1. NATURE &
SCOPE
OF HRM
Presented By: Chirag Gautam
MBA(BA)
22L9MBA34012

2. DEFINITION
• Human Resource
Management is the strategic
approach to managing
employees within an
organization, focusing on
recruitment, development,
retention, and utilization of
human resources to achieve
organizational goals.

3. Objective Of
HRM
• Attracting and recruiting talented
individuals.
• Developing employees' skills and
capabilities.
• Retaining valuable employees.
• Motivating and engaging the
workforce.
• Ensuring legal compliance.
• Creating a positive work culture.

4. Functions of HRM
1. Recruitment and Selection: Attracting, sourcing, and selecting
qualified candidates.
2. Training and Development: Enhancing employee skills through
training programs and career development initiatives.
3. Performance Management: Assessing employee performance,
providing feedback, and rewarding achievements.
4. Compensation and Benefits: Designing and managing employee
compensation packages, including salaries, incentives, and benefits.
5. Employee Relations: Building and maintaining positive relationships
between employees and management, handling conflicts, and
ensuring employee satisfaction.
6. HR Planning: Forecasting future human resource needs and
planning strategies accordingly.

5. Role Of HRM
• Strategic Partner: Align HR strategies with
organizational goals and contribute to
strategic decision-making.
• Employee Champion: Advocate for
employees' rights, well-being, and career
development.
• Change Agent: Facilitate and manage
organizational change processes.
• Administrative Expert: Manage HR-related
paperwork, policies, and procedures.
• Employee Advocate: Ensure fair treatment,
diversity, and inclusion within the workplace.

6. Scope of
HRM
• HR Planning: Forecasting future workforce needs, succession planning, and
analyzing skills gaps.
• Job Analysis and Design: Determining job roles, responsibilities, and
specifications.
• Recruitment and Selection: Sourcing, attracting, and hiring suitable
candidates.
• Training and Development: Enhancing employee skills through training
programs and continuous learning opportunities.
• Performance Management: Establishing performance goals, providing
feedback, and evaluating employee performance.
• Compensation and Benefits: Developing fair and competitive
compensation packages, including salary structures and employee benefits.
• Employee Relations: Promoting positive employee relations, addressing
grievances, and fostering a healthy work environment.
• Health and Safety: Ensuring employee well-being, implementing safety
measures, and complying with health regulations.
• HR Information Systems: Managing employee data, HR metrics, and
technology systems.

7. Challenges in
HRM
• Managing a diverse
workforce.
• Adapting to technological
advancements.
• Navigating legal and
regulatory complexities.
• Retaining top talent.
• Developing effective
leadership.
• Balancing employee
expectations and
organizational goals.