Human Resource Management

TRINITY INSTITUTE OF PROFESSIONAL STUDIES
Sector – 9, Dwarka Institutional Area, New Delhi-75
Affiliated to Institution of G.G.S.IP.U, Delhi
B.COM(Hons.)
Human Resource Management
888208
Assistant Professor
Sakshi Goel

UNIT-I
Introduction to HRM: concept/definition, nature, scope,
objectives and importance of HRM, role of HRM in strategic
management; Human Resource Development: concept and
evolution; human capital; emotional quotient; mentoring;
ESOP; flexi-time; quality circles; Kaizen; TQM and six sigma,
overview of Government policy since 1991 affecting human
resources

UNIT- II
Acquisition of Human Resources: Human Resource Planning:
concept, significance and approaches (social demand, rate
of return and manpower requirement approach); human
resource forecasting: types and techniques; recruitment:
policy, objectives, process and contemporary methods of
recruitment (E-recruitment, recruitment process
outsourcing etc.);selection: tests, interview and selection
decision; placement induction; job analysis, job design:
behavioral concerns, ergonomic considerations and flexible
work schedules; introduction to employee empowerment,
managing protean careers, moonlighting phenomenon etc.

UNIT-III
Training and Development: introduction; training as a
system; process; methods; training formats; developing
training modules; evaluation: process; models; training
wheel; management development programmes; talent
management and employee engagement; performance
appraisal: purpose; benefits and methods; feedback
system; HRD score card; managing compensation:
concept; Behavioural issues; Ethics in compensation;
employee benefits, health and social security measures.

UNIT- IV
Strategic HRM: HRD audit, ethics and CSR;
managing globalization; technology and HRM;
work-life balance and green HRM practices;
knowledge management

Unit-I
INTRODUCTION/CONCEPT of HRM
Human resource management is the process of acquiring, training, appraising and
compensating employees and attending to their labor relations, health, safety and
fairness concerns. It’s a proactive approach to managing people in the organization.
There are 3 elements to HRM:
1. Human resource polices should be integrated with strategic business planning and
used to reinforce appropriate culture.
2. Human resource are valuables and a source of competitive advantage.
3. Human resource can be tapped most effectively by mutually consistent policies
which promote commitment and foster willingness in employees to act flexibly.

NATURE of HRM
1. Inherent part of management
2. Pervasive function
3. Basic to all functional Areas
4. People centered
5. Continuous process
6. Based on human relations

SCOPE and ACTIVITIES
1. Determining the number and kinds of personnel
required to fill various positions in the organization
2. Recruitment, selection and placement of personnel
3. Training and development of employees for their
performance and growth
4. Appraisal Performance of employees
5. Motivation of workforce
6. Remuneration of employees
7. Social security and welfare of employees
8. Review and audit of personnel policies

OBJECTIVES
Four Objectives:
1. Organizational Objectives:
HRM is a means to achieve efficiency and effectiveness. It serves other functional areas, so
as to help them to attain efficiency in their operations and attainment of goals to
attain efficiency. Acquiring right man for the right job at right time in right quantity,
developing through right kind of training, utilizing the selected workforce, and
maintaining the workforce are the organizational objectives of HRM.
2. Functional Objectives:
HRM performs so many functions for other departments. However, it must see that the
facilitation should not cost more than the benefit rendered.

Objectives cont..
3. Personal Objectives:
In today’s world there is shortage of requisite talent. Employees are encouraged by
competitive firms to change the jobs. HRM has the responsibility to acquire, develop,
utilize, and maintain employees.
This would be possible only when the HRM helps employees to achieve their personal
goals to get their commitment. Creating work-life balance for the employees is a
personal objective.
4. Societal Objectives:
HRM must see that the legal, ethical, and social environmental issues are properly
attended to. Equal opportunity and equal pay for equal work are the legal issues not
to be violated. To take care of farmers (whose land has been acquired for the factory)
and tribal’s (who are displaced by industries and mining companies) are the ethical
issues.

IMPORTANCE
• On the basis of level:
1. Corporate level
2. Professional level
3. Social level
4. National level

Importance cont…
• On general basis:
1. Recruitment and training
2. Performance appraisal
3. Maintaining work atmosphere
4. Managing disputes
5. Developing public relations

Role of HRM in strategic management
Strategy: it is unified, comprehensive and integrated plan designed to
ensure that the basic objectives of the enterprise are achieved. It ties all
the parts of enterprise together. It is integrated in a sense that all the parts
of the plan are compatible with each other and fit together well.
Strategic management: it is the formulation and implementation of plans
carrying out of activities relating to the matters which are of vital ,
pervasive or continuing importance to the total organization. It emphasizes
the basic mission and goals of the organization. Also determines the basic
policies and programes.

Cont..
Role in Strategy Formulation: HRM is in a unique position to supply competitive
intelligence that may be useful in strategy formulation. Details regarding advanced
incentive plans used by competitors, opinion survey data from employees, elicit
information about customer complaints, information about pending legislation etc. can be
provided by HRM. Unique HR capabilities serve as a driving force in strategy formulation.
Role in Strategy Implementation: HRM supplies the company with a competent and
willing workforce for executing strategies. It is important to remember that linking strategy
and HRM effectively requires more than selection from a series of practice choices. The
challenge is to develop a configuration of HR practice choices that help implement the
organization’s strategy and enhance its competitiveness.

