This document provides an overview of human resource management. It discusses the definition of HRM as managing people in an organization to achieve goals. The key components of HRM are acquisition, development, utilization and maintenance of human resources. It also outlines the characteristics of HRM as having a human focus, being a pervasive management function, and ensuring mutual commitment between employees and employers. Finally, it discusses the objectives of HRM at the societal, organizational, functional and personal levels and the internal and external factors that make up the HRM environment.

1. HUMAN RESOURCE
MANAGEMENT
PREPARED BY:
BANDANA DHUNGANA
SUDESH BHUSAL
KIND KISHOR

2. Topics to be included
1. Introduction
2. Characteristics
3. Objectives
4. Components
5. HRM Environment

3. What is HRM ?
Human ResourceManagement is a process of bringing people and
organizations together so that the goals of each are met.
It is the process of managing people in organizations in a
structured and thorough manner .
Human resource management is a process concerned with the
management of human energies and competencies for achieving
organizational objectives through acquisition, development,
utilization, and maintenance functions.
HRM is the organizational function , which can also be performed
by Line managers , that deals with issues related to people like
recruitment , compensation , health , safety , training &
development , motivation etc.

4. Characteristics of HRM

5. Characteristics of HRM
1. Human Focus: HRM is concerned with the effective management of people
possessing energy and capabilities. It is individual oriented. It is specially
focused on the human oriented approach. The detailed investigation of
human resource in organization is made.
2. Management Function: HRM involves managerial functions such as planning,
implementing and controlling of acquisition, development, utilization and
maintenance of human resources.
3. Pervasive Function: HRM is pervasive in nature as it is present in all
enterprises. It is performed in all levels of management. The responsibility of
human resource can not be delegated to others. HRM is practically
implemented in the organization at various levels
4. Continuous Commitment: HRM is a continuous function of management. In
other words, it is not a one-time process. It will continue till the organization
exists. It is continuously monitored at every step of organization existence.

6. Characteristics of HRM
5. Dynamic: HRM is not a static concept but a dynamic function. It is also
affected by internal environment like human resource policies, goals of
the organization, structure etc. it is also affected by external
environment.
6. System: HRM is a system of input, processing and output. It utilizes the input,
process it and also provide output. Therefore, human resource
management is the combination of input, processing and output, which
is considered as a system.
7. Mutually-oriented: HRM ensures commitment of employees. It promotes
mutuality between employers and employees in terms of mutual
objectives, mutual influence, mutual respect, mutual rewards and mutual
responsibilities. It focuses on team work.

7. Objective of HRM

9. Objective Of HRM
• Societal Objectives:
HRM must see that the legal, ethical, and social environmental issues are
properly attended to. Equal opportunity and equal pay for equal work are
the legal issues not to be violated. To take care of farmers (whose land has
been acquired for the factory) and tribal’s (who are displaced by industries
and mining companies) are the ethical issues.The results are clear when
these issues are not taken care of. To help the society through generating
employment opportunity, creating schools and dispensaries, helping
women empowerment are the social responsibility issues.
• Organizational Objectives:
HRM means to achieve efficiency and effectiveness. It serves other
functional areas, so as to help them to attain efficiency in their operations
and attainment of goals to attain efficiency. Acquiring right man for the
right job at right time in right quantity, developing through right kind of
training, utilizing the selected workforce, and maintaining the workforce
are the organizational objectives of HRM. Succession planning is an
important issue to be taken up as a contemporary organizational objective.

10. Objective Of HRM
• Functional Objectives:
Functional objectives attempt to maintain the department’s contribution at
a level suitable for the organisation’s requirements. Human resources need
to be adjusted to match the organisation’s demands. The department’s level
of service should be customized to suit the business it assists.
• Personal Objectives:
In today’s world there is shortage of requisite talent. Employees are
encouraged by competitive firms to change the jobs. HRM has the
responsibility to acquire, develop, utilize, and maintain employees.This
would be possible only when the HRM helps employees to achieve their
personal goals to get their commitment. Creating work-life balance for the
employees is a personal objective.

11. Components of HRM

12. Components of HRM
Acquisition:
Acquisition ensures right number of people at right place and at the right time in
the organization. Acquisition mainly consists of recruitment (identifying
potential candidates), selection (selecting the best candidates and rejecting the
wrong one), socialization (adaptation of new employees in the organization.)
Development:
Human resource management provides favorable environment for employees so
that people working in organization can work creatively. This ultimately helps
them to develop their creative knowledge, ability and skill. To develop
personality of employees, human resource management organizes training and
development campaigns which provides an opportunity for employees to
enhance their caliber to work.

13. Components of HRM
Utilization:
Human resource management ensures the effective utilization of resources.
HRM teaches how to utilize human and non-human resources so that the goals
can be achieved.Organization aiming to utilize their resources efficiently invites
the HR department to formulate required objectives and policies
Maintenance:
Maintenance ensures retention of employees in the organization. Highly
qualified manpower should be retained (hold) in the organization. Maintenance
involves compensation management, employees’ discipline, grievances
(hopeless) handling and employees’ welfare.

14. HRM Environment
HRM environment consists of forces that affect thee performance
and outcomes of HRM.

15. HRM Environment
Internal Environment:
Forces in the internal environment provide strengths and weakness. They
are controllable by HRM.
 Organizational goals: desired outcomes which provide frame of reference
for conducting HRM.
 Policies: they provide guidelines for HRM decisions and actions.
 Structure: it is the design of jobs and relationships. It divides HRM
activities and coordinates HRM efforts.
 Reward system: it ensures attraction and retention of quality human
resources.
 Organization culture: it includes shared norms, values, beliefs, and customs
that guide organizational behavior.
 Stakeholders: they consist of employees, labour unions, customers,
competitors, government and pressure groups who have interest in the
performance of organization.

16. HRM Environment
External Environment:
Dynamic forces in the external environment provide opportunities and
pose threats. They are uncontrollable by HRM.
 Politics / laws: political situation and laws restrain or encourage HRM
activities.
 Economic forces: they consists of economic systems, policies and
conditions which affect job market and reward system of employees.
 Socio-cultural forces: related to human relationships which provide status
to jobs.
 Technology: it consists of skills, methods, systems and equipment.

17. Thank You