HUMAN RESOURCE MANAGEMENT
OUTLINE OF THE REPORT
Definition of terms:
Human Resource Management.
Nature and Scope, Objectives of Human Resource
Functions of Human Resource Management.
Strategic Human Resource Planning
-a formal and coordinated group of people who
function to achieve particular goals
- Two or more people who work together in a
structured way to achieve a specific goal or set of
- refers to the tasks and activities involved
in directing an organization or one of its
units: planning, organizing, leading, and
- The process of reaching organizational
goals by working with and through people
and other organizational resources.
may be defined as the total knowledge,
skills, creative abilities, talent and aptitudes
of an organization’s workforce, as well as
the values, attitudes, approaches and beliefs
of the individuals involved in the affairs of
HUMAN RESOURCE MANAGEMENT
Involves all management decisions and practices that
directly affects or influence the people, or human
resource, who work for the organization
The policies, practices and systems that influence
employee’s behavior, attitudes and performance
The process of attracting, developing and maintaining a
talented and energetic workforce to support
organizational mission, objectives and strategies
• It is pervasive in nature as it is present in all enterprises.
• Its focus is on results rather than on rules.
• It tries to help employees develop their potential fully.
• It encourages employees to give their best to the organization.
• It is all about people at work, both as individuals and groups.
• It tries to put people on assigned jobs in order to produce good results.
• It helps an organization meet its goals in the future by providing for
competent and well-motivated employees.
• It tries to build and maintain cordial relations between people working at
various levels in the organization.
• It is a multidisciplinary activity, utilizing knowledge and inputs drawn from
psychology, economics, etc.
Personnel aspect- This is concerned with manpower planning,
recruitment, selection, placement, transfer, promotion, training and
development, layoff and retrenchment, remuneration, incentives,
Welfare aspect- It deals with working conditions and amenities such as
canteens, crèches, rest and lunch rooms, housing, transport, medical
assistance, education, health and safety, recreation facilities, etc.
Industrial relations aspect- This covers union-management relations,
joint consultation, collective bargaining, grievance and disciplinary
procedures, settlement of disputes, etc.
OBJECTIVES:• To help the organization reach its goals.
• To ensure effective utilization and maximum development of
• To ensure respect for human beings. To identify and satisfy the
needs of individuals.
• To ensure reconciliation of individual goals with those of the
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated
• To increase to the fullest the employee's job satisfaction and self-
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of
• To develop overall personality of each employee in its
• To enhance employee's capabilities to perform the present
• To equip the employees with precision and clarity in
transaction of business.
• To inculcate the sense of team spirit, team work and inter-
Ø Job analysis
defines a job in terms of specific tasks and responsibilities and identifies
abilities, skills and qualifications needed to perform it successfully.
Ø Human resource or manpower planning.
is the process by which an organization attempts to ensure that it has
number of qualified people in the right jobs at the right time
Ø Recruitment, selection and placement of personnel.
recruitment is the process of seeking and attracting a pool of applicants
qualified candidates for job vacancies within an organization can be selected.
selection involves choosing from the available candidates the individual
predicted to b
most likely to perform successfully in the job.
Ø Training and development of employees.
activities that help employees learn how to perform their jobs, improve
their performance and prepare themselves for more senior positions.
Ø Appraisal of performance of employees.
concerned with determining how well employees are doing their jobs,
communicating that information to the employees and establishing a plan for
Ø Taking corrective steps such as transfer from one job to another.
Career planning and development activities benefit both employees (by
identifying employee career goals, possible future job opportunities and
personal improvement requirements) and the organization (by ensuring that
qualified employees are available when needed).
Ø Developing and maintaining motivation for workers by providing
Employee motivation is vital to the success of any organization. Highly
motivated employees tend to be more productive and have lower rates of
absenteeism and turnover.
STRATEGIC HUMAN RESOURCE
1. Cross cultural issues
2. Corporate culture change
3. Rise of developing countries
1. Right of free consent
2. Right of privacy
3. Right of freedom of conscience
4. Right of freedom of speech
5. Right of due process
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