guide for Mba/Bba/bcom students appearing for the human resource management paper

1. Introduction to HRM

2. Source: The Economic Times Friday, 11 December 2015

3. Human Resource – An Intro
• Factors of Production – Land, Labour, Capital
and Entrepreneurship
• Types of Market (Macroeconomics
perspective) – Market for goods, bonds,
labour and money.

4. Human Resource – An Intro
• Factors of Production – Land, Labour, Capital
and Entrepreneurship
• Types of Market (Macroeconomics
perspective) – Market for goods, bonds,
labour and money.

5. Human Resource – An Intro
• The more common usage within corporations
and businesses refers to the individuals within
the firm, and to the portion of the firm's
organization that deals with hiring, firing,
training, and other personnel issues.
• Human resource is very complex resource

6. Human Resource Defined

7. Human Resource Defined
• The total knowledge, skills, creative abilities, talent and
aptitude of an organization’s workforce, as well as the values,
attitudes and beliefs of the individual involved.

8. Human Resource Defined
• The total knowledge, skills, creative abilities, talent and
aptitude of an organization’s workforce, as well as the values,
attitudes and beliefs of the individual involved.
• Human Resource refer to the individuals or personnel or
workforce within an organisation responsible for performing
the tasks given to them for the purpose of achievement of
goals and objectives of the organisation which is possible only
through proper recruitment and selection, providing proper
orientation an induction, training, skill developments, proper
assessment of employees (performance appraisal), providing
appropriate compensation and benefits, maintaining proper
labour relations and ultimately maintaining safety, welfare
and health concern of employees, which is process of the
human resource management.

9. Southwest Airlines
"Our people are our single greatest strength and most enduring
long term competitive advantage."
- Gary Kelly, CEO Southwest Airlines
- The mission of Southwest Airlines is dedication to the highest
quality of Customer Service delivered with a sense of warmth,
friendliness, individual pride, and Company Spirit.
• To Our Employees
• We are committed to provide our Employees a stable work
environment with equal opportunity for learning and personal
growth. Creativity and innovation are encouraged for
improving the effectiveness of Southwest Airlines. Above all,
Employees will be provided the same concern, respect, and
caring attitude within the organization that they are expected
to share externally with every Southwest Customer.

10. What is HRM??
• The process of acquiring, training, appraising, and
compensating employees, and of attending to their
labor relations, health and safety, and fairness
concerns.(Dessler and Varkkey, 2011)
• Strategic and coherent approach to the management
of an organization’s most valued assets.(Armstrong,
2013)

11. What is HRM??
• The process of acquiring, training, appraising, and
compensating employees, and of attending to their
labor relations, health and safety, and fairness
concerns.(Dessler and Varkkey, 2011)
• Strategic and coherent approach to the management
of an organization’s most valued assets.(Armstrong,
2013)

12. Evolution of HRM

13. THE STAGES OF THE DEVELOPMENT OF
HRM
• AGE OF SOCIAL REFORMERS (1800)
• AGE OF WELFARE (1880-1920)
• AGE OF PERSONNEL ADMINISTRATION (1920-
40)
• AGE OF PERSONNEL MANAGEMENT (1951-80)
• AGE OF HUMAN RESOURCE MANAGEMENT
(1980-1990)

15. Definition:
• The profession of personnel management has
its principal aim the task of ensuring the
optimum use of human resources to the
mutual benefit of the enterprise, each person
and the community at large.

16. Personnel management is concerned
with:
• obtaining, developing and motivating the
human resources required by the organization
to achive its objectives,
• developing an organization structure and
climate and evolving a management style
which will promote co-operation and
commitment thorughout the organization,

17. • Making the best use of the skills and
capacities of all those employed in the
organization,
• Ensuring that the organization meets its social
and legal responsibilities towards its
employees, with particulare regard to the
condition of employment and quality of
working life provided for them.

18. The human resource management –
a new approach
Strategic approach
• The strategic approach to personnel links it
firmly to the long-term strategies of the
organization and ensures that personnel staff
provide the quidance and expert support
needed to accomplish the strategies

19. Scope Of HRM
HRM
Prospects of
HRM
IR
Career
Development
Introduction
of
HRM
Employee
Hiring
Employee
Remuneration
Employee
MotivationEmployee
Maintenance
Source: Aswathappa, 2008, p.6

20. HRM FUNCTIONS AND OBJECTIVES
Societal Objectives
Functional Objectives
Personal
Objectives
Source: Aswathappa, 2008, p.8
Organizational
Objectives

21. HRM Functions and Objectives
1 Societal objectives
• Societal objectives of HRM make sure that the organization is socially
and ethically responsible
• Minimizing negative impact of societal demands on organizations
• For example: EOE laws forces organizations to be ethical in recruitment,
to minimize the discrimination against hiring based on ethnicity, race,
and religion etc.

22. HRM Functions and Objectives
2 Organizational objectives
• To determine the role of HRM in organizational effectiveness
• Its purpose is to assist/serve organization
• HR department also serve other departments

23. HRM Functions and Objectives
3 Functional objectives
• To maintain department contribution in organizational effectiveness
• HR department services must fit into the organizational needs

24. HRM Functions and Objectives
4 Personal objectives
• To assist employees in achieving their personal/individual goals
• Maximum contribution to organization
• Personal objectives are achieved when employees are satisfied, motivated
and retained
• Satisfied employees excellent services excellent
organizational performance

25. HRM Objectives Supporting Functions
Societal Objectives Legal compliance
Benefits
Union-Management relationship
Organizational Objectives Human Resource Planning
Employee Relations
Training and Development
Performance Appraisal
Placement
Functional Objectives Performance Appraisal
Placement
Personal Objectives Compensation
Training and Development
Performance Appraisal
Placement
HRM Functions and Objectives
Source: Aswathappa, 2008, p.10

26. Functions of the HR Manager
• A line function
– The HR manager directs the activities of the people in
his or her own department and in related service
areas (like the plant cafeteria).
• A coordinative function
– HR managers also coordinate personnel activities, a
duty often referred to as functional control.
• Staff (assist and advise) functions
– Assisting and advising line managers is the heart of
the HR manager’s job.