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Human Resource Management
Classes by- Meenu Singh
Concept of HRM
• The term human resource may be define as the total knowledge, talents and aptitudes of an organization’s
workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the
organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by
the talents and aptitudes of the persons employed in an organization. Several terms have been used by various
management thinkers to represent human resource. These are “personnel”, “people at work”, “staff”, and
“employees”.
• HRM is a process, which consists of four main activities, namely “acquisitions”, “development”, “motivation”, as
well as “maintenance” of human resource.
• Acc. to Institute of Personnel Management (U.K), “Personnel management is an integral but distinctive part of
management, concerned with people at work and their relationships within the enterprise, seeking to bring
together into an effective organization the men and women group and as an individual. It seeks to provide
relationships within the enterprises that are conducive both to effective work and human satisfaction.
• Acc. To Flippo, “Personnel management is the planning, organizing, compensation, integration and maintenance of
people for the purpose of contributing to organizational, individual and societal goals.
• Acc. To Breach, “personnel management is the part which is primarily concerned with human resource of
organization.
Objective of HRM
Societal Objectives
HRM is socially responsible for
the needs , demands and
challenges of the society. All
the resources must be utilized
for the benefits and in the
interest of the society.
Organizational
Objectives
It consist of recognize the role
and importance of HRM to
bring organizational
effectiveness' has to prepare
human resource planning, to
recruit, select ,place, train and
develop the human resource,
to arrange for performance
appraisal and to achieve the
org. objectives like to earn
profit, growth and expansion,
survival ,diversification etc.
Functional
Objectives
To maintain the department’s
contribution at a level
appropriate to the
organization’s needs.
Resources are wasted when
HRM is more or less
sophisticated to suit the
organization's demand. The
department’s level od services
must be tailored to fit the
organization it serves.
Personal Objectives
To assist an employee in
achieving their personal goals,
at least in so far as these goals
enhance the individual ‘s
contribution to the
organizational. Personal
objectives of employees must
be met if workers are to be
maintained, retained and
motivated. Otherwise,
employee performance and
satisfaction may be decline and
employees may leave the
organization.
The primary objective of HRM is to ensure the availability of right people for right jobs so
as the organizational goals are achieved effectively.
Functions of HRM
• Employment
• Job Analysis
• HR planning
• Recruitment
• Selection
• Induction
• Training
• Performance Appraisal
• Management Development
Human resource management

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Human resource management

  • 2. Concept of HRM • The term human resource may be define as the total knowledge, talents and aptitudes of an organization’s workforce, as well as the values, attitudes, approaches and beliefs of the individuals involved in the affairs of the organization. It is the sum total or aggregate of inherent abilities, acquired knowledge and skills represented by the talents and aptitudes of the persons employed in an organization. Several terms have been used by various management thinkers to represent human resource. These are “personnel”, “people at work”, “staff”, and “employees”. • HRM is a process, which consists of four main activities, namely “acquisitions”, “development”, “motivation”, as well as “maintenance” of human resource. • Acc. to Institute of Personnel Management (U.K), “Personnel management is an integral but distinctive part of management, concerned with people at work and their relationships within the enterprise, seeking to bring together into an effective organization the men and women group and as an individual. It seeks to provide relationships within the enterprises that are conducive both to effective work and human satisfaction. • Acc. To Flippo, “Personnel management is the planning, organizing, compensation, integration and maintenance of people for the purpose of contributing to organizational, individual and societal goals. • Acc. To Breach, “personnel management is the part which is primarily concerned with human resource of organization.
  • 3. Objective of HRM Societal Objectives HRM is socially responsible for the needs , demands and challenges of the society. All the resources must be utilized for the benefits and in the interest of the society. Organizational Objectives It consist of recognize the role and importance of HRM to bring organizational effectiveness' has to prepare human resource planning, to recruit, select ,place, train and develop the human resource, to arrange for performance appraisal and to achieve the org. objectives like to earn profit, growth and expansion, survival ,diversification etc. Functional Objectives To maintain the department’s contribution at a level appropriate to the organization’s needs. Resources are wasted when HRM is more or less sophisticated to suit the organization's demand. The department’s level od services must be tailored to fit the organization it serves. Personal Objectives To assist an employee in achieving their personal goals, at least in so far as these goals enhance the individual ‘s contribution to the organizational. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may be decline and employees may leave the organization. The primary objective of HRM is to ensure the availability of right people for right jobs so as the organizational goals are achieved effectively.
  • 4. Functions of HRM • Employment • Job Analysis • HR planning • Recruitment • Selection • Induction • Training • Performance Appraisal • Management Development