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HRM Unit 1

The document provides an overview of Human Resource Management (HRM), emphasizing the importance of human resources as key assets for organizational success. It outlines the fundamental principles of HRM, its functions, and the differences between HRM and traditional personnel management. Key components include acquisition, development, motivation, and maintenance of employees to achieve organizational goals.

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18 views18 pages

HRM Unit 1

The document provides an overview of Human Resource Management (HRM), emphasizing the importance of human resources as key assets for organizational success. It outlines the fundamental principles of HRM, its functions, and the differences between HRM and traditional personnel management. Key components include acquisition, development, motivation, and maintenance of employees to achieve organizational goals.

Uploaded by

agarwalnaman445
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Unit one

Introduction/ overview
In all activities men and resources are
involved. For a long time men or workers
were taken for granted. Greater accent was
given to resources, production machinery
and top managers. But at present in the
modern large scale production of
innumerable products with a wide market,
(whole sky is the limit)in the last few
decades the importance of human resources
to any organization need not be over-
emphasised. Human resource is the wealth
of a nation and organization. The
Human Resources Management (HRM) is an
HRM Concept

approach to the management of people, based


on four fundamental principles.
First: Human resources are the most
important assets of an organization and their
effective management is the key to its success.
Second: The success is most likely to be
achieved if the personal policies and procedure
of the enterprise are closely linked with and
make a contribution to the achievement of
corporate objectives and plans.
Third: The corporate culture,
values, managerial behavior
carrying out major influence on
the achievement of excellence.
Finally: HRM is concerned
with integration-getting all the
members of the organization
involved and working together
with a sense of common
purpose.
Definitions:
HRM: It is the process of managing
people from Recruitment to
Retirement to achieve organization
objectives.
HRM: All activities designed to obtain
Right People at Right Place at Right
Time.
HRM: An integrated process involving
Acquisition, Development, Motivation
and Maintenance of people.
However there are three meanings
attached to the concept: These are as
following-
First: The persons working in an
organization are regarded as a valuable
source involve that there is a need to
invest time and effort in their
development.
Second: They are human resource
which means that have their own
special characteristics and can not be
treated like material resources. Thus
Third: Human resources do not
merely focus on employees as
individuals, but also on other social
relations and process in the
organization.
These includes the role or the job a
person has in the organization. HRM
in its essence is the qualitative
improvement of human beings who
are considered the most valuable
assets of an organization.
Its scientific approach to enable the
employees to improve competence and
capabilities to play their present and
future expected roles so that
organization goals are achieved.
HRM concerned with both structure of
work in a firm and with all the related
employment practices that are needed
to carry out the work.
HRM is not simply about HR or people
practices it is about the management of
works and people in the firm.
Component of HRM:
1.Acquisition: This process starts with Manpower
planning and estimation of demand and Selection,
Placement, Induction /Orientation.
2.Development: It includes Training, Management
Development, and Career Development.
3.Motivation: It includes Job satisfaction,
Performance Appraisal, Reward system,
Compensation and Benefit administration, Discipline.
4.Maintenance: It tries to improve working
conditions to enhance their commitment towards the
organization. It includes Housing, Education,
Medical facilities, physical and mental health, safety,
labour relation and welfare.
Acquisition
* Human Resource
planning
* Recruitment
- Internal
- External
* Employees
socialization

Maintenance:
* Safety and Health Development:
* Employee/Labor External * Employee Training
Relation * Management
Influences Development
* Career
Development

Motivation:
*Job Design
*Performance
Management
* Reward
* Job evaluation
*
Compensation/Benefits
*Discrimination
Functions of HRM:
Managerial function and Operative
function.
Managerial functions are:
Planning, Organizing, Directing and
Control.
Operative functions are:
Manpower planning, Recruitment
and selection, Job analysis, training
and performance appraisal.
A brief description of usual human resource function is
given below:
1.Human resource planning:
In the HR planning function the numbers and type of
employees required are determined to meet the
organization goals. Research is undertaken to collect,
compile analyze and interpret the data to meet the
planning needs of human resources currently and in
future. Thus, the basic human resources planning strategy
is staffing and employee development.

2.Job analysis:
Job analysis the process of describing the nature of a job
and specifying the human requirement such as skills,
experience etc. and finally – job description. Job
description spell out-work, duties and activities of
employees. Job description are vital part of job analysis
and for the employee, employer etc.
3.Staffing :
Staffing means the requirement and selection of
the human resources for an organization.
Recruiting is the personnel function that attracts
qualified applicants to fill job vacancies.
 In the selection function the most qualified
application are selected for hiring among those
attracted to the organization by the recruiting
function.
On selection, HR functionaries are involved in
developing and administering methods that enable
managers to decide which applicant to select and
which to reject for given job.
4.Orientation :
Orientation is the first steps towards helping a new
employee. It is a method to acquaint new employees
with particular aspects of their new job, including pay
and benefit programmers, working hours and company
rules and expectations.

5.Training and development :


The training and development function give employees
the skills and knowledge to perform their jobs
effectively. Training also given to in experienced
employees. Retraining is given to introduction new
system of work. Thus training and development
programmers provided useful means of assuming that
employees are capable of performing their jobs at
acceptable levels.
6.Performance appraisal:
This function monitors employee’s
performance to ensure that it is at acceptable
levels.HR professionals are monitoring
employees performance although primary
responsibility is of supervisors and managers.
It works as back for improvement.

7.Career planning :
 Career planning activities include assessing
an individual employee potential for growth
and advancement in the organization.
8.Compensation:
HR personnel provides a rational, equitable and
justifiable method of compensation means an employee
must be paid for the performance. pay is related to the
maintainence of human resources. Compensation affects
staffing in that people are generally attracted
organization offering a higher level of pay. Compensation
act as motivating factor for employees to work in higher
ways.

9.Benefits:
Benefits are other form of compensation to employee’s
means other than direct pay for work performed. Benefits
include both the legally required items and those offered
at employers’ judgment. In fact, benefits are primarily
related to the maintenance area. As they provide for
many basic employee need.
10.Labour relations:
The term “labour- relations” refers to interaction with
employees who are represented by a trade-union with
regard to labour, the personnel responsibilities primarily
involves negotiating with the unions regarding wages,
service conditions and resolving disputes and grievance.

11.Record- keeping:
The most basic personnel function is employers record-
keeping. This function involves recording maintaining and
retrieving employee related information for a variety of
purpose. Complete and up-date employee records are
essential for most personal function. Now-a-days
employees are more interested in their personal records.
They want to know what us in them, why certain
statements have been made, and records may not have
been updated.
Difference between HR
Management and
Personnel Management:
 In the beginning of the
industrial revolution,
Personnel management was
taking care of organization
functions. It was in 1970’s
HRM came into picture.
Difference between HR Management and Personnel Management

S.No. Dimension Personnel HR


management Management

1 Key relations Labour management Customer

2 Approach Hire and fire Hire and


motivate
3 Corporate plan Marginal(limited Central
department)
4 Pay Job evaluation Performance
related
6 Communication Restricted flow Increased flow

7 Job design Division of labour Teamwork


8 Managerial task Monitoring Nurturing
9 Behavioral referent Norms, customs and Values and
practice mission
10 Speed of decision Slow Fast

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