Human resource management (HRM) involves developing and implementing people strategies aligned with corporate goals. It includes acquiring, training, evaluating, compensating employees, as well as managing labor relations, health, safety, and fairness. With the rise of seeing employees as resources, HRM aims to maximize return on investment in people while meeting employee needs. HRM goes beyond administrative personnel tasks to envision how management wants employees to contribute to organizational success.

2.  Human resource management is concerned with the development and
implementation of people strategies, which are integrated with corporate
strategies, and ensures that the culture, values and structure of the
organization, and the quality, motivation and commitment of its members
contribute fully to the achievement of its goals.
 Definition: HRM is the process of acquiring, training, appraising, and
compensating employees, and of attending to their labor relations, health
& safety, and fairness concern.

3.  With the advent of resource centric organizations in recent decades, it has
become imperative to put “people first” as well as secure management
objectives of maximizing the ROI (Return on Investment) on the resources.
 This has led to the development of the modern HRM function which is
primarily concerned with ensuring the fulfillment of management
objectives and at the same time ensuring that the needs of the resources are
taken care of.
 In this way, HRM differs from personnel management not only in its
broader scope but also in the way in which its mission is defined.
 HRM goes beyond the administrative tasks of personnel management and
encompasses a broad vision of how management would like the resources
to contribute to the success of the organization.

4.  Human Resources are heterogeneous.(Different people, different
personalities, different needs, attitudes and values).
 Human resources are dynamic and behave differently.(They react to
the same situation in quite different ways).
 HR are the most important element in an organization. The effective
utilization of all other resources depend upon the quality of HR.
 The term HR is wider than the term Personnel. HR include all
dynamic components of all the people at all levels in the
organization, whereas personnel means the employees working in
the organization.

5.  To help organization attain its goals by providing well trained and well
motivated employees.
 To employ the skills and knowledge of employees efficiently and
effectively, i.e., to utilize HR effectively.
 To enhance job satisfaction of employees by encouraging and assisting
every employee to realize his full potential.
 To establish and maintain productive, self-respecting and internally
satisfying working relationship among all the members of the
organization.
 To bring about maximum development of individuals by providing
opportunities for training and development.
 To maintain high morale and good HR within the organization.
 To help maintain ethical policies and behavior inside and outside the
organization.
 To recognize and satisfy individual needs and group goals by offering
appropriate monetary and non-monetary incentives.

6. As managers none of us would like to make the following mistakes:
 To hire the wrong person for the job.
 To experience high turnover .
 To find our people not doing their best.
 To waste time with countless and useless interviews.
 To be quoted under bad example of unsafe practices.
 To have some of your employees think their salaries are unfair and
inequitable relative to others in the organization.
 To allow a lack of training to undermine your department's effectiveness
 To commit any unfair labor practices .

7. The Industrial Revolution
Trade Unionism
Scientific Management
Industrial Psychology
HR Movement
Behavioral Science
Employee
Welfare

8.  The Industrial Revolution: Development of Machinery, Linking
power to machines, establishing factories etc.
 Trade Union: Workers formed their unions to improve their lots so
that management could be forced to redress grievances.
 Scientific Management: F.W. Taylor: (a) development of a true
science.(b) Scientific selection and training of workers.(C)
Friendly cooperation between management and workers.(d)
Development of every worker to hid fullest potential.
 Industrial Psychology: It stressed on matching of employees skills
with job. Contributions made to analyze the jobs in terms of their
mental and emotional requirement and development of testing
devices.
 HR Movement: Researches focused on the attitude and feelings of
workers and their influence on productivity. The role of informal
groups in industry were highlighted. It was suggested that
interpersonal relationships should be improved.

9.  Behavioral Science: Research in anthropology , sociology,
psychology, etc. has provided the subject matter for HRM.
Behavioral Science era led to the development of new techniques
of motivation and leadership e.g., employee participation, 2 way
communication, management by objectives etc.
 Employee welfare: With the dawn of welfare era, scope of HRM
increased. It is not only concerned now with recruitment,
selection, and training of employees. It manages employee
benefits programmes and industrial relations system in industry.

11. Training and Development
Staffing
Motivation
Maintenance

12. Managerial
Function
Operative
Function
Planning
Organizing
Directing
Controlling
Procurement
Development
Compensation
Integration
Maintenances

13. Job Analysis
Recruitment
Separation
Induction
Promotion
Transfer
HR Planning
Selection
Placement

14. Performance Appraisal
Executive Development
Training
Career Planning &
Development

15. Job Evaluation
Bonus & Incentives
Wage & Salary
Administration
Payroll

16. Motivation
Grievance Redressal
Job Satisfaction
Collective Bargaining
Conflict Management
Employees’ Partiicipation
Discipline

17. Health
Social Security
Safety
Welfare Schemes
HR Records
HR Research
HR Audit

18.  Direct Financial Compensation - Pay that person receives in form of
wages, salaries, bonuses, and commissions.
 Indirect Financial Compensation (Benefits) - All financial rewards not
included in direct compensation such as paid vacations, sick leave,
holidays, and medical insurance.
 Nonfinancial Compensation - Satisfaction that person receives from
job itself or from psychological and/or physical environment in which
person works.

19.  It is concerned with protecting and promoting the physical and
mental health of employees. For this , several types of fringe
benefits such as housing, medical aid, educational facilities,
conveyance facilities etc. are provided.
 Social security measures are provided such as; PF, Pension plans,
gratuity, maternity benefits disablement allowances, group
insurance etc.

20. Strategic HRM
Creating High-Performance Work system
Managing technology