Large-Sized Firm

 Separate sections are often created


 Placed under an HR Manager
 Each HR function may have a
supervisor & staff
 HR Manager works closely with top
management in formulating policy
A New and Evolving HR Organization for
Large-size Firms

 Performance in Five
Functional Areas
 Outsource
 Shared Service
Centers
 Line Managers
Have More HR
Authority
Example of a New and Evolving
HR Organization for Large Firms

P re s id e n t a n d C E O

H u m a n R e s o u rc e M a n a g e r S a fe ty a n d H e a lth M a n a g e r

T ra in in g a n d D e v e lo p m e n t C o m p e n s a tio n B e n e fits
O u ts o u rc e d
S h a re d S e rv ic e C e n te r
HUMAN RESOURCE
EXECUTIVES, GENERALISTS
AND SPECIALISTS
Qualities
Physical
Mental
Moral
Educational
Technical
Experience
Characteristics of an HR
Head

 Monitor the entire function of HR


 Performs One or More HR Functions
 A Top-Level Manager
 Reports Directly to the Corporation's
CEO
Characteristics of an HR
Generalist

 Often an Executive

 Performs Tasks in Various HR


Related Areas
 Involved in Several or all of the
Five HRM Functions
Characteristics of an HR
Specialist

 May be an HR Executive, Manager,


or Non-Manager
 Typically Concerned with Only One
of the Five Functional Areas
PROFESSIONALIZATION OF
HUMAN RESOURCE
MANAGEMENT
The Nature of a
Profession
 Existence of a Common Body of
Knowledge

 A Procedure for Certifying Members of a


Profession

 Performance Standards are Established by


Members of a Profession
A Profession is -
A body of Specialized Knowledge

Recognized Educational Process of acquiring it.

A Standard of qualifications governing admission


to the profession

Standards of conduct governing the relationship of


the practitioners with client, colleagues and the
public.
A Profession is -
An acceptance of the social responsibility
inherent in an occupation and the public
interest.

An association or society devoted to the


advancement of the social obligation as
distinct from the economic interests of the
group.
HR Professional Groups
 Society for Human Resource Management

 American Society for Training and


Development

 International Personnel Management


Association

 WorldatWork

 Human Resource Certification Institute

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