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Introduction to Human
Resource Management
(HRM)

DR. HAPHSAT IBRAHIM MODIBBO

UNILAK

Course : FHR Fundamental of Human Resource Management -

JAN/2025

JAN/
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What i s Management

 The creation of a technical & human environment that supports optimum

utilisation of resources and competencies for achieving organisational goals.
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What is Human Resource

 A human resource is any person

who is compensated for supplying
skills or knowledge to help an
organization achieve its business
goals.

6/25/2021
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What i s Human
Resource Management

 The people’s dimension of management

 The management function which aims at
ensuring the availability of a competent &
committed workforce i.e the right people at the
right place & time.
 It helps recruit, select, train & develop members
for an organisation.
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Human Resource Management
at Work
 What Is Human Resource Management (HRM)?
The process of acquiring, training, appraising, and compensating
employees, and of attending to their labor relations, health and
safety, and fairness concerns.

 Organization
People with formally assigned roles who work together to
achieve the organization’s goals.

 Manager
The person responsible for accomplishing the organization’s
goals, and who does so by managing the efforts of the
organization’s people.
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Human Resource Management
Processes
Performance Management
 Training
 Recruitment & Selection
 Performance Management
 Appraisal
 Labor Relations
 Fairness
 HR Planning
 Leadership & Teambuilding
 Compensation / remuneration /Wages & Salary admin
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Personnel Aspects of a Manager’s
Job
 • Conducting job analyses
 • Planning labor needs and recruiting job candidates
 • Selecting job candidates
 • Orienting and training new employees
 • Managing wages and salaries
 • Providing incentives and benefits
 • Appraising performance
 • Communicating
 • Training and developing managers
 • Building employee commitment
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Basic HR Concepts


The bottom line of managing: Getting Results
 HR creates value by engaging in activities that produce the
employee behaviors that the organization needs to achieve its
strategic goals.
 Looking ahead: Using evidence-based HRM to measure the value
of HR activities in achieving those goals.
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Functions of HRM
 HR Planning
 Job Analysis & Design
 Recruitment & Selection
 Induction & Placement
 Training & Development
 Performance Appraisal
 Job Evaluation
 Remuneration
 Communication
 Negotiation with Trade Unions
 Industrial Relations
 Motivation
 Welfare
 Safety
 Health
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Functions o f HR
MANAGERIAL FUNCTIONS

 Planning

 Organising

Directing

Controlling
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OPERATIVE FUNCTIONS
Compensation Motivation
Maintenance
Staffing
Integration
 Development
 Compensation
 Motivation
 Maintenance
 Integration
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Evolution o f HRM
 Influenced by :
 Taylor’s Scientific management
 Hawthorne Studies
 Behavioural School (Maslow, Herzberg, Mc.Gregor)
 IT sector boom
 Upto 1930’s : Personnel Mgt.
 Contemporary : HRM , HRD, HCM
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Trends Shaping Human Resource
Management
Globalization
 The tendency of firms to extend their
 sales, ownership, and/or manufacturing
 to new markets abroad is globalization.
 Companies expand abroad for several
 reasons.Some companies wants to
 increase their sales and some wants to
 cut labor costs.because of globalization
 companies are facing more
 competetion.So to compete
 successfully,companies and employees
 need to work harder.
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Managing Ethics
 Ethics
Standards that someone uses to decide what his or her conduct
should be
 HRM-related Ethical Issues
 Workplace safety
 Security of employee records
 Employee theft
 Affirmative action
 Comparable work
 Employee privacy rights
Reasons HR Is Important to an 15
Organization

Human resources is important to organizations in myriad areas,

ranging from strategic planning to company image. HR practitioners
in a small business who have well-rounded expertise provide a
number of services to employees. The areas in which HR maintains
control can enhance an employees’ experience throughout the
workforce while strengthening business operations.
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Important of HRM to an
Organization

1.Strategic Management
HR improves the company's bottom line with its knowledge of how human capital affects
organizational success. Leaders with expertise in HR strategic management participate in
corporate decision-making that underlies current staffing assessments and projections for
future workforce needs based on business demand.

 2. Wages and Salaries

HR compensation specialists develop realistic compensation structures that set company
wages competitive with other businesses in the area, in the same industry or companies
competing for employees with similar skills. They conduct extensive wage and salary surveys
to maintain compensation costs in line with the organization's current financial status and
projected revenue.

 3. Analyzing Benefits
Benefits specialists can reduce the company’s costs associated with turnover, attrition and
hiring replacement workers. They are important to the organization because they have the
skills and expertise necessary to negotiate group benefit packages for employees, within the
organization's budget and consistent with economic conditions. They also are familiar with
employee benefits most likely to attract and retain workers. This can reduce the company’s
costs associated with turnover, attrition and hiring replacement workers.
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Employers have an obligation to provide safe working conditions. Workplace safety and risk
management specialists from the HR area manage compliance with U.S. Occupational
Safety and Health Administration regulations through maintaining accurate work logs and
records, and developing programs that reduce the number of workplace injuries and
fatalities. Workplace safety specialists also engage employees in promoting awareness and
safe handling of dangerous equipment and hazardous chemicals.

5. Minimizing Liability Issues

HR employee relations specialists minimize the organization's exposure and liability related
to allegations of unfair employment practices. They identify, investigate and resolve
workplace issues that, left unattended, could spiral out of control and embroil the
organization in legal matters pertaining to federal and state anti-discrimination and
harassment laws.

6. Training and Development

HR training and development specialists coordinate new employee orientation, an essential

step in forging a strong employer-employee relationship. The training and development
area of HR also provides training that supports the company's fair employment practices
and employee development to prepare aspiring leaders for supervisory and management
roles.
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 7. Employee Satisfaction
Employee relations specialists in HR help the organization achieve
high performance, morale and satisfaction levels throughout the
workforce, by creating ways to strengthen the employer-employee
relationship. They administer employee opinion surveys, conduct
focus groups and seek employee input regarding job satisfaction and
ways the employer can sustain good working relationships.

 8. Recruitment and Onboarding

HR recruiters manage the employment process from screening
resumes to scheduling interviews to processing new employees.
Typically, they determine the most effective methods for recruiting
applicants, including assessing which applicant tracking systems are
best suited for the organization's needs.
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 9. Hiring Processes
HR professionals work closely with hiring managers to effect good
hiring decisions, according to the organization's workforce needs.
They provide guidance to managers who aren't familiar with HR or
standard hiring processes to ensure that the company extends offers
to suitable candidates.

 10. Maintaining Compliance

HR workers ensure that the organization complies with federal state
employment laws. They complete paperwork necessary for
documenting that the company's employees are eligible to work in
the U.S. They also monitor compliance with applicable laws for
organizations that receive federal or state government contracts,
through maintaining applicant flow logs, written affirmative action
plans and disparate impact analyses.
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THANK YOU!