Unit 1
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Unit 1






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Unit 1 Presentation Transcript

  • 1. Unit-1:Concepts & Components of HRM
  • 2. Introduction HRM is an approach to management of people, based on 4 fundamental principles – 1. People are most important asset – need to manage them effectively 2. Link personal policies and procedures with corporate objectives and strategic plans 3. Manage culture by changing & reinforcing values, organizational climate and managerial behavior 4. Integration and getting people work together with the sense of common purpose
  • 3. Concepts of HRM HRM is a specified field to develop programme, policies and activities to promote the satisfaction of both individual and organizational needs, goals and objectives To shape an appropriate corporate culture, introduce programmes (like improve communication systems, involvement, commitment and productivity) to support the core values to ensure success HRM is a proactive approach rather than reactive HRM techniques – manpower planning, selection, performance appraisal, salary administration, training and management development
  • 4. Concepts of HRM3 meaning attached to the concepts of HRM – 1. People are valuable source – need to invest time and effort in their development 2. Adopt humanistic approach – cannot be treated as material and resources 3. Do not focus only on individuals – but also on social realities, units, processes, teams, inter-teams and overall organization
  • 5. Concepts of HRM Traditional Personal management is non-strategic, separate from business, reactive, short-term, and unionized related. Attention was on personal administration and management. Major attention of HRM is developing people and their competencies. Personal management is curative, HRM is preventive HRM emphasizes & incorporates on expectation those are not fulfilled through personal management – PMS, Potential, Development, career planning, T&D, OD, Rewards, welfare etc
  • 6. Objectives of HRM Societal Objectives – Socially and ethically responsible for the needs & challenges of society Organizational Objectives – To bring about organizational effectiveness. HRD exists to serve the rest of the organization. Functional Objectives – To meet /suit organizational needs and demands. Personal Objectives – To assist employees in achieving their personal goal. To align individual contribution to organization. Meet the objectives by maintaining retaining and motivating.
  • 7. Activity List out the objectives of HR department and their supportingfunctions in your organization or an organization with which you are familiar
  • 8. Objectives & Functions of HRMS. No. HRM Objectives Supporting Functions Legal Compliance 1 Societal Objectives Benefits Union mgmt Relations HR Planning Employee Relations Selections 2 Organizational Objectives T&D Appraisal Placement Assessment Appraisal 3 Functional Objectives Placement Assessment T&D Appraisal 4 Personal Objectives Placement Compensation Assessment
  • 9. Components of HRM Human Resource Organization Human Resource Planning Human Resource Development Human Resource Relationship Human Resource Utilization Human Resource Accounting Human Resource Audit
  • 10. Components of HRM Human Resource Organization – Every aspect of the organization, employment, motivation and management of people to be integrated with strategic objectives of the business and contribute to the successful achievement of those objectives Human Resource Planning – forecasting of both supply and demand for the future labor. How many people & what type of expertise is needed at present & in future Human Resource Development – process by which the employees of an organization perform a series of organized activities. Helps to ensure that the organization has the people with skills and knowledge it needs to achieve its strategic objectives
  • 11. Components of HRM Human Resource Relationship – handling employees individually & collectively (especially unionized), increase co-operation, trust & involvement. Human Resource Utilization – Achieve productivity through people by treating them like adults, as partners, with dignity& respect Human Resource Accounting – accounting for people, measurement of cost & value of people to organization – recruiting, selecting, T&D and judging their economic value to the organization. Useful in managerial decision making Human Resource Audit – to access the effectiveness of the HR function and to ensure regularity compliance.
  • 12. Components of HRM Human Resource Systems – o Recruitment management o Information management – policies & practices to be articulated and effectively communicated o Training management – TNA, Training strategy o Performance management – Performance appraisal, potential appraisal & performance coaching/ counseling o Reward management – Reward v/s contribution o Career management – Career path o Health and safety management – Healthy & safe env o Discipline management – Foster positive behavior o Culture management – Values, attitudes, rituals & sanctions in an organization
  • 13. DebateGiving regular/futuristic training to employees is an investment
  • 14. Thank You