Human Resource Management, best practices, meaning, definition, Objectives, Scope, Evolution, various Concepts, Trends, Environment and Approach, HRM Functions, HR planning and process, HR Demands, forecasting techniques and labour supply techniques. basics to create model of strategic hrm.

1. PART1: CONCEPTS AND
PERSPECTIVE ON HRM
HRM PART-1 (1-5)
1ADITI SINGH

2. 2ADITI SINGH

3. HUMAN RESOURCE
Human resources is the set of individuals who make up the workforce of
an organization, business sector, or economy.
other terms sometimes used include "manpower", "talent", "labour", or simply "people".
HRM- Defined- as
‘the art of procuring,
developing and
maintaining competent workforce to
achieve the goals of an organization in an
effective and efficient manner.
MOST EFFICIENT USE OF PEOPLE
. Aditi Singh

4. HUMAN RESOURCE
MEANING
• HRM is 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.
Core Elements of HRM
Organizations ------People ------ Management.
The HRM process consists of planning, attracting, developing, and retaining the human resources (employees) of
an organization
"You must treat your employees with respect and dignity because in the most automated factory in the world,
you need the power of human mind. That is what brings in innovation. If you want high quality minds to work
for you, then you must protect the respect and dignity. “ Mr N.R. Narayana Murthy, Chairman Emeritus, Infosys
Ltd .
Aditi Singh

5. DEFINITIONS:
HUMAN RESOURCE
Aditi Singh
Edwin Flippo defines- Human Resource Management as “planning, organizing, directing,
controlling of procurement, development, compensation, integration , maintenance and separation
of human resources to the end that individual, organizational and social objectives are achieved.”
Michael J. Jucius has defined HR as “A Whole consisting of inter related , inter-dependant
and interacting physiological, psychological, sociological and ethical components.”
Dale Yoder: “HRM is the provision of leadership and direction of people in their working or
employment relationship.”
Ricky W. Griffin: “Human Resource Management is the set of organizational activities directed at
attracting, developing and maintaining an effective workforce.”

6. •To help the organization reach its goals
•To employ the skills and abilities of the
work force efficiently
•To provide the organization with well
trained and well motivated employees
•To increase to the fullest the employee’s job
satisfaction and self actualization.
•To develop and maintain a quality of work
Life.
•To communicate HR policies to all
employees
•To be ethically and socially responsive to the
needs of the society.
Objective & Nature of HRM
Aditi Singh

7. History of HRM
1 4 5
THE
INDUSTRIAL
REOLUTION
SCIENTIFIC
MANAGEMENT
TRADE
UNIONISM
HUMAN
RELATIONS
MOVEMENT
HUMAN
RESOURCE
APPROACH
Aditi Singh

8. Evolution of HRM
. Aditi Singh

9. GROWTH IN INDIA
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DEVELOPMENT PHASE
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WELFARE PHASE
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LEGAL PHASE
1800 B.C
EARLY PHASE
. Aditi Singh

10. HRM CONCEPT
. Aditi Singh

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14. TRENDS IN THE CHANGING
ENVIRONEMTN OF HRM
Globalization
technological Advances
Deregulation
Nature of work
Workforce Diversity
Aditi Singh

17. Environment of HRM
INTERNAL
• Unions
• Organizational Culture
and conflict
• Professional Bodies
EXTERNAL
• Economic
• Political: three institutions as:
a)Legislature
b)Executive
c) Judiciary
• Technological
• Demographic
17ADITI SINGH

19. NEW APPROACHES
Transactional HR
G-HRM (Global)
Corporate HR
E-HR
Embedded
The centre of expertise
GHRM (green hrm)
HRIS
HR Analytics
Aditi Singh

20. Transactional HR activities
HR functions
1.strategic and 2.transactional.
1. Strategic functions deal with
business goals,
objectives and values,
2. Transactional HR functions cover
administrative activities such as
documenting operational processes and
maintaining employee records.

21. Global HRM

22. Aditi Singh

23. Aditi Singh

24. OBJECTIVES
SOCIETAL
ORGANIZATIO
NAL
FUNCTIONALPERSONAL
CORPORATE
OBJECTIVE
Aditi Singh

25. HR OBJECTIVES AND FUNCTIONS
Aditi Singh

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27. Strategic HR activities
. Aditi Singh

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30. HRP-Human Resource Planning- PROCESS
1. Analysing org. Objectives
2. Inventory of present HR
3. Forecasting demand and supply of HR
4. Estimating manpower gaps
5. Formulating HP action plans
• PLAN- recruitment, redeployment, redundancy, training plan, productivity plan,
retention, control points
6. Monitoring, control, feedback
Aditi Singh

33. HRP PROCESS

34. * 3. Forecasting the demand of HR * contd…………
1.External Challenges:
Economic developments
Political , legal, social, technical changes
Competition
2. Organizational decision
3. Workforce factor
4. Forecasting techniques...............
Aditi Singh

35. Forecasting techniques
1.JUDGEMENTAL METHODS
A. Bottom up forecasting
B. Top down forecasting
C. Delphi Technique
2. TREND ANALYSIS
3. MATHEMATICAL MODELS [ regression, optimization model, budget,
planning analysis]
4. COMPUTER MODELS:
A)Workforce Analysis [absenteeism, labour t/o]
B)Work Load Analysis [idle time]
C)Job Analysis [abilities or skills- JD & JS]

36. Labour supply
1. INTERNAL LABOUR SUPPLY
[TRANSFERS,
PROMOTIONS,
NEW RECRUITS,
RERERRALS]
FORECASTING TECHNIQUE –
staffing table,
Markov analysis,
skills Inventory,
Replacement chart)
3. EXTERNAL LABOUR SUPPLY
ADITI SINGH

37. THANK YOU
PLEASE VISIT FO PART II