Cont…
• HR as a Strategic Partner
Strategic human resource management (SHRM) is not just a function of the HR department—all
managers and executives need to be involved because the role of people is so vital to a
company’s competitive advantage. In addition, organizations that value their employees are
more profitable than those that do not. Research shows that successful organizations have
several things in common, such as providing employment security, engaging in selective
hiring, using self-managed teams, being decentralized, paying well, training employees,
reducing status differences, and sharing information. When organizations enable, develop,
and motivate human capital, they improve accounting profits as well as shareholder value in
the process. The most successful organizations manage HR as a strategic asset and measure
HR performance in terms of its strategic impact.

Cont…
Strategic Human Resource Management : The linking of HRM with
strategic goals and objectives in order to improve business
performance and develop organizational cultures that foster
innovation and flexibility.” Ideally, HR and top management together
craft the company’s business strategy. That strategy then provides the
framework that guides the design of specific HR activities such as
recruiting and training. This should produce the employee
competencies and behaviors that in turn should help the business
implement its business strategy and realize its goals.

HUMAN RESOURCE DEVELOPMENT-
Concept and Evolution

Concept HRD cont…
1. Process of developing skills, competencies, knowledge and attitudes of people in an
organization.
2. It ensures that the organization has such competent human resource to achieve its desired
goals and objectives.
3. It imparts the required knowledge and skill in them through effective arrangement
of training and development programs.
4. It is more concerned with training and development, career planning and development and
the organization development.
5. The organization has to understand the dynamics of HR and attempt to cope with changing
situation in order to deploy its HR effectively and efficiently & HRD helps to reach this target.

Cont…
Nature Of HRD
• 1. HRD is a continuous process
• 2. HRD concerned with behavioral knowledge.
• 3. HRD is a well integrated system
• 4. HRD provides better quality of life.
• 5. HRD focuses on all round development of
human resources.

HUMAN CAPITAL
Human capital is the stock of knowledge, habits, social and personality
attributes, including creativity, embodied in the ability to perform labor so as
to produce economic value.
Human capital is a collection of resources—all the knowledge, talents, skills,
abilities, experience, intelligence, training, judgment, and wisdom possessed
individually and collectively by individuals in a population. These resources are
the total capacity of the people that represents a form of wealth which can be
directed to accomplish the goals of the nation or state or a portion thereof.

Cont…
Three elements to Human capital:
1. Intellectual capital: specialized knowledge,
learning capacity
2. Social capital: network of relationship and
trustworthiness
3. Emotional capital: self-confidence, ambition
and courage, risk taking ability

EMOTIONAL QUOTIENT
Emotional intelligence is the ability to acquire and apply
our knowledge about our emotions and emotions of
others in order to solve problem and live more
successful and fulfilling life.
Three elements to EQ:
1. Self awareness: recognizing one’s emotion,
adaptability, flexibility, striving to improve and meet a
standard of excellence.
2. Social awareness: empathy, service orientation,
power relationship
3. Social skills: leadership , guiding others and inspiring

MENTORING
Mentor is an individual who systematically
develops another persons abilities through
intensive tutoring , coaching and guidance.
Mentoring is a process where a senior
person/manager acts as a friend –philosopher
and a guide to a new recruit. It’s a emotional
kind of support provided by an experienced
person to younger people through teaching,
coaching counseling guiding etc

Cont…
Steps to mentoring:
1. Initiation
2. Progression
3. Assimilation
4. Integration

ESOP
According to Edwin B. Flippo, “ the typical
Employee Ownership or Stock Option Plan
provide s a mechanism through which certain
eligible employees may purchase the stock of
the company at a reduced rate. They have
been allotted company shares(sweat equity)
below market price. Eligibility is usually
determined by the wage level or length of
service or both.

FLEXI-TIME
Flexi-time is short for flexible work hours or
work schedules. Its based on the assumption
that employees are paid or doing their quota
of work and not for being at the place of work
for a fixed number of hours on each working
day. In other words, flexi-time is a system
whereby employees are required to work for
specific number of hours a week but are free
to vary the hours of work within certain limits.

QUALITY CIRCLES
It is a small group of employees doing similar or
related work who meet regularly to identify ,
analyze and solve product-quality problems
and to improve general operation. They are
relatively autonomous units, usually led by
supervisor or senior worker and organized as
work units. The workers, who have a shared
area of responsibility, meet periodically to
discuss , analyze and propose solutions to
ongoing problem.

KAIZEN
Dynamic organization make continuous
improvement a way of life. The Japanese word
for continuous improvement is kaizen, which
means improving the overall system by
constantly improving the little details.
Kaizen practitioners view quality as endless
journey , not a final destination. They are
always experimenting, measuring, adjusting
and improving.

TQM
“Total quality management” is a philosophy
which believes in a company-wide
responsibility towards quality. The main aim of
TQM is to actively involve the production
personnel in the pursuit of quality and to
infuse in them the spirit of continuous
improvement.

SIX SIGMA
Six sigma implies maintenance of the desired
quality in processes and the end product. It
means taking systematic and integrated
efforts towards improving quality and
reducing cost. It’s a process that helps in
developing and delivering near perfect
products and services.

Overview of government policies
since 1991 affecting HRM
The following policies are:
1. Anti-discrimination
2. Wage and hours
3. Leave provisions
4. Medical and disability
5. Government regulations
6. Economic condition
7. Technological advancement
8. Workforce demographics

Human Resource Management

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