HRM Philosophy , purpose , human capital theory , and HR department role in people managment

1. BY SYED ZAFAR MEHDI
ASSISTANT PROFESSOR , PHD SCHOLAR , WRITER ,
PHILANTHROPIST AND HR PROFESSIONAL
Lectures and Discussions
HRM 301 –Introduction to HRM (First Lecture )

2. Purpose (HRM)
 Purpose (HRM): Improving the productive
contribution of people (HR) to the organization.
 HR coordinate with all other department regarding
HRM functions, policies, process, rules , code of
conduct , disciplinary policy , terms and conditions
of employment.
 The efficient HR decisions and action and policies
contribute in raising productive contribution of
employees.

3. Philosophy and HRM Department role
 It establishes Rules, Policies and Decisions.
These are authorized by the higher
management.
 To ensure all HR functions must follow the Equal
Employment Opportunity in all HR and other
managerial decisions.
 it Perform the oversight function as an observer
in all HR Activities , HR policy maker and
implementer of the HR policies and rules and
decisions impartially.
 HR department also take care function of safety
and security that ensure the management of
workplace secure and safe physically.

4. Security, Safety and training
 The HR also take care the safety training
activity to orient the employees their role and
responsibility to follow the security
compliances by adopting the taught
directions while working in the area that has
health hazard like noise, x-ray test, dust,
heavy mechanical related hazards, raw dust
and others.

5. Two Views/paradigm about Human
Resource (of an Organization)
 The management (TOP) of any organization perceives
Employees are either A Problem Or an Asset to the
Organization.
 The treatment of HR depends upon the one of the belief
mentioned above
 .The organizations established on problem perspective
believes its employees are cost and economic
liability(Classical economists)
 The other organizations believe they are theVALUABLE
ASSET to the organization.(HRM , Behavior Science and
Psychology experts) –Human capital theory 1963)- It
was adopted in USA at government Level .

6. Human Capital (Capability to innovate
, develop , maintain )
 Becker's book entitled Human Capital, published
in 1964.
 Human capital is a collection of traits – all the
knowledge, talents, skills, abilities, experience,
intelligence, training, judgment, and wisdom
possessed individually and collectively by
individuals in a population.
 These resources are the total capacity of the
people that represents a form of wealth which
can be directed to accomplish the goals of the
nation or state or a portion thereof.

7. Corporate Application (Class
Discussion)
 How to transform these two views in HR
decisions

8. Equal Employment Opportunity Law
 Theory and Application
 it is a universal labor law and also the part of
many countries municipal law. It implies the
non-discrimination in HR decisions, practices,
policies and rules.

9. Definition of Human Resource
Management
 The human resource management is the process of
acquiring, training, appraising, and compensating
employees, and attending their labor relations, health and
safety, fairness concerns.
 Activities are designed to provide for and coordinate the
Human Resources for an organization is one of its largest
investments.The policies and procedures involved in
carrying out the “people” or “Human Resource” aspect of
as management, position, including recruiting, screening,
training, rewarding and appraising.
 Human Capital: Human Capital refers to the knowledge,
education, training, skills and expertise of a firm’s
workers.

10. Line and Staff Role
 A LINE FUNCTION
 The HR manager directs the activities of the
people in his or her own department and in
related service areas.This is because line
managers know HR has top management’s
ear in areas like testing affirmative action. HR
managers’ “suggestions” are often seen as
“orders from top-side” and does not get
rejection from the Line managers
(Departmental Heads)

11. Staff Function
 STAFF (SERVICE) FUNCTIONS
 HR assists/advise/recommend in the hiring,
training, evaluating, rewarding, counseling,
promoting and firing of employees.