A. HUMAN RESOURCE MANAGEMENT Objective: The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention. UNIT-I Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM. UNIT-II Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement. UNIT-III Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs. UNIT-IV Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation. UNIT-V Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches Text Books: 1. Dr. J. Jayasankar - Human Resource Management –Margham Publications 2. Dr. C.D. Balaji – Human Resource Management – Margham Publications 3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints 4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd 5. Aswathappa K - Human Resource and Personnel Management 6. Guptha C B- Human Resource Management –Sulthan Chand &Sons. Books for Reference: 1. Memoria CB - Personnel Management 2. Subba Rao P - Human Resource Management and Industrial Relations 3. Prasad - Getting the right people - MacMillan I Ltd 4. Pattanayak - Human Resources Management - Prentice - Hall of India 5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India 6. Saiyadain Mirza - Human Resource Management – 7. Venkataratanam - Personnel Management & Human Resources – 8. Saxena - Marketing Management - Tata McGraw Hill Pub 9. A. M. Sheikh - Human Resource Development & Management. 10. Dwivedi RS - Human Relations and Organization Behavior

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17. Selection Separate, marginal task Integrated, key task
18. Pay Job evaluation (fixed grades) Performance-related
19. Conditions Separately negotiated Harmonization
21. Thrust of relations with
stewards
Regularized through facilities
and training
Marginalized (with
exception of some
bargaining for change
models)
22. Job categories and grades Many Few
23. Communication Restricted flow Increased flow
24. Job design Division of labor Teamwork
Function of Human Resource Management
Human Resource Management is a management function concerned with hiring, motivating,
and maintaining workforce in an organization. Human resource management deals with issues
related to employees such as hiring, training, development, compensation, motivation,
communication, and administration. Human resource management ensures satisfaction of
employees and maximum contribution of employees to the achievement of organizational
objectives.
According to Armstrong (1997), Human Resource Management can be defined as “a strategic
approach to acquiring, developing, managing, motivating and gaining the commitment of the
organisation’s key resource – the people who work in and for it.”
Human Resource Management functions can be classified in following three categories.
 Managerial Functions,
 Operative Functions, and
 Advisory Functions

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1. Planning:
Defined in its simplest terms, planning is the determination of anything in advance of the
action. It involves scanning of the external and internal environment, setting up of goals and
objectives, preparing an action plan to achieve these objectives/goals, laying down policies and
procedures, formulating standards of evaluation and allocating resources.
It requires anticipation, forecasting, predictions and so on. Thus, planning is a deliberate and
conscious effort to utilise the resources to achieve the given ends. Planning is a link between
the present and the future and is a continuous and never-ending process.
The goals set up under planning may be – (a) short term and (b) long term. Besides, these
objectives may be – (a) financial, (b) non-financial and (c) mixed. Above all, planning should
be flexible so that necessary adjustments could be made as and when needed.
Thus, planning provides the basis for effective and most economical action in the future. It
leads to integrated action and reduces considerably the probability of unanticipated crisis. It
also leads to the use of effective and efficient methods and helps in accomplishing the desired
goals of the enterprise through better control and coordination.
So far as an HR manager is concerned, he/she is required to determine in advance an HR
programme that will contribute towards the achievement of goals specified for the
organisa-tion. Thus, it involves planning of manpower requirements and related issues.
Obviously, it is necessary that the HR manager should be an expert in the field of HRP.

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2. Organising:
After plans have been developed and the course of
action determined, organising is next in order. The
process of organising is essential for accomplishing
the objectives of the enterprise. Organising
involves the establishment of an organisation
structure through determination and grouping the
activities, the assignment of activities to the
specified individuals and departments, defining
their role, establishing relationships, the delegation
of authority to carry out the responsibilities and
provision of coordination of men and work.
So far as an HR manager is concerned, in order to execute the HR plans and programmes, he/
she also has to form an organisation. He/she is required to design the structure of the
relationships among – (a) various jobs, (b) various personnel, (c) jobs and men (d) men and
machinery, (e) a specialised unit and the rest of organisation (f) and other physical factors.
In case the relationships among these are well defined, it will leave practically no scope for any
sort of confusion and thus lead to smooth sailing of the organisation towards the specified
goals.
The HR manager is expected to procure the resources necessary to carry out the HR
programme, design an appropriate system to carry out such a programme and also establish
lines of authority and communication between the various people working with or receiving
benefits from the HR programmes. However, the development of sound organisation requires
certain principles.
3. Staffing:
Staffing is a process of manning the organisation and keeping it manned. Needless to mention
that the future of any enterprise is governed by the quality of the hired personnel. In case the
enterprise has failed to get right man for the right job, the accomplishment of the objectives of
the enterprise will be quite difficult.
So far as an HR manager is concerned, he/ she is required to recruit, select, train, place,
compensate, promote and retire the personnel of the organisation at the appropriate time in a
manner most conducive for accomplishing the objectives of the enterprise. The HR department
itself is all about staffing.
4. Directing:
Having a plan and an organisation to execute it, the next step is getting the job done. As the
process of management is concerned with getting work done through and with people, they
require proper motivation. The management is required to lead, guide, motivate, supervise,
communicate and inspire them towards improved performance.