This document discusses human resource management (HRM). It defines HRM as the strategic management of people in an organization to help gain a competitive advantage. The key functions of HRM include planning, organizing, staffing, and developing employees. HRM aims to maximize both employee and organizational effectiveness from recruitment through retirement. Objectives of HRM are to help the organization achieve its goals, ensure effective use of human resources, and satisfy individual employee needs while aligning them with organizational objectives. The core processes of HRM involve human resource planning, employee remuneration and benefits, and performance management.

1. HUMAN RESOURCE
MANAGEMENT
Simaran Shaheen
Asst. Prof.
Ghanshyam Binani Academy of Management Sciences, Mirzapur

2. Introduction of HRM
Human Resource Management is the
strategic approach to the effective
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.Human Resource
Management (HRM) is the term used to

3. Meaning of HRM
• Human Resource Management (HRM) can be
defined as the set of programs, functions, and
activities designed and performed in order to
maximize both employee as well as organizational
effectiveness. It is a management function that
helps organization in recruiting, selecting, training,
developing and managing its members. HRM is
concern with the management of people in the
organization from Recruitment to Retirement.

4. Definition of HRM
•
• According to Flippo, “human resource
management is the planning , organizing ,
directing and controlling of the procurement,
development, compensation, integration,
maintenance, and separation of human resource to
the end that individual, organizational and social
objectives are accomplished.”
• According to decenzo and Robbins, “HRM is
concerned with the people dimension in
management. Since every organization is made up
of people, acquiring their services, developing their
skills, motivating them to higher level of

5. Functions of HRM
 The functions of HRM can be broadly
classified into two categories:- A.
Managerial Functions B. Operative
Functions.
 A: Some of the managerial functions of
HRM are:-
 1. Planning
 2. Organising
 3. Staffing

6. Operative functions of HRM are:-
 1. Procurement of Human Resource /
Employment
 2. Employee Compensation
 3. Development of Human Resource
 4. Developing Healthy Human Relations
 5. Integration of Conflicting Interest
 6. Safety and Health of Employees

7. Objectives of HRM

8.  Societal Objectives: To be ethically and
socially responsible to the needs and
challenges of the while minimizing the
negative impact of such demands upon the
organization. The failure of organizations to
use their resources for the society’s benefit
in ethical ways may lead to restrictions. For
example, the society may limit HR
decisions through laws that enforce
reservation in hiring and laws that address

9.  Organizational objectives: To recognize the
role of HRM in bringing about
organizational effectiveness. HRM is not an
end in itself. It is only a means to assist the
organization with its primary objectives.
Simply stated, the department exists to
serve the rest of the organization.

10.  Functional Objectives: To maintain the
department’s contribution at a level
appropriate to the organization’s needs.
Resources are wasted when HRM is either
more or less sophisticated to suit the
organization’s demand. The department’s
level of service must be tailored to fit the
organization it serves.

11.  Personal objectives: To assist an employee
in achieving their personal goals, at least
insofar as these goals enhance the
individual’s contribution to the organization.
Personal objectives of employees must be
met if workers are to be maintained,
retained and motivated. Otherwise,
employee performance and satisfaction
may decline and employees may leave the
organization.

12. Some others Objectives
of HRM
1)To help the organization reach its goals.
2)To ensure effective utilization and maximum
development of human resource.
3)To ensure respect for human beings. To identify
and satisfy the needs of individuals.
4)To ensure reconciliation of individual goals with
those of the organization.
5)To achieve and maintain high moral among
employees.
6) To provide the organization with well-trained and
well-motivated employees.

13. 7) To increase to the fullest the employee’s job
satisfaction and self- actualization.
8) To develop and maintain a quality of work life.
9) To be ethically and socially responsive to the
needs of society.
10) To develop overail personality of each
employee in its multidimensional aspect.
11) To enhance employee’s capabilities to perform
the present job.
12) To equip the employees with precision and
clarity in trans-action of business.

14. Process of HRM

15. The following are the various HR
processes:
Human resource planning
(Recruitment, Selecting, Hiring,
Training, Induction, Orientation,
Evaluation, Promotion and Layoff).
Employee remuneration and Benefits
Administration
Performance Management.
Employee Relations.