Human Resource Management

1. LOGO
HUMAN
RESOURCE
MANAGEMENT
Prof. Preeti Bhaskar
Symbiosis Centre for Management Studies, Noida

2. LOGO
CHAPTER OUTLINE
Meaning and definition
Scope
Objectives
Importance
Functions
Difference between HRM and
Personnel Management
HRM Model
Environment of HRM
Role of HRM in organization
Role of HR
Human Resource Management

3. LOGO
Human Resource Management

4. LOGO
INTRODUCTION
 “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 is essential to achieve organizational
objectives.
 This is true, regardless of the type of organization –
government, business, education, health or social action
Human Resource Management

5. LOGO
HR Competitive
Advantage
YOUR COMPANY NAME or YOUR SITE ADDRESS
SKILLS
CAPABILITIES
CHALLENGING
INNOVATIVE
KNOWLEDGE

6. LOGO
DEFINITION
According to Flippo, ‘Personnel Management, or say,
human resources management is the planning, organizing,
directing and controlling of the procurement, development,
compensation, integration, maintenance, and separation of
human resources to the end, that individual, Organizational
and social objectives are accomplished”
Human Resource Management

7. LOGO
Human Resource Management
Human Resource
management
includes- :
• conducting job analyses
• planning personnel needs, and recruitment
• selecting the right people for the job
• orienting and training
• Determining
and managing wages and salaries
• providing benefits and incentives,
• appraising performance
• resolving disputes
• communicating with all employees at all
levels.

8. LOGO
IMPORTANCE
Recruitment and
selection
Attract and
retain talent
Train people for
challenging roles
Develop skills
and
competencies
Promote team
spirit
Develop loyalty
and commitment
Increase
productivity and
profits
Improve job
satisfaction
Enhance
standard of
living
Generate
employment
opportunities
Human Resource Management

9. LOGO
PHILIPS :
According to Rama Chandran ,MD Philips India “my human resource
department is the centre of competence”
MARICO INDUSTRIES :
Harsh Mariwala , owner “ I am very sensitive about losing star
performers. If the guy is valuable , we give him far higher remuneration to
keep him happy”
A.F. FERGUSON @ CO. :
Arvind Mahajan, Director “The only way you can be different is in the
way you mange people”
Human Resource Management

10. LOGO
PERSONNEL
OBJECTIVE
FUNCTIONAL
OBJECTIVE
ORGANIZATIONAL
OBJECTIVE
SOCIETAL
OBJECTIVE
Objectives
OBJECTIVES
Human Resource Management
• APPRAISAL
• PLACEMENT
• ASSESSMENT
• LEGAL COMPLINCE
• BENEFITS
• UNION MANGEMENT
RELATION
• HRP (human resource
planning)
• EMPLOYEE RELATION
• SELECTION
• TRAINING AND
DEVELOPMENT
• TRAINING AND
DEVELOPMENT
• APPRAISAL
• PLACEMENT
• COMPENSATIOPN

11. LOGO
Personnel
objective
Functional
Objective
Organizational
Objective
Societal
Objective
To recognize the role of HRM in bringing about organizational
effectiveness
To assist employees in achieving their personnel goals,
at least in so far as these goals enhance the individual’s
contribution to the organization
To be ethically and socially responsible to the needs and challenges
of the society while minimizing the negative impact of such
demands upon their organization
To maintain the department, contribution at a level appropriate
to the organization
Human Resource Management

12. LOGO
SCOPE
Human Resource Management
EMPLOYEE
HIRING
EMPLOYEE
MAINTAINACE
SCOPE
of
HRM
EMPLOYEE
MOTIVATION
REMUNERATION
INDUSTRIAL
RELATION

13. LOGO
Functions of HR
MANAGERIAL
FUNCTIONS
Planning
Organizing
Directing
Controlling
OPERATIVE
FUNCTIONS
Staffing
Development
Compensation
Motivation
Maintenance
Integration

14. LOGO
Mission of an organization
Managerial functions of HRM
HRM objectives
Strategies and Policies of HRM
Operative function of HRM
Objectives
EMPLOYEE
RELATION
COMPENSATION
MANAGEMENT
HUMAN
RESOURSE
DEVELOPMENT
EMPLOYEMENT
• HRP
• Recruitment
• Selection
• Induction
• Placement
• Performance
appraisal
• Training
• Management
• development
• Career
planning &
development
• Organization
changes
• Organization
development
• Employment
• Job
evaluation
• Wages and
salary
administration
• Fringe
benefits
• Employment
• Motivation
• Job satisfaction
• Communication
• Grievance and
disciplinary
• Collective
bargaining
• Conflict
management
• Participative
management
O
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G
P
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G
S
T
A
F
F
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N
G
D
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C
T
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N
G
C
O
N
T
R
O
L
L
I
N
G
MAINTAINACE
• Health
• Safety
• Social
• Security
• Welfare
schemes
• Personal
records
• Personal
research
• Personnel
audit
FUNCTIONS
OF
HRM

