Dr. Jhansi Rani M R - Introduction to Human Resource Management, Essentials of HRM, Nature of HRM, Scope of HRM, Process of HRM, Functions of HRM, Ethics of HRM, Evolution of HRM, HRM Policies, Contemporary issues and practices in HRM, Changing concept of HRM in India and in the globe.

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Module I - Essentials of
Human Resource
Management
Dr. Jhansi Rani M R

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Commandments of Human Resource
Management
 Accept yourself as you are
 Accept People as they are
 Everyday is a Celebration
 Empathic Involvement
 Be Proactive
 Be Patient

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4. Human Resource Management at
Work
 What Is Human Resource Management (HRM)?
 Human resource management is the process of acquiring,
training and learning, appraising, and compensation and
benefits administration and of handling to their employee
and labor relations, health and safety, and fairness
concerns.
 Organization
 People with formally assigned roles and responsibilities
who work together to accomplish the organization’s goals.
 Manager
 The person responsible for achieving the organizational
goals, objectives, strategies and who does so by managing
the skills, knowledge, competencies and attitudes of the
organization’s people.

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Human Resource Management: Nature
 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 multi-disciplinary activity, utilizing knowledge and
inputs drawn from psychology, economics, etc.

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Human Resource Management: Scope
 Personnel aspect-This is concerned with manpower
planning, recruitment, selection, placement, transfer,
promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity
etc.
 Welfare aspect-It deals with working conditions and
amenities such as canteens, creches, 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.

7. The Management Process
Planning
Organizing
Leading Staffing
Controlling

8. Major Functions of HRM
1. Acquisition
2. Training and Development
3. Motivation and
4. Maintenance

9. 1. AQUISITION
 HR Planning
 Job Analysis
 Job description
 Job specification
 Job evaluation
 Recruitment
 Selection
 Placement

10. 2. Training and Development
 Induction
 EmployeeTraining
 Employee Development
 Career Development
 Succession Planning
 Strategic HR Development

11. 3. MOTIVATION
 Enhancing Intrinsic Enthusiasm
 Setting Performance Standards
 Performance Evaluation
 Performance linked Compensation
 Incentives, benefits and services

12. 4. MAINTENANCE
 Welfare Administration
 Health and Safety Administration
 industrial Relations
 Retention program
 Fairness and Equity

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Personnel Aspects of a Manager’s Job
Signifies the Importance of HRM
 Conducting job analyses
 Planning labor needs and recruiting job candidates
 Selecting job candidates
 Orienting and training new employees
 Managing wages and salaries
 Providing incentives and benefits
 Appraising performance
 Communicating
 Training and developing managers
 Building employee commitment

15. Personnel Mistakes Signify the Importance of
Human Resource Management
 Hire the wrong person for the job
 Experience high turnover
 Have your people not doing their best
 Waste time with useless interviews
 Have your firm in court because of discriminatory
actions
 Have your firm cited by OSHA for unsafe practices
 Have some employees think their salaries are unfair
and inequitable relative to others in the organization
 Allow a lack of training to undermine your
department’s effectiveness
 Commit any unfair labor practices

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How HRD Differs from HRM?
1. HRD is a sub section of HRM, i.e. HRD is a section with
the department of HRM.
2.HRM deals with all aspects of the human resources
function while HRD only deals with the development
part.
3.HRM is concerned with recruitment, rewards among
others while HRD is concerned with employee skills
development.
4.HRM functions are mostly formal while HRD functions
can be informal like mentorships.

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Evolution of HRM

18. HR Policies
 Human resource policies are the formal rules and
guidelines that businesses put in place to hire, train,
assess, and reward the members of their workforce.
 Conveys rights and obligations of employees and
employers in the business place.
 help an organization demonstrate, both internally and
externally, that it meets requirements for diversity,
ethics and training as well as its commitments in relation
to regulation and corporate governance of its
employees.
 http://www.humanresources.org and
http://www.shrm.org ttp://www.shrm.org/

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Advantages of Formal HR
Policies
 Communication with employees
 Communication with managers and supervisors
 Time saving
 Curbing litigation

21. Human Resource Information
System (HRIS)
 The Human Resource Information System (HRIS) is a
software or online solution for the data entry, data
tracking, and data information needs of the Human
Resources, payroll management, and accounting functions
within a business.
 It is useful for all processes that you want to track and from
which you hope to gather useful and purposeful data.
 Management of all employee information. Data such as
names, titles, addresses, and salaries are a basic start.
Salary and position history, reporting structures,
performance appraisal histories, and other critical
employee information.

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23. Contemporary Issues and Practices
in HRM
The Gig Economy
Innovation and
Automation
Strategic Approach
to HRM
Diversity and
Harmony Issues
Changing Regulat
ory Issues
Recruiting and
Retaining Top
Talent
Trends in HR
Management

24. Impact of Globalization on HRM
Globalization is a term in business that
refers to the integration of an organization's
operations, processes and strategies into
diverse cultures, products, services and ideas.
 Diversity in Recruitment
 Push for Professional Development
 Greater Emphasis onTraining
 Management of Laws Across the Jurisdiction

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Changing Concept of HRM

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Impact of Globalization on HRM Cont..

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29. Managing Ethics
 Ethics
 Standards that someone uses to
decide what his or her conduct
should be
 HRM-related Ethical Issues
 Workplace safety
 Security of employee records
 Employee theft
 Affirmative action
 Comparable work
 Employee privacy rights

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