This document provides an overview of human resource management (HRM). It begins with an introduction and definitions of HRM. It describes the wide scope of HRM, which covers all major activities in an employee's work life from hiring to departure. Key differences between personnel management and HRM are outlined. The functions of HRM include staffing, development, compensation, and integration. Objectives of HRM are to meet societal, organizational, functional, and personal goals. The evolution of HRM in India from welfare to a business partner role is reviewed. Studying HRM is important because people are an organization's core strength and competitive advantage.
Human resource management is the strategic and coherent approach to the effective and efficient management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives
SUBJECT : EDUC 210 PERSONNEL MANAGEMENT IN EDUCATION
SCHOOL TERM : 3rd Semester, AY 2019-2020
PROFESSOR : Dr. Ladislao Marcelo
PhD STUDENT : Dr. Rosemarie S. Guirre
ASSIGNMENT/ACT: #1
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1. On evolution, what makes Personnel Management (PM), Human Resource Management (HRM) and Strategic Human Resource Management (SHRM) different?
2. Which one will you suggest to your personnel managers as the head on an organization?
MEANING OF HRM
DEFINITIONS
OBJECTIVES of HRM
NATURE OF HRM
FEATURES OF HUMAN RESOURCE MANAGEMENT
IMPORTANCE OF HRM
PROCESS OF HRM
RECENT TRENDS IN HRM
ROLE OF HUMAN RESOURCE MANAGER
DUTIES & RESPONSIBILITIES of HRM
SCOPE OF HRM
FUNCTIONS OF HRM
OPERATIVE FUNCTION
QUALIFICATIONS OF HUMAN RESOURCE MANAGER
Human Resource Management and Its Importanceprachimba
Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
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2. Introduction
Meaning & Definition of HRM
Scope of HRM
Differences between PM & HRM
The Nature of employment relationship
HRM-Functions & Objectives
Evolution of HRM in India
Why Study HRM?
Prof.Sujeesha Rao
3. Introduction
Challenges faced by organizations
Global competitiveness – implications on HR
Work force diversity
Ethical issues
Advances in technology and communication
Sensitive approach to environment
Shift in employees need for meaningful work
Prof.Sujeesha Rao
4. What is HRM?
•HRM is concerned with the people’s dimension
in the organization
•Facilitating the competencies and retention of
skilled force
• Developing management systems that
promote commitment
• Developing practices that foster team work
• Making employees feel valued and rewarded.
Prof.Sujeesha Rao
5. Definition
•HRM refers to acquisition, retention, motivation and
maintenance of Human Resources in an organization.
•HRM is the planning, organising, directing & controlling
of the procurement, development, compensation
integration, maintenance and separation of human
resources to the end that individual, organizational and
social objectives are accomplished.
Prof.Sujeesha Rao
6. Scope of HRM
Very Vast
Covers all major
activities in the
working life of a
worker
-from time an
individual enters
into an
organization until
he or she leaves
comes under the
purview of HRM
Prospects
of HRM
HRM
Nature of
HRM
Industrial
Relations
Employee
Maintenance
Employee
Hiring
Employee
&
Executive
Remuner
ation
Employee
Motivation
7. Differences between PM &
HRMDimension Personnel Management Human Resources Management
1. Employment Contract Careful delineation of written
contracts
Aim to go beyond contract
2. Rules Importance of guiding clear rules Can do outlook, impatience with
rule
3. Behaviour referent Norms/customs/practices Values/mission
4. Managerial task Monitoring Nurturing
5. Management Role Transactional Transformational leadership
6. Communication Indirect Direct
7. Conflict handling Reach temporary truce Manage climate & culture
8. T&D Controlled access to courses Learning organization
9. Focus of attention for
interventions
Personnel procedures Wide ranging cultural, structural
& personnel strategies
10. Shared interests Interests of the org. are
uppermost
Mutuality of interests
Prof.Sujeesha Rao
8. The Nature of the Employment
Relationship
Prof.Sujeesha Rao
9. Functions
Functions of HRM include:
• Facilitating the retention of skilled and competent
employees
• Building the competencies by facilitating continuous
learning and development
• Developing practices that foster team work and
flexibility
• Making the employees feel that they are valued and
rewarded for their contribution
• Developing management practices that endanger high
commitment
• Facilitating management of work force diversity and
availability of equal opportunities to all.Prof.Sujeesha Rao
13. Objectives of HRM
Societal objectives
To be ethically & socially responsible to the needs of
the society while minimizing the negative impact of
such demands upon the organization
Organizational objectives
To recognize the role of HRM in bringing about
organizational effectiveness
Functional objectives
To maintain the department’s contribution at a level
appropriate to the organization’s needs
Personal objectives
To assist employees in achieving their personal
goals in a manner that their personal goals enhance
the individual’s contribution to the organization
Prof.Sujeesha Rao
14. HRM and 3 P’s
• People – core strength of an organization
Any resource can be replaced but not HR
• Processes – evolve over a period of time
IT enabled environment facilitates engineering
effortlessly
• Performance – the pillars of performance are
people and IT
Organizational performance in terms of value
creation and return on investment
Prof.Sujeesha Rao
15. Evolution of HRM in India
Welfare (1920s-1930s)
Administration (1930s-
1940s)
Employee relations (1940-
1960s)
Functional expertise (1970s-
1980s)
Business partner / player
(1990s)
Prof.Sujeesha Rao
16. Why Study HRM?
Taking a look at people is a rewarding
experience
People possess skills, abilities and aptitudes
that offer competitive advantage to any firm
No computer can substitute human brain, no
machines can run without human intervention
& no organization can exist if it cannot serve
people’s needs.
HRM is a study about the people in the
organization-how they are hired, trained,
compensated, motivated & maintained.
Prof.Sujeesha Rao