Introduction to Human Resource Management-
Importance-Scope and Objectives.
Line and Staff aspects of HRM,
Line managers Human Resource duties.
New approaches to organizing HR.
Strategic Human Resources Management
Strategic HRM tools.
It is defined as the art of procuring, developing and
maintaining competent workforce to achieve the
goals of an organization in an effective and efficient
It is the process of acquiring, training, appraising
and compensating employees and of attending to
their labour relations, health and safety and
HRM - Definition
Conducting the job analysis
Planning labour needs and recruiting job candidates
Selecting job candidates
Orienting and training new employees
Managing wages and salaries
Providing incentives and benefits
Conducting interviews, counseling, disciplining
Training and developing managers
Building employee commitment
It includes the personnel aspects of the
management job, like
The scope of HRM is Very wide
Personal Aspect: It is concerned with manpower
planning, recruitment, selection, placement, transfer, promoti
on, training and development, lay off and
retrenchment, remuneration, incentives, productivity etc.
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
Industrial Relations Aspect : This covers union –
management relations, joint consultation, collective
bargaining, grievance and disciplinary procedures, settlement
of disputes etc.
Objectives of HRM
To help the organization reach its goals
To employ the skills and abilities of the work force
To provide the organization with well trained and well
To increase to the fullest the employee’s job satisfaction
and self actualization.
To develop and maintain quality of work life
To communicate the HR policies to all employees.
To be ethically and socially responsible to the needs of
At the enterprise level:
Good HR practices help in atracting and retaining the best
people in the organisation
It helps in training people for challenging roles, developing
right attitude towards the job and the company, promoting
team spirit, commitment etc
At the individual level:
It promotes team work and team spirit among employees
It offers excellent growth opportunities to people who have
potential to rise
It allows people to work with diligence and commitment
At the society level:
Employment opportunities multiply
Scarce talents are put to best use.
Importance of HRM
Industrial Revolution: machines are brought in the
production process, rapid progress in technology, jobs were
more fragmented, specialization increased, but left workers
with dull, boring , monotonous jobs. Govt. did very little to
protect the interest of the workers
Scientific management: To improve efficiency and speed F
W Taylor advocated scientific management. Scientific
management is nothing but systematic analysis and
breakdown of work into its smallest mechanical elements
and reaaranging into most efficient combination.
Improtance of training was also identified
History of Personal /
Human Resource Management
Trade Unionism: Workers joined hands to protect
against the exploitive tendency of employers and
unfair labour practices. TU tried to improve work
conditions, pay and benefits, disciplinary actions etc.
Human relations movement: After Hawthorne
experiments conducted by Elton Mayo, productivity
not only depends on rewards, and the job design but
also on certain social and psychological factors also..
Human relations movement led to the implementation
of behavioural science techniques in industry.
Human Resources approach: During early 60’s “pet
milk theory” of human relationist’s had been largely
rejected(happy workers are productive or happy cows
give more milk). It was recognized that workers are
unique and have individual needs. The trend move
towards treating employees as resources or assets
Evolution of HRM
Proactive- growth oriented phase
Welfare phase- welfare management, maintaining
records of employees such as attendance, leave etc.
Roles: Welfare administrator, policeman
Personal management- Fire fighting stage- Employee
disputes, trade unions, decisions taken by top
Roles: Advisor, mediator, legal advisor, fire fighting
Development phase- Importance given on efficiency
and effectiveness, emphasis on human values, dignity.
Hr manager does the role of change agent, trainer etc.
Growth oriented – employees are considered as assets.
Hr manager’s role-
developer, counsellor, coach, mentor, problem solver
Managerial Function Operative function Advisory
Planning Acquisition Top Management
Organising Training &Development Department heads
Functions of HRM
Authority- right to make decisions and give orders
Line Authority- Gives right to issue orders to the
managers or employees- creates a superior –
Staff Authority- Gives the manager the right to advise
other managers and employees. It creates an advisory
HR managers are usually considered as staff
managers, since they assist and advise the line
managers in areas like recruiting, hiring and
Line And Staff Aspect Of HRM
Integral part of line managers duty- is direct handling of people
Other duties include:
• Placing the right person on the right job
• Socializing new employees to the organisation
• Training employees for the jobs that are new to them
• Improving the job performance of each person
• Gaining cooperation and developing smooth working
• Interpreting the company’s policies and procedures
• Controlling labour costs
• Developing the abilities of each person
• Creating and maintaining department morale
• Protecting employees health and physical condition
Line Managers Human Resource Duties
3 distinct functions of HR Managers
1. Line function: He directs the activities of the people
in his /her own departments
2. Co-ordinate function :Ensures that the line managers
are implementing the firms HR policies and practices
3. Staff Function :Assists in
hiring, training, evaluating, rewarding, counseling, pr
omoting, and firing employees. Administers various
HR manager’s Duties
Transactional HR group: Focuses on using centralized call
centers and outsourcing arrangements with
vendors(benefits advisors) to provide specialized support
in day to day transactional HR activities.
Corporate HR Group: Focuses on assisting top management
in big issues such as developing the long term strategic
plans on the company
Embedded HR group: Assigns HR generalists directly to
departments to provide localized HRM assistance to the
The centers of expertise: Are specialized HR consulting
firms within the company, providing specialized assistance
in areas such as organizational change
New Approaches to Organizing HR
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