This document provides an overview of human resource management (HRM) and personnel management (PM). It defines HRM as the policies and practices involved in managing an organization's human resources, including recruiting, training, rewarding, and evaluating employees. The importance of HRM is discussed, noting that it adds value to firms by activating other resources and developing competitive advantages. Key HRM activities are also outlined, such as human resource planning, recruitment, selection, training, compensation, and performance management. The document compares HRM and PM, noting they differ in that HRM takes a more strategic, proactive approach while PM is more administrative and reactive. Finally, the evolution of HRM concepts over time is briefly summarized.

2. Learning Objectives
1. To provide introductory overview of HRM
2. To understand the concept of HRM and PM
3. To understand importance & evolution of HRM

3. HRM
•Introduction:
HRM aims at developing people through work
•Definition:
The policies and practices involved in carrying out the people or human resource
aspects of management position, including recruiting, screening, training,
rewarding and appraising-
Gary Dessler
•Human resources termed as Human Capital

4. Importance of HRM
1. As a necessary part of the organizing function of
management
2. As an important strategic tool
3. Adds value to the firm
. Activation of non human resources
. Means for developing competitive advantage
. Source of creative energy

5. Objectives
• Societal
• Organizational
• Functional
• Personal

6. • HR Challenges
Environmental influences
Organizational demands
Regulatory issues

7. HR Activities

8. HRM & PM
• Def of HRM
• Def of PM
• Comparison of HRM & PM
• Common features

9. Difference bet HRM & PM
HRM
• It places emphasis on continuous
development of ppl @ work.
• Proactive function. It is not only
concerned with present org needs but
anticipates future needs & acts
accordingly.
• Sub system of org. linked with all other
parts of the org.
• System, broad view. Not only improving
efficiency of the ppl but creating proper
org al culture to utilize the efficiency.
.
PM
• It is routine, maintenance
oriented administrative fn.
• Reactive function Responds to
demand of the org whenever
arises
• Independent function
• Narrow view. Concentrate only
on improving the efficiency of
personnel

10. HRM & PM
HRM
• Emphasis on satisfaction of
higher needs for motivating
ppl like creativity challenging
jobs etc.
• Better performance is a source
of satisfaction & high morale
PM
• Emphasis on economic
rewards & traditional job
design for motivating ppl.
• It considers job satisfaction n
morale as cause of improved
performance

11. Qualities of HR Manager
• Conceptual Qualities
• Analytical Qualities
• Motivational Qualities
• Emotional Stability
• Empathy
• Communicative Quality
• Human Relation Quality
• Technical Quality

12. Role of HR Manager
1. Conscience role
2. Counselor
3. Mediator
4. Spokesman
5. Problem Solver
6. Change Agent
7. Welfare role
8. Clerical role
9. Fire Fighting role

13. Human
Resource
Planning
Recruitment Selection
TrainingOrientation
Career
Development
Compensation
& Benefits
Performance
Management
Identify & Select
Competent
Employee
Updating Knowledge
& Skills
Retain
Competent &
Eligible
Employees
Separation
Human Resource Management Process

14. Human Relation
• Intro:
Human relation is an aid to HRM. The main objective is to
establish a cordial atmosphere & organizational climate. It
improves org. behavior. Human relations aims at improving team
work & team spirit in the org.
Def:
It can be defined as the cordial atmosphere in the org in
which ppl practice the art of living in such way that they
communicate, act, interact & transact in a cordial manner
recognizing each others needs, views, values & temperaments
which lead to better morale & motivation of ppl in the org.

15. Objectives of human relation
a. To aid the HRM
b. To help establish the cordial relation bet the
mgmt & employees
c. To enable the mangers to ‘hv an integrated
approach to the situation
d. To establish mutual regard & recognition
e. To facilitates employees involvement in the
affairs of the org leading to better productivity.

16. f. To facilitate effective org communication
g. Expected to improve team work & team spirit.
h. To act as a good motivator & to facilitate mutual
co-ordination
i. It is meant to improve org behavior.
j. To improve employees morale & job satisfaction.
k.To achieve executive skills, interpersonal skills

17. Evolution of HRM

18. • A commodity concept: employees were treated as
a commodity which can be bought and sold.
• Production concept: employees became a part of
5 m’s of management.
• Paternalistic concept: employees started
recognizing themselves;.

19. • Humanitarian concept: the employees are not
only to be rewarded materialistic but.
• Behavioral concept: employees became the
valuable assets of the organization.
• The emerging concept: employees are considered
as the partners of the company.