1. Nature and Scope
of HRM
Prof.Sujeesha Rao

2. Introduction
 Meaning & Definition of HRM
 Scope of HRM
 Differences between PM & HRM
 The Nature of employment relationship
 HRM-Functions & Objectives
 Evolution of HRM in India
 Why Study HRM?

Prof.Sujeesha Rao

3. Introduction

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



Challenges faced by organizations
Global competitiveness – implications on HR
Work force diversity
Ethical issues
Advances in technology and communication
Sensitive approach to environment
Shift in employees need for meaningful work
Prof.Sujeesha Rao

4. What is HRM?
•HRM is concerned with the people’s dimension
in the organization
•Facilitating the competencies and retention of
skilled force
• Developing management systems that
promote commitment
• Developing practices that foster team work
• Making employees feel valued and rewarded.
Prof.Sujeesha Rao

5. Definition
•HRM refers to acquisition, retention, motivation and
maintenance of Human Resources in an organization.
•HRM is the planning, organising, directing & controlling
of the procurement, development, compensation
integration, maintenance and separation of human
resources to the end that individual, organizational and
social objectives are accomplished.
Prof.Sujeesha Rao

6. Scope of HRM
Prospects
of HRM
Industrial
Relations
HRM
Employee
Hiring
Employee
&
Executive
Remuner
ation
Employee
Maintenance
Employee
Motivation
Very Vast
Covers all major
activities in the
working life of a
worker
-from time an
individual enters
into an
organization until
he or she leaves
comes under the
purview of HRM


Nature of
HRM

7. Differences between PM &
HRM
Dimension
1. Employment Contract
Personnel Management
Human Resources Management
3.
Behaviour referent
Careful delineation of written
Aim to go beyond contract
contracts
Importance of guiding clear rules Can do outlook, impatience with
rule
Norms/customs/practices
Values/mission
4.
Managerial task
Monitoring
Nurturing
5.
Management Role
Transactional
Transformational leadership
6. Communication
Indirect
Direct
7.
Conflict handling
Reach temporary truce
Manage climate & culture
8.
T&D
Controlled access to courses
Learning organization
Personnel procedures
Wide ranging cultural, structural
& personnel strategies
Mutuality of interests
2. Rules
9.
Focus of attention for
interventions
10. Shared interests
Interests of the org. are
uppermost
Prof.Sujeesha Rao

8. The Nature of the Employment
Relationship
Prof.Sujeesha Rao

9. Functions
Functions of HRM include:
• Facilitating the retention of skilled and competent
employees
• Building the competencies by facilitating continuous
learning and development
• Developing practices that foster team work and
flexibility
• Making the employees feel that they are valued and
rewarded for their contribution
• Developing management practices that endanger high
commitment
• Facilitating management of work force diversity and
availability of equal opportunities to all.
Prof.Sujeesha Rao

10. Functions of HR
MANAGERIAL
FUNCTIONS
OPERATIVE
FUNCTIONS
Planning
Staffing
Development
Organising
Compensation
Directing
Motivation
Controlling
Maintenance
Integration
Emerging Issues
Prof.Sujeesha Rao

11. Operative functions of HR
STAFFING
DEVELOPMENT
COMPENSATION
& MOTIVATION
Job
analysis, HRP, Recruitment, Selecti
on, Placement, Induction, Internal
Mobility
Competency profiling, Training and
development, Performance &
potential management, Career
management, 360 degree feedback
Job design, Work scheduling, Job
evaluation, Compensation
administration, Incentives and
benefits
Prof.Sujeesha Rao

12. Operative functions of HR (contd.)
MAINTENANCE
INTEGRATION
EMERGING
ISSUES
Health, Safety, Welfare, Soci
al security
Employment
relations, Grievance, Discipline, T
rade
unions, Participation, Collective
bargaining
HRIS, HR audit, HR
scorecard, International
HRM, Workforce Diversity
Prof.Sujeesha Rao

13. Objectives of HRM

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Societal objectives
To be ethically & socially responsible to the needs of
the society while minimizing the negative impact of
such demands upon the organization
Organizational objectives
To recognize the role of HRM in bringing about
organizational effectiveness
Functional objectives
To maintain the department’s contribution at a level
appropriate to the organization’s needs
Personal objectives
To assist employees in achieving their personal
goals in a manner that their personal goals enhance
the individual’s contribution to the organization
Prof.Sujeesha Rao

14. HRM and 3 P’s
• People
– core strength of an organization
Any resource can be replaced but not HR
• Processes – evolve over a period of time
IT enabled environment facilitates engineering
effortlessly
• Performance – the pillars of performance are
people and IT
Organizational performance in terms of value
creation and return on investment
Prof.Sujeesha Rao

15. Evolution of HRM in India

Welfare (1920s-1930s)

Administration (1930s1940s)

Employee relations (19401960s)

Functional expertise (1970s1980s)

Business partner / player
(1990s)
Prof.Sujeesha Rao

16. Why Study HRM?
Taking a look at people is a rewarding
experience
 People possess skills, abilities and aptitudes
that offer competitive advantage to any firm
 No computer can substitute human brain, no
machines can run without human intervention
& no organization can exist if it cannot serve
people’s needs.
 HRM is a study about the people in the
organization-how they are
hired, trained, compensated, motivated &
maintained.

Prof.Sujeesha Rao

17. THANK YOU
Prof.Sujeesha Rao