The document outlines the scope of human resource management in 11 points: 1) Human resource planning, 2) Acquisition, 3) Placement, 4) Performance appraisal, 5) Career development, 6) Training and development, 7) Quality of work life, 8) Employee welfare, 9) Compensation, 10) Labor relations, and 11) Maintenance. It discusses each function and how human resource management is responsible for recruitment, employee development, compensation, and maintaining positive labor relations.

1. “THERE IS NO MAGIC IN THE
SUCCESS OF THE COMPANIES, THE
SECRET OF THEIR SUCCESS IS
SIMPLY THE WAY THAT THEY TREAT
THEIR EMPLOYEES.”

2. SCOPE OF HUMAN
RESOURCE MANAGEMENT
Presented By:
Naina Agarwal
Divya Tiwari

3. “Always recognize that human
individuals are ends, and do not use
them as means to your end”

4. Meaning of Human Resource
Management
Human Resource Management is the
process of recruitment, selection of employee,
providing proper orientation and induction,
providing proper training and the developing
skills, assessment of employee providing
proper compensation and benefits, motivating,
maintaining proper relations with labour.

5. SCOPE OF HUMAN RESOURCE
MANAGEMENT
 Human Resource
Planning
 Acquisition Function
 Placement Function
 Performance Appraisal
 Career Development
 Maintenance Function
 Training and
Development
 Quality of Work Life
 Employee’s Welfare
 Compensation
Function
 Labour Relations

6. “There is no doubt
that creativity is the
most important
human resource of
all. Without
creativity, there
would be no
progress, and we
would be forever
repeating the same
patterns.”

7. 1.Human Resource Planning (HRP)
HRP estimates the manpower demand and
manpower supply of the organization. It
compares the manpower demand and
manpower supply. If there is manpower
surplus then it gives voluntary retirement, lay-
off, etc. to some employees. If there is
manpower shortage then it hires employees
from outside, gives promotion to employees,
etc.

9. 2. Acquisition Function
Acquisition function includes Human
Resource Planning, Recruitment, Selection,
Placement and Induction of employees. HRM
uses the scientific selection procedure for
selecting the right man for the right post. The
"right man" is given proper placement and
induction.

10. .

11. 3. Placement Function
HRM also performs the placement function.
Placement is done after selection of
employees. It means to put the right man in the
right place of work. Proper placement gives job
satisfaction to the employees, and it increases
their efficiency.

12. “From the business
point of view - not to
overstate it -
intellectual property
is dead; long live
intellectual process.
Long live service;
long live
performance.”

13. 4. Performance Appraisal
HRM also conducts a performance appraisal.
Performance appraisal is a systematic evaluation
of the employees' performance at work. It informs
the employees about their strengths and
weakness. It also advises them about how to
increase their strengths and remove their
weaknesses.

14. "Do you want to
spend the rest of
life sugared water
or do you want to
chance to change
the world?"
Late Steve Jobs Of
Apple Computer.

15. 5. Career Development
HRM also helps the employees in planning and
developing their careers. It informs them about
future promotions and how to get these
promotions. It helps them to grow and develop in
the organization.

16. “True motivation
comes from
achievement, personal
development, job
satisfaction, and
recognition.”
Frederick Herzberg.

17. 6. Training and Development
HRM also provides training and development to
the employees. Training means to increase the
knowledge and skills of the employee for doing a
particular job. Training given to managers is
called development. So, training is given to
employees while development is given to
managers.

18. If you don’t value
your time, neither
will others. Stop
giving away your
time and talents.
Value what you
know & start
charging for it.

19. 7. Quality of Work Life (QWL)
HRM also includes Quality of Work Life. QWL
is a technique for improving productivity and
quality of work. It involves labour
management co-operation, collective
bargaining and participative management.

20. We should measure
welfare's success by
how many people
leave welfare, not by
how many are
added.
Ronald Reagan

21. 8. Employees' Welfare
HRM provides employee's welfare. Welfare
measures include paid holidays, medical
insurance, canteen facilities, recreation
facilities, rest room, transport facilities, etc.
Proper and timely welfare facilities motivate
the employees to work hard in the
organization.

22. If you pick the right
people and give
them the opportunity
to spread their
wings and put
compensation as a
carrier behind it you
almost don't have to
manage them

23. 9. Compensation Function
Employees must be rewarded and
recognized for their performance. HRM
makes proper compensation packages for the
employees. These packages motivate the
employees and increase their morale

24. “A successful
man is one
who can lay a
firm foundation
with the bricks
others have
thrown at him.”

25. 10. Labour Relations
HRM is also includes industrial relations. It
includes union management relations, joint
consultations, negotiating, collective bargaining,
grievance handling, disciplinary actions,
settlement of industrial disputes, etc.

26. “The place to
improve the
world is first in
one's own heart
and head and
hands, and then
work outward
from there.”

27. 11. Maintenance Function
HRM also performs the maintenance function.
That is, protecting and promoting the health
and safety of the employees. HRM introduces
health and safety measures. It also provides
other benefits such as medical aid, provident
fund, pension, gratuity, maternity benefits,
accident compensation, etc., to the employees.

28. CONCLUSION
The scope of HRM is widening with every
passing day. It covers but is not limited to HR
planning, hiring training and development, payroll
management, rewards and recognitions,
industrial relations, grievance handling, legal
procedures etc. In other words, we can say that
it’s about developing and managing harmonious
relationships at workplace and striking a balance
between organizational goals and individual
goals.