15. LOGO
HRM and 3 P’s
People
 adds value to the firm
 rare resource
 inimitable
 non-substitute
Processes
Performance
To create value and continuously increase the rate of
return on investment (ROI)
Human Resource Management
HR adds
value to
the firm
HR as a
rare
resource
HR
system
as
inimitable
HR as a
non-
substitute

16. LOGO
EXTERNAL
FACTORS
Internal
factors
Human Resource Management
Environment
of
HRM
• Mission
• Policies
• Organization culture
• Organization structure
• HR system
• Workforce diversity
• Unions
• Employee demands
and expectation
• PESTEL
P - political factors
E – economical factors
S – social factors
T – technical factors
E – environmental factors
L – legal factors

17. LOGO
Role of HR in organization
• To administer and coordinates program across all the functional areas
• To oversee the designing and implementation of the HR Policies at the facility and advice line
managers on HR issue
• Responsibility of linking the firms corporate policy and strategy with HRM
• Responsible for recruitment , compensation etc.
• Providing information on market statistics of personnel availability, pay rates etc.
• HR act as a facilitator when training and development are planned and conducted
, performance appraisal are one
• When managers are facing problems while supervising employees, managers seek advise
from HR consultant
HR MANAGER
HR EXECUTIVE
HR SERVICE PROVIDER
HR FACILITATER
HR CONSULTANT

18. LOGO
SHIFTS IN HRM IN INDIA
Traditional
HR practices
 Administrative role
 People as expense
 Production focus
 Separated, isolated from
company mission
 Individual's encouraged,
singled out for praise
,rewards
Emerging
HR practices
 Strategic role
 People as a key
investment/assets
 Service focus
 Key part of the
organizational mission
 Cross-functional teams,
teamwork most important
Human Resource Management

19. LOGO
HRM Model
Harvard Model
Human Resource Management

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Harvard Model
Stakeholder interests: stakeholders are people who have a financial interest in the
organization, management, and employee groups. They also includes external bodies such
as government and the local community, particularly in areas where one company is a large
provider of employment.
Situational factors: these include the characteristics of the workforce, labor markets,
union representation, and legislation, as well as societal values and culture. Elements of the
business environment also need to be considered, such as the prevailing economic climate,
the strategic direction of the company, and the management philosophies that drive the
organization. These lead to HRM policy choices in areas such as reward systems, work
systems, and employee influence.
HR outcomes: these follow from the HRM policy choices and are concerned with
commitment, competence, congruence, and cost-effectiveness.
Long-term consequences: these follow on from HRM policies and are concerned
with individual well-being, and with ensuring that individuals are looked after and their
needs considered.
Human Resource Management

21. LOGO
Shift from
public
sector to
private
sector
Preferred
location
Environmenta
l challenges
Status
Ready to
take
challenging
jobs
Shift in
locations
Industry
preference
Lifestyle
changes
Automation
Computeri
zation
Training
Changes in
technology
Highly
qualified
workers
Financial
and non-
financial
demands
More
exposure in
new areas
Employee
expectation
Glass
ceiling
effect
Race
culture
level of
education
Composition
of workforce
MNC’s
Pay
structure
Living
standard
Status
Size of
workforce
Future of HRM : Influencing factors
Human Resource Management

22. LOGO
Difference between HRM and
Personnel management
Human Resource Management
Personnel HRM
Meaning It means management of people
employed
It means management of employee
skills,abilities,knowledge,talent etc
treatment Employees are treated as
economic man his services are
exchanged for wages and salary
Employees are treated as valuable
assets
Cost/ profit It is cost centered therefore
management tries to control the
cost
It is a profit centered therefore
investment in human resources for
future utility purpose
benefits Employees are used for
organizational benefits
Employees are used for mutual
benefits
Psychological
contract
Compliance occur in the
behaviors of employees
Employees are more committed
Structure and
systems
Bureaucratic , centralized ,
Formal
Organized , developed , flexible
Roles Specialist / Professional Largely integrated in management

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