2. Content to be Covered under Unit No -I
•Human Resource Management – Concept,
Functions
•Role, Status and Competencies of HR Manager
•HR Policies
•Evolution of HRM
•Emerging challenges of HRM
3. Introduction to HRM
HRM = HR +M
HR= Manpower, Personnel, Labour.
HR= Labour – Imp. Factor of Production.
HRM =View changed – from – liability to asset.
4. Definition of HRM
Edwin Flippo:-
“HRM is the planning, organizing, directing and
controlling of the procurement, development,
compensation, integration, maintenance and
separation of human resource to the end that
individual, organizational and social objectives are
accomplished”.
9. Role, Status and Competencies of HR
Manager
HR managers plays a vital role in an organization and helps
in fulfilling the goals and objectives of the organization.
HRM processes are carried out by the HR managers to
fulfill the goals and objectives of the organization. They
perform two sets of functions, namely managerial
functions and operative functions. All managers,
irrespective of their departments, perform management
functions. The operative functions, on the other hand, are
specialized activities performed exclusively by the HR
managers, usually for all the departments.
10. HR Manager – Roles
The manager has to get things done through and with
people.
This involves allotting major activities to individual
employees, guiding them in day to day working,
motivating them to improve performance and
controlling employees through performance appraisal
system.
Therefore he requires special assistance and HR
manager is a specialist who provides expert advice to
the managers on matters connected with human
resources
11. He plays different roles such as –
Counselor
Trainer
Problem solver
Mediator
Legal expert
HR advisor etc.
12. Competencies of HR Manager –
1) Human Relations Skills
2) Decision-Making Skills
3) Leadership Skills
4) Technical Skills
5) Communication Skills
6) Motivational Skills
7) Analytical Skills
13. HR Policies
Human resource policies are continuing guidelines on
the approach of which an organization intends to adopt
in managing its people.
They represent specific guidelines to HR managers on
various matters concerning employment and state the
intent of the organization on different aspects of Human
Resource management such as recruitment, promotion,
compensation, training and selection etc.
They therefore serve as a reference point when human
resources management practices are being developed or
when decisions are being made about an organization's
workforce.
14. A good HR policy provides generalized guidance on
the approach adopted by the organization, and
therefore its employees, concerning various aspects of
employment. A procedure spells out precisely what
action should be taken in line with the policies.
15. In actuality, policies and procedures serve a number
of purposes: -
1. They provide clear communication between the
organization and their employees regarding their
condition of employment.
2. They form a basis for treating all employees fairly and
equally.
3. They are a set of guidelines for supervisors and managers.
4. They create a basis for developing the employee
handbook.
5. They establish a basis for regularly reviewing possible
changes affecting employees.
6. They form a context for supervisor training programs and
employee orientation programs.
16. Human resource management consists of deliberate
organizational activities designed to improve employee
productivity and administration through such means as
recruitment, compensation, performance, evaluation,
training, record keeping and compliance.
HR policies should be developed for key HR
management functions covering eight commonly
accepted responsibilities:
Compensation and benefits
Labor management relations
Employment practices and placement
Workplace diversity
Health, safety and security
Human resources information systems
Human resource research
Training and development
