Mba second semester , HRM Module 1

1. Human Resource Management
Human Resource Management (HRM) is a
process of management which develops and
manages the human elements of an enterprise.
It is not only the management of skills but
also the attitudes and aspirations of people.
Management is the process of dealing with
or controlling things or people.
Attitude is a settled way of thinking or
feeling about something.
Aspiration is a hope or ambition of
achieving something.

2. Edwin Flippo defines- Human Resource
Management as “planning, organizing, directing,
controlling of procurement, development,
compensation, integration , maintenance and
separation of human resources to the end that
individual, organizational and social objectives are
achieved.”
HRM may be defined as “set of polices, practices
and programmes deigned and implemented to
maximize both personal and organization goals”.

3. Importance of HRM
All the of any enterprise are initiated and
determined by persons who make up that institution.
The importance of HRM are broadly grouped in to
three categories. They are :
1. For the organization.
2. For the Employees.
3. For the Society.

4. For the Organization:
1. Good HR practices help in attracting and retaining the
best people.
2. The intervention of the latest technology in the business
is possible only with best and right type of people.
3. HRP alerts the organization with the type of people it
will need in the short, medium and long run.
4. HRD is essential for beating the challenges of future.
5. The performance of the depends upon the quality of
employees and this has further increased the importance
of HRM.

5. For the Employees:
1. HRM stresses on the motivation of employees by providing
Financial and Non financial incentives.
2. HRM promotes the culture of team work and Team spirit among
the employees.
3. It offers growth opportunities.
4. It encourages people to work with diligence and commitment.
For the Society:
Good HR efforts lead to productivity gains(Ratio of Output to
Input) to the Society and accordingly :
1. It helps managers to reduce the costs.
2. It helps to save the scares resources.
3. It helps to enhance the profits and offer better pay, benefits and
best working conditions to employees.

6. Evolution of HRM
The concept of HRM has developed through a
number of stages. They are as follows :
1. The Commodity Concept.
2. The Factor of Production Concept.
3. The Paternalistic Approach.
4. The Humanitarian Approach.
5. The Behavioural Human Resource Concept.
6. The Emerging Concept.

7. HRM in India
The growth of personnel human resource
management in India has to pass through various
phases to reach at the development phase. The
different phases were as follows :
1. Early Phase.
2. Legal Phase.
3. Welfare Phase.
4. Development Phase.

8. MODELS of HRM
Assignment and need to submit on or before 14th
July 2022.
Individual Presentation by Group Wise ( Two
member each from a group), Every Wednesday
during Practical Session.

9. Factors Influencing HRM
External factors affecting human resource
management are economic, socio-cultural,
technological, political-legal, and professional
association.
Internal factors (also known as organizational
factors) lie within the organization and affect
human resource management practices. It
includes, organization’s strategy, organizational
culture, trade unions, and organization’s financial
position.

10. The HR Competencies
Interpersonal skills.
Confidentiality.
Active listening.
Event organizing.
Recruiting.
Conflict resolution.
Communication.
Team building skills .
Emotional intelligence .
The ability to accurately identify and respond to
emotions.

11. HRM v/s Personnel Management
HRM Basis Personnel Management
Modern Approach Traditional
Its philosophy is to develop the
people as per their aspiration,
Goals and motivate them to
achieve the organizational goals.
Meaning It is concerned with procurement and
development of personnel to achieve
the organization objectives.
Resources Employee
Treatment
Machines/Tools/Product.
On the basis of Performance Salary On the basis of Job Evaluation.
Fast Decision
Making
Slow
Business needs or need base.
Manageme
nt Actions
Procedure/ Routine.
Transactional. Manageme
nt Role
Transformational .

12. HRM and Firm Performance
If we are looking for ways to change the
perception of employees to improve relations and
impact operational performance, here are five
strategies to consider :
Conduct yourself as a leader.
Use work to engage employees.
Initiate growth and development opportunities.
Encourage diversity in hiring and promotion.
Measure the efforts and outcomes.

13. Thank You…..