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Introduction To Human Resource Management

The document provides an introduction to human resource management (HRM), including definitions, the scope and functions of HRM, and key features. HRM focuses on managing people within companies and maximizing employee performance to meet strategic goals. The scope of HRM includes functions like planning, recruitment, training, performance management and compensation.

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Anamika Chaturvedi
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20 views24 pages

Introduction To Human Resource Management

The document provides an introduction to human resource management (HRM), including definitions, the scope and functions of HRM, and key features. HRM focuses on managing people within companies and maximizing employee performance to meet strategic goals. The scope of HRM includes functions like planning, recruitment, training, performance management and compensation.

Uploaded by

Anamika Chaturvedi
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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Introduction to Human

Resource Management
Human Resource
Management
Introduction to Human Resource
Management
• Introduction -
Human Resource Management (HRM) is an operation in companies
designed to maximize employee performance in order to meet the
employer's strategic goals and objectives. More
precisely, HRM focuses on management of people within companies,
emphasizing on policies and systems
Definition
• The human resource management refers to the philosophy, policies,
procedures, & practice related to the management of people within an
organization.
• – Wendell L French
• HRM is a process consisting of the acquisition, development,
motivation & maintenance of human resources.
• – Stephen P Robbins
• Human Resource Management (HRM) is an operation in companies
designed to maximize employee performance in order to meet the
employer's strategic goals and objectives. More precisely, HRM
focuses on management of people within companies, emphasizing on
policies and systems.
• In short, HRM is the process of recruiting, selecting employees,
providing proper orientation and induction, imparting proper training
and developing skills.
• HRM also includes employee assessment like performance appraisal,
facilitating proper compensation and benefits, encouragement,
maintaining proper relations with labor and with trade unions, and
taking care of employee safety, welfare and health by complying with
labor laws of the state or country concerned.
HRM & HRD
• Human Resource Management (HRM) is a formal system designed to
oversee people within an organization. Its core responsibilities
include staffing, managing employee compensation, and defining and
designing work roles to ensure optimal organizational efficiency.
• Human Resources Development (HRD) refers to uncovering and
nurturing latent talents within individuals in an organization. This
enables them to perform new tasks efficiently and benefit both
themselves and the company.
Aspect HRM HRD
Administration and Employee development
Focus
management. and learning.
Efficient resource Enhance individual
Goal
utilization. performance.
Staffing, compensation, Talent identification,
Responsibilities
roles. training.
Proactive, long-term
Approach Reactive, short-term.
investment.
Skilled, motivated
Outcome Efficient workforce.
employees.
The Scope/Functions of HRM

• The scope of HRM is very wide. It consists of all the functions that
come under the banner of human resource management. The
different functions are as follows −
Human Resources Planning

• It is the process by which a company identifies how many positions


are vacant and whether the company has excess staff or shortage of
staff and subsequently deals with this need of excess or shortage.
Job Analysis Design
• Job analysis can be defined as the process of noticing and regulating
in detail the particular job duties and requirements and the relative
importance of these duties for a given job.
• Job analysis design is a process of designing jobs where evaluations
are made regarding the data collected on a job. It gives an elaborate
description about each and every job in the company.
Recruitment and Selection

• With respect to the information collected from job analysis, the


company prepares advertisements and publishes them on various
social media platforms. This is known as recruitment.
• A number of applications are received after the advertisement is
presented, interviews are conducted and the deserving employees
are selected. Thus, recruitment and selection is yet another essential
area of HRM.
Orientation and Induction

• After the employees are selected, an induction or orientation


program is organized. The employees are updated about the
background of the company as well as culture, values, and work
ethics of the company and they are also introduced to the other
employees.
Training and Development

• Employees have to undergo a training program, which assists them to


put up a better performance on the job. Sometimes, training is also
conducted for currently working experienced staff so as to help them
improve their skills further. This is known as refresher training.
Performance Appraisal

• After the employees have put in around 1 year of service,


performance appraisal is organized in order to check their
performance. On the basis of these appraisals, future promotions,
incentives, and increments in salary are decided.
Compensation Planning and Remuneration

• Under compensation planning and remuneration, various rules and


regulations regarding compensation and related aspects are taken
care of. It is the duty of the HR department to look into remuneration
and compensation planning.
Features of HRM

• Human Resource Management as a discipline includes the following


features −
• It is pervasive in nature, as it is present in all industries.
• It focuses on outcomes and not on rules.
• It helps employees develop and groom their potential completely.
• It motivates employees to give their best to the company.
•.
• It is all about people at work, as individuals as well as in groups.
• It tries to put people on assigned tasks in order to have good
production or results.
• It helps a company achieve its goals in the future by facilitating work
for competent and well-motivated employees.
• It approaches to build and maintain cordial relationship among
people working at various levels in the company

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