HUMAN RESOURCE

MANAGEMENT
HUMAN RESOURCE
MANAGEMENT
• Human Resource Management was originally known as personnel or people
management. In the past, its role was quite limited. Within any company or
organization, HRM is a formal way of managing people. It is a fundamental
part of any organization and its management.
• The main responsibilities of the personnel department include hiring,
evaluating, training, and compensation of employees. The human resources
department deals with any issues facing the staff in their working capacity
within an organization. HR is concerned with specific work practices and how
they affect the organization’s performance.
 Today, Human Resources Management deals with:
- Anything related to managing people within a company or
organization. This means decisions, strategies, principles,
operations, practices, functions, activities, and the methods used
to manage employees.
- The type of relationships people have in their places of
employment and anything that affects those relationships in a
positive or negative way.
- Ensuring that employees are satisfied with the conditions of
their employment. This leads to better services and production of
goods and helps the company’s success.
FOCUS OF HUMAN RESOURCE
MANAGEMENT
HRM focuses on bringing in (recruiting) new employees with new talents for the
company and managing employees. Another function is to guide and help said
employees by providing direction when necessary.
Human Resource Management is now a vital part of any organization. Every
company or organization is required to have this department. It helps with
increasing the morale of workers by working on relations between employees
and their employers and constantly striving to make them better.
The HRM function extends to assessing the productivity and/or success of every
department in an organization or business.
CRITERIA USED IN HRM
1. VALUE BUILDING
2. RARITY
3. INCOMPARABILITY
4. ORGANIZED WORKFORCE
1. VALUE BUILDING
People who try hard to decrease costs and to provide a service or
product unique to customers, can increase their own value as
employees and that of the company. Organizations also use
empowerment programs, quality initiatives, and strive for continual
improvement in order to increase the value that employees bring to
the company.
2. RARITY
When the skills, knowledge, and abilities of employees are
not equally available to all companies in the same field, the
company that has these people, has a very strong advantage.
This is why top companies endeavor to hire and train the
best and the brightest employees. This way they gain
advantage over their competitors.
3. INCOMPARABILITY
Employees give their companies competitive advantage when their
capabilities and contributions cannot be reproduced by others. That
is, the knowledge and skills that they bring to the organization are
unique and not easily found elsewhere. Certain corporations such as
Disney, Southwest Airlines, and Whole Foods have, over the years,
developed very distinctive cultures that get the most from employees.
These cultures are difficult for other organizations to imitate.
4. ORGANIZED WORKFORCE
People with unique talents can help a company achieve a
competitive advantage when they can easily be reassigned to
work on new projects without much notice. In order for this
to happen teamwork and co-operation are needed and the
creation of an organized system.
OBJECTIVES OF
HRM
 - The objectives of HRM are the goals of an organization. Individual or group
activities are then organized in such a way so as to achieve those objectives or goals.
Organizations and companies aim to secure and manage certain resources, including
human resources, to achieve the specified goals.
OBJECTIVES OF HRM
1. To establish and use a workforce that is able and motivated, in order to achieve the goals of an
organization.
2. To create the desirable organizational structure and working relationships among all the members of the
organization.
3. To integrate individuals and/or groups within the company by matching their goals with those of the
company.
4. To ensure individuals and groups have the right opportunities to develop and grow with the
organization.
5. To use what human resources a company has in the most effective way to achieve organizational goals.
6. To ensure wages are fair and adequate and provide incentives and benefits thereby satisfying both
individuals and groups. Also, to ensure ways of allowing recognition for challenging work, prestige,
security and status.
OBJECTIVES OF HRM
7. To have continual high employee morale and good human relations by establishing and
improving conditions and facilities within the organization.
8. To improve the human assets by providing appropriate training programs on a continual basis.
9. To try to effect socio-economic change in areas such as unemployment, under-employment and
inequality by distributing income and wealth. This way society can benefit. Added employment
opportunities for women and the disadvantaged will also be impacted in a positive way.
10. To offer opportunities for expression.
11. To ensure that the organizational leadership works in a fair, acceptable and efficient manner.
12. To ensure a good working atmosphere and employment stability by having proper facilities and
working conditions.
HRM Mistakes
1. Hire the wrong person for the job
2. Experience high turnover
3. Have your people not doing their best
4. Waste time with useless interviews
5. Have your firm in court because of discriminatory actions
6. Have your firm cited by OSHA for unsafe practices
7. Have some employees think their salaries are unfair and
inequitable relative to others in the organization
8. Allow a lack of training to undermine your department’s
effectiveness
9. Commit any unfair labor practices
 FUNCTIONS OF HUMAN
RESOURCE MANAGEMENT
Human resource 1. To use human resources as effectively as possible;
management must plan, develop, 2. To ensure the best possible working relationships among all members of
and administer policies and the organization; and
programs that can make the best 3. To assist individuals to reach their highest potential.
use of an organization’s human
resources. This is the part of
management’s role which deals
with people at work and their
relationships within the
organization. Its aims are:
7 MAJOR AREAS OF
HRM 1. Acquisition
2. Training
3. Appraisal
4. Compensation
5. Labor Relations
6. Health and Safety
7. Fairness
 MAIN RESPONSIBILITIES OF
HUMAN RESOURCE MANAGERS
– To fully develop knowledge of corporate culture, plans and policies.

– To initiate change where necessary and act as a facilitator.

– To actively participate in formulating company strategy.

– To be a consultant to change.

– To ensure communication remains open between the HR department and individuals and groups inside and outside the organization.

– To identify and advance HR strategies that match the company’s business strategy.

– To develop particular organizational teams and assist in the effective working relationships between the teams and individuals.

– To ensure the organization’s goals are achieved by effective co-operation of employees.

– To identify any problems, particularly in the HR area, and to find effective solutions.

– To contribute to the co-ordination and support services for HRD programs.

– To assess the effectiveness of HRD programs and to do research in order to find out how the HRD has affected (improved or otherwise) individual or organizational performance.
Thank you