HRM By Aijaz Aryan

1. Presented By
Aijaz Ahmed Rather
I.K.G P.T University

2. Content
 Human Resource Management Meaning;
 Specific characteristics of HRM;
 Importance of HRM;
 Process of HRM;
 Functions of HRM;
 Challenges of HRM;

3. Human Resource
Management
HRM is defined as a set of policies, practices and
programs designed to maximize both personal and
organizational goals. It is the process of binding people
and organization together so that the objectives of each
are achieved.

4. Human Resource Management is the
process of managing people in
organizations in a structured and thorough
manner

5. Human Resources Management

6. Specific characteristics of HRM
 Comprehensive Function;
 People Oriented;
 Action Oriented;
 Individual Oriented;
 Persuasive Function;
 Development Oriented;
 Continous Function;
 Future Oriented;

7. Specific characteristics of HRM
Continue…….
 Challenging Function;
 Staff Function;
 Young Discipline;
 Interdisciplinary;
 Nervous System.

8. The Importance of Human
Resource Management (HRM)
 As a necessary part of the organizing function of
management
 Selecting, training, and evaluating the work force
 As an important strategic tool
 HRM helps establish an organization’s sustainable
competitive advantage.
 Adds value to the firm
 High performance work practices lead to both high
individual and high organizational performance.

9.  Self-managed teams
 Decentralized decision making
 Training programs to develop knowledge, skills, and
abilities
 Flexible job assignments
 Open communication
 Performance-based compensation
 Staffing based on person–job and person–organization
fit

10. Human Resource Management
Process

11. HRM Functions
What do HRM professionals do?
 Planning
 Staffing
 Developing
 Motivating
 Maintaining
 Managing relationships
 Managing change
 Evaluating

12. HRM Functions

13. Challenges of Human Resource
Management
 Skill Shortages;
 Containing Cost;
 Market Challenges;
 Knowledge Management;
 Challenge Pertaining to Organisation Culture;
 Challenge related to Training;
 New Technology;

14. Challenges of Human Resource
Management Continue…..
 Globalization;
 Challenge of Diversity and Equality;
 Challenge of Emerging Workplace Issues;
 Skill Shortages;
 Demographic Challenges.

15. Scope Of HRM
 Procurement: It includes recruiting possible
employees and selecting the best ones to occupy the
various posts in the organisation and inducting or
settling them into the job.
 Training & Development: Training & Development
is must to prepare the employees for the actual
management situations. Employees participation in
committees and board meetings may also contribute
towards their development.

16. Scope Of HRM
 Job Analysis & Job Description: It involves the study
of job requirements of the enterprise and assignment
of well defined functions to jobs jobs so that qualified
employees may be hired.
 Remuneration/Rewards: Provision of adequate
remuneration for the work done by an employee
involves job analysis and job evaluation.

17. Scope Of HRM
 Personnel Records: The function of personnel
records includes collecting bio-data of all employees
pertaining to their work.
 Welfare: It includes health and safety programme,
sanitary facilities, recreational facilities, group
insurance, housing, transport, education, safety etc.

18. Objectives Of Human Resource
Management:
 To help in achievement of Organisational Goals;
 To employ skills and abilities of workforce efficiently;
 To provide organisation with well trained and well-
motivated employees;
 To increase employees Job satisfaction and job
actualisation;

19. Objectives Of Human Resource
Management:
 To Develop and maintain a Quality of Work life;
 To communicate HR policies to all employees;
 To be ethically and socially responsive to needs of
society.

20. Role of Human Resource
Management:
Role of HRM
Administrative Roles:
1. Policy-maker
2. Administrative Expert
3. Advisor
4. Housekeeper
5. Counsellor
6. Welfare Officer
7. Legal Consultant
Operational Roles:
1. Recruiter
2. Trainer & Motivator
3. Liaison
Officer(Linker)
4. Mediator
5. Employee
Champion
Strategic Roles:
1. Strategic
Partner
2. Change
Champion

21. HRM Versus Personnel
Management:
 Personnel managemant includes--manpower
planning,recruitment,job-analysis,job-
evaluation,payroll administration,performance
appraisal,training administration and related tasks.
Where as HR management includes all these activities
plus organisational development activities such as
leadership, motivation, developing organisational
culture and communication of shared values.

22. HRM Versus Personnel
Management:
 Personnel management deals with employees, their payroll and
employment laws. On the other hand, Human Resources
Management deals with the management of the work force, and
contributes to an organizational success.
 HRM basically deals with developing personnel management
skills. It is Human Resources Management that develops a team
of employees for an organization.
 Personnel management focuses on administrating people or
employees. On the other hand, the prime focus of Human
Resources Development is to build a dynamic culture.
 Personnel management is independent from an organization.
On the contrary, Human Resources Management forms an
integral part of a company or an organization.

23. THANKS