INTRODUCTION

TO HRM
 Human Resource Management
HRM is concerned with the human
beings in an organization. Human
capital or manpower resources of a
company can be treated as its human
resource. HRM is concerned with the
peoples dimension in organization.
HRM is a management function
that helps managers recruit, select,
train and develop members for an
organization.
 Definitions of HRM
#HRM is planning, organizing, directing
and controlling of the procurement,
development, compensation, integration,
maintenance and separation of human
resources to the end that individual,
organizational, and social objectives are
accomplished.
#HRM involves all management decisions
and actions that affect the relationship between
the organization and employees.
 Scope of HRM:
Scope of HRM is very vast in comparison
to Personnel Management.
Includes all major activities in the working
life of the worker from the time he joins the
organization till he surrenders employment.
Views people as an important source or
asset to be used for the benefit of the
organization, employees and society. It is
integrated with the overall strategic
management of the business.
 Industri Resource
al request
Relation
s
Pay rolling Recruitme
and employee nt
welfare

HUMAN
RESOURCE
MANAGEME
Training NT
and Compensatio
Developme n Designing
nt

Performan
ce Inductio
Appraisal Goal n
Settings
 Objectives of HRM
Societal Legal Compliance, Benefits,
Union management relations.

Organizational HRP, Employee Relation,

Selection, T & D.

Functional Appraisal, Placement,

Assessment.
Personal T &D, Compensation,.
 HRM & Personnel Management
HRM PM
 Employees are treated as  Employees are treated as a
assets & are used for the tool which is expendable &
benefit for organization. IT replaceable.
thinks about its employees &  Interests of the
the society as a whole.
organization are uppermost
 Mutuality of interest.
considered.
 Team work
 Division of work.
 Job security present.
 Job security absent.
 The Managers task is of
 The Managers task is of
nurturing the employees.
 Training & Development monitoring the employees.
considered i.e Learning  Training & Development
companies. restricted.
 Direct communication  Indirect communication.
 Latest in the evolution of the  Precedes HRM in evolution.
subject.
 Importance of HRM
HRM determines the human resource needs
of an organization.
Educates the executives and managers of
organization regarding various aspects.
Create and promote a human resource
philosophy in the organization.
Assist and educate the top management
regarding the human resource policies and
strategies followed in the organization.
Helps in HRP and Career Planning.
Conduct research, collect information,
analyze and interpret information and utilize
data for policy making and manpower
planning.
Strive to establish organizational culture and
climate of team work and mutual
understanding.
Plays an important role in recruitment and
selection.
Designs, develops, introduces, directs,
evaluates the HR development programs.
Maintains effective communication.
To provide an opportunity for expression and
voice in management.
To look after the welfare activities of
employees.
Establish and maintain team spirits in all
departments.
Help maintain healthy industrial relations in
organization.
 Organization of HR Department

The two aspects of organization of an

HR department are as follows:
1) Place of the HR department in the
Organization
2) Composition of the HR Department
 Composition of HR Department
HRM

Administrati
Personnel HRD IR
on

Appraisal Discipline
HR Planning Legal
Grievance
T&D Handling
Hiring Medical
Research
Compensati
Welfare
on

Grievance Transport
handling
 HR Manager
The HR manager is a person who
administers and co ordinates programmes
cutting across functional areas in the
organization.
The HR manager is usually a top
ranking person at a plant and as such is
expected to know about all areas of HRM.
This is because the HR manager has to
oversee the implementation of the HR
policies at the facility and advise line
managers on HR issues.
 Role of HR Manager
 Role as a change agent.
 Role as a coordinator of HRM policy
implementation.
 Role as Guide and friend.
 Leadership Role
 Welfare Role
 Research
 Role of HR Manager

 Advisory Role.
 Link between employees and employer/top
management.
 Decision- making Role.
Supervisory Responsibilities:
Recruits, interviews, hires, and trains new
staff in the department.
Oversees the daily workflow of the
department.
Provides constructive and timely
performance evaluations.
Handles discipline and termination of
employees in accordance with company
policy
 Duties of HR Manager
 To create and utilize an able and motivated
workforce to accomplish basic organizational
goals.
 To establish and maintain sound organizational
structure and desirable working relationship
among all members of the organization.
 To secure the integration of individuals and
groups within the organization.
 To attain effective utilization of resources in the
organization.
 To create facilities and opportunities for
individual or group development.
 To identify and satisfy individual and group
needs.
 To maintain sound human relationships in the
organization.
 To appreciate and motivate employees.
 To act as a counselor and a guide for the
employees.
 To provide an opportunity for the employees for
expression and voice in management.
 To look after the welfare activities of the
employees.
 Establish and maintain team spirit in all
departments.
 To check if employees are satisfied with their
jobs and the remuneration provided to them.
 To look after the training and development
need of the employees.
 To look after the performance management
system in the organization.
 Act as an important agent for succession and
career planning.
 To look after all the functions like HRP,
Recruitment, Selection etc in the organization.
Oversees employee disciplinary meetings,
terminations, and investigations.
Maintains compliance with federal, state,
and local employment laws and
regulations, and recommended best
practices; reviews policies and practices to
maintain compliance.
Maintains knowledge of trends, best
practices, regulatory changes, and new
technologies in human resources, talent
management, and employment law.
Required Skills/Abilities:
Excellent verbal and written communication skills.
Excellent interpersonal, negotiation, and conflict resolution
skills.
Excellent organizational skills and attention to detail.
Strong analytical and problem-solving skills.
Ability to prioritize tasks and to delegate them when
appropriate.
Ability to act with integrity, professionalism, and
confidentiality.
Thorough knowledge of employment-related laws and
regulations.
Proficient with Microsoft Office Suite or related software.
Proficiency with or the ability to quickly learn the
organizations HRIS and talent management systems.
To Summarize a HR manager does the following
Human Resource Planning
Job Analysis and Design
Hiring Candidates
Training and Development
Design Workplace Policies
Monitor Performance
Maintaining Work Culture
Resolve Conflict
Ensure the Health and Safety of
Employees
Wage and Salary Administration,
 Challenges Of HRM
1) HR Outsourcing
2) Retention Strategy
3) HR Policies
4) Human Relations
5) Quality consciousness(Total Quality
Mgmt)
6) Rewards & Recognition program
7) Motivation
8) Identifying & Developing potential
leaders