Human resource management Educational Management B.Ed. University of Mumbai Asst. Prof. Ketan Kamble Typewrting by Bhupendra Shirke

1. Asst. Prof. Ketan Kamble
Dnyan Ganga Education Trust’s College of Education (B.Ed.), Thane
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2. 1) HRM is a process of making the efficient and effective use of human resources of that
the set goals are achieved.
2) Flippo “ Personnel management, or say, human resource management is a planning,
organizing, directing and controlling of the procurement development compensation
integration, maintaince and separation of human resources to the end that individual,
organizational and social objectives are accomplished”.
3) National Institute of Personnel Management (NIPM) of India has defined human
resource/personnel management as “that part of management which is concerned
with people at work and with their relationship within an enterprise. Its aim is to
bring together and develop into an effective organization of the men and women who
make up an enterprise and having regard for the well-being of the individuals and of
working groups, to enable them to make their best contribution to its success.”
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3. 4) According to Decenzo and Robbins “HRM is concerned with the people dimension in
management. Since every organization is made up of people, acquiring their services,
developing their skills, motivating them to higher levels of performance and ensuring
that they continue to maintain their commitment to the organization are essential to
achieving organizational objectives. This is true, regardless of the type of
organization-government, business, education, health, recreation or social action”.
5) HRM can be defined as a process of procuring, developing and maintaining competent
human resources in the organization so that the goals of an organization are achieved
in an effective and efficient manner.
6) HRM is an art of managing people at work in such a manner that they give their best
to the organization for achieving its set goals.
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4. HUMAN RESOURCE MANAGEMENT BY ASST.PROF. KETAN KAMBLE
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Need of
HRM
For Good Industrial
Relations
Meeting with Changing
Environment
Change in Political
Philosophy
Enhanced Pressure
on Employees
Meeting Research and
Development
Requirements
Create Organizational
Commitment

5. 1) For Good Industrial Relations:
 There is a gap among worker and managements.
 HRM approach is needed to bring proper understanding among workers and
management.
 The workers are trained and developed to meet their individual and organizational
objectives.
 The workers are made to understand that various managerial actions will assist them
in achieving their aspirations and organization’s goal.
2) Create Organizaional Commitment :
 Indian industries exposed to international competition.
 An improvement in efficiency and quality of work can come only when workers
develop organizational commitment.
 HRM approach helps in creating a sense of pride for the organization among the
employees.
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6. 3) Meeting with Changing Environment :
 Business environment is changing rapidly.
 Technological improvements and revolutionized production processes.
 Automation in office operational efficiency of worker must cope up with a revolutionary
change in the technology.
4) Change in Political Philosophy :
 In India, Central Government has created a separate ministry as Human Resource
Development and put it under a Senior Cabinet Minister.
 This shows the importance given to human resources in India, which opened up a door for a
fresh approach to human resource development in the industrial sector too.
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7. 5) Enhanced Pressure On Employee:
 The technological innovations and sophisticated machines require large number of trained
and skillful personnel.
 The more the technical development and automation, the more would be the dependence on
human beings.
 Greater the need for human approach to manpower and greater human resource approach
to management.
6) Meeting Research and Development Requirements:
 Fresh initiatives and emphasis on research and development in the realm of industry also
led to a new policy of human resource development to cope with the increasing demand
technically capable people
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8.  Following are the various HR processes:
 Human resource planning (recruitment, selecting, hiring, training, induction, orientation,
evaluation, promotion and layoff).
 Employee remuneration and benefits administration
 Performance management.
 Employee relations.
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9. Generally, we consider human resource planning as the process of people forecasting,
evaluation, promotion and layoff.
1) Recruitment: it aims at attracting applicants that match a certain job criteria.
2) Selection: the next level of filtration. Aims at short listing candidates who are the nearest
match in terms qualifications, expertise and potential for a certain job.
3) Hiring: deciding upon the final candidate who gets the job.
4) Training and development: those processes that work on an employee onboard for his skills
and abilities upgradation.
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10. 5) Employee remuneration and benefits administration:
 The process involves deciding upon salaries and wages, incentives, fringe benefits and
perquisites etc.
 Money is the prime motivator in any job.
 Performing employees seek raises, better salaries and bonuses.
6) Performance management:
 It is meant to help the organization train, motivate and reward workers.
 It is also meant to ensure that the organizational goals are met with efficiency.
 The process not only includes the employees but can also be for a department, product,
service or customer process; all towards enhancing or adding value to them.
7) Employee relations:
 Employee retention is a nuisance with organizations especially in industries that are
hugely competitive in nature.
 Though there are myriad factors that motivate an individual to stick to or leave an
organization, but certainly few are under our control.
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11. HUMAN RESOURCE MANAGEMENT BY ASST.PROF. KETAN KAMBLE 11
Outcomes /
Results of
HRM
More competent people
Better developed roles
Higher work-commitment and job- involvement
More problem solving
Better utilization of human resources
Higher job-satisfaction and work motivation
Better generation of internal resources
Better organizational health
More team-work, synergy and respect for each
other

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Acknowledgement : Bhupendra Shrike (Typewriting)
Acknowledgement : Bhupendra Shrike (Typewriting)