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Human Recourse Management B Com Hons Class I III Sem HRM.pptx

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Human Recourse Management
Dr. Mohd Rizwan Ahmad
Associate Professor
Zakir Husain Delhi College
HRM Year 2021-22
Why do we call it as Human Resource
Management?
Human: refers to the skilled workforce in an
organization.
Resource: refers to limited availability or
scarce.
Management: refers how to optimize and
make best use of such limited or scarce
resource so as to meet the organization goals
and objectives.
INTRODUCTION CONCEPTS: Human resource
management means management of people at work. HRM is
the process which binds people with organizations and help
both people and organization to achieve each other’s goal.
Various polices, processes and practices are designed to help
both employees and organizations to achieve their goals.
Human resource management is a branch of management that
deals with people at work, it is concerned with the human
dimensions of management of the organization. As
organization consists of people, therefore acquiring those,
developing their skills, providing them motivation in order to
attain higher goal and ensuring that the level of commitment is
maintained are the important activities. Human resources
helps in transforming the lifeless factor of production into
useful products. They can help an organization achieve results
quickly, efficiently and effectively.
DEFINITIONS OF HRM Human resources management
(HRM) is a management function concerned with hiring,
motivating and maintaining people in an organization. It
focuses on people in organizations. Human resource
Management is designing management systems to
ensure that human talent is used effectively and
efficiently to accomplish organizational goals. What is
Human Resource Management? HRM is the study of
activities regarding people working in an organization. It
is a managerial function that tries to match an
organization’s needs to the skills and abilities of its
employees.
Nature of HRM HRM is a management function that helps
managers to recruit, select, train and develop members for
an organization. HRM is concerned with people’s dimension
in organizations.
OBJECTIVES OF HRM The primary objective of HRM is to
ensure the availability of competent and willing. Work force
to an organization The specific objectives include the
following,
➢ Human capital: Assisting the organization in obtaining the
right number and types of employees to fulfill its strategic
and operational goals.
➢ Developing organizational climate: Helping to create a
climate in which employees are encouraged to develop and
utilize their skills to the fullest and to employ the skills and
abilities of the workforce efficiently.
➢ Helping to maintain performance standards and increase productivity
through effective job design: Providing adequate orientation, training and
development; providing performance related feedback; and ensuring
effective two-way communication.
➢ Helping to establish and maintain a harmonious employer/employee
relationship.
➢ Helping to create and maintain a safe and healthy work environment.
➢ Developing programs to meet the economic, psychological, and social
needs of the employees and helping the organization to retain the
productive employees.
➢ Ensuring that the organization is in compliance with
provincial/territorial and federal laws affecting the workplace (such as
human rights, employment equity, occupational health and safety,
employment standards, and labour relations legislation). To help the
organization to reach its goals.
➢ To provide organization with well-trained and well-motivated
employees.
➢ To increase the employee’s satisfaction and self-actualization.
➢ To develop and maintain the quality of work life.
➢ To communicate HR policies to all employees.
➢ To help maintain ethical polices and behavior.
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Human Recourse Management B Com Hons Class I III Sem HRM.pptx

  • 1. Human Recourse Management Dr. Mohd Rizwan Ahmad Associate Professor Zakir Husain Delhi College HRM Year 2021-22
  • 2. Why do we call it as Human Resource Management? Human: refers to the skilled workforce in an organization. Resource: refers to limited availability or scarce. Management: refers how to optimize and make best use of such limited or scarce resource so as to meet the organization goals and objectives.
  • 3. INTRODUCTION CONCEPTS: Human resource management means management of people at work. HRM is the process which binds people with organizations and help both people and organization to achieve each other’s goal. Various polices, processes and practices are designed to help both employees and organizations to achieve their goals. Human resource management is a branch of management that deals with people at work, it is concerned with the human dimensions of management of the organization. As organization consists of people, therefore acquiring those, developing their skills, providing them motivation in order to attain higher goal and ensuring that the level of commitment is maintained are the important activities. Human resources helps in transforming the lifeless factor of production into useful products. They can help an organization achieve results quickly, efficiently and effectively.
  • 4. DEFINITIONS OF HRM Human resources management (HRM) is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organizations. Human resource Management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals. What is Human Resource Management? HRM is the study of activities regarding people working in an organization. It is a managerial function that tries to match an organization’s needs to the skills and abilities of its employees.
  • 5. Nature of HRM HRM is a management function that helps managers to recruit, select, train and develop members for an organization. HRM is concerned with people’s dimension in organizations. OBJECTIVES OF HRM The primary objective of HRM is to ensure the availability of competent and willing. Work force to an organization The specific objectives include the following, ➢ Human capital: Assisting the organization in obtaining the right number and types of employees to fulfill its strategic and operational goals. ➢ Developing organizational climate: Helping to create a climate in which employees are encouraged to develop and utilize their skills to the fullest and to employ the skills and abilities of the workforce efficiently.
  • 6. ➢ Helping to maintain performance standards and increase productivity through effective job design: Providing adequate orientation, training and development; providing performance related feedback; and ensuring effective two-way communication. ➢ Helping to establish and maintain a harmonious employer/employee relationship. ➢ Helping to create and maintain a safe and healthy work environment. ➢ Developing programs to meet the economic, psychological, and social needs of the employees and helping the organization to retain the productive employees. ➢ Ensuring that the organization is in compliance with provincial/territorial and federal laws affecting the workplace (such as human rights, employment equity, occupational health and safety, employment standards, and labour relations legislation). To help the organization to reach its goals. ➢ To provide organization with well-trained and well-motivated employees. ➢ To increase the employee’s satisfaction and self-actualization. ➢ To develop and maintain the quality of work life. ➢ To communicate HR policies to all employees. ➢ To help maintain ethical polices and behavior.
  • 7. Objectives of HRM Societal Objectives Seek to ensure that the organization becomes socially responsible to the needs and challenges of the society while minimizing the negative impact of such demands upon the organization. The failure of the organizations to use their resources for the society’s benefit in ethical ways may lead to restriction. Organizational Objectives It recognizes the role of HRM in bringing about organizational effectiveness. It makes sure that HRM is not a stand alone department, but rather a means to assist the organization with its primary objectives. The HR department exists to serve the rest of the organization.
  • 8. Functional Objectives Human resources are to be adjusted to suit the organization’s demands. The department’s value should not become too expensive at the cost of the organization it serves. Personnel Objectives It is to assist employees in achieving their personal goals, at least as far as these goals enhance the individual’s contribution to the organization. Personal objectives of employees must be met if they are to be maintained, retained and motivated. Otherwise employee performance and satisfaction may decline giving rise to employee turnover.
  • 9. The following are the basic features and characteristics of human resource management 1. People Oriented 2. Comprehensive function 3. Pervasive Responsibility 4. Human objective 5. Staff Function 6. Innovator Rule 7. Line Responsibility 8. Implied Authority
  • 10. 9. A Coordinated function 10. An integral part of management 11. Action-oriented 12. Individual and Group oriented 13.Development oriented 14. Challenging function 15. Continuous process 16. Science as well as art 17. Philosophy of Management 18 Young Discipline
  • 11. 19. Interdisciplinary nature 20. Nervous system 21. Professional innovations 22. A new managerial discipline 23. Strategic function 24. International view 25. Mutuality between employers and employee 26 Based on management principles 27. Wide Application 28.Unitary Philosophy 29.HRM as a management driven activity 30. Focus on business values.