The document discusses key topics in human resource management including the definition of HRM, its objectives and functions. It states that HRM is concerned with facilitating employee competencies, retention and developing practices that foster teamwork. It also discusses the differences between HRM and traditional personnel management, listing HRM's focus on employee development and motivation. The functions of HRM include staffing, development, compensation and integration.

1. Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.comHuman Resource Management

2. Unit I The human factor at workChallenges faced by organizationsGlobal competitiveness – implications on HRWork force diversityEthical issuesAdvances in technology and communicationSensitive approach to environmentShift in employees need for meaningful work Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com

3. What is HRM?Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.comHRM is concerned with the people’s dimension in the organization

4. Facilitating the competencies and retention of skilled force

5. Developing management systems that promote commitment

6. Developing practices that foster team work

7. Making employees feel valued and rewarded.Concept of human resource A sum of Total knowledge, skills, creative abilities, talents and aptitudes, values, attitudes, approaches and beliefs of an organization’s workforce.Elements of Human Capital:-Intellectual Capital:- specialized knowledge, skills and expertise, learning capacitySocial capital:- network of relationships, trust worthinessEmotional capital:- self confidence, ambition and courage, risk taking ability, resiliencePooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com

8. DefinitionHRM refers to acquisition, retention, motivation and maintenance of Human Resources in an organization.HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com

9. Scope of HRMVery Vast

10. Covers all major activities in the working life of a worker-from time an individual enters into an organization until he or she leavescomes under the purview of HRMPooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.comProspects of HRMEmployee HiringIndustrial RelationsHRMEmployee MaintenanceEmployee & Executive RemunerationEmployee Motivation

11. Personnel management:- traditional approach, concerned with the human resources of the organizationConcerned with getting better results with the collaboration of people.Personnel management is the planning, organizing, directing, and controlling of the procurement, development, compensation, integration, and maintenance and separation of human resources to the end that individual and societal objectives are accomplished.Pooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com

12. HRMIs the process of acquiring, training, appraising and compensating employees and attending to their labor relations, health, safety and fairness concerns.

13. In 1970 changes took in many countries which led to the emergence of HRM, these were

14. Technological changes

15. Declining importance of trade unionism

16. Shift from industrial employment to service sector employment

17. Growing competition, globalization of economies

18. Old wine in a new bottlePooja Devija, Assist. Prof. PIMT,source : Udaipurstudents.com

19. Difference between HRM and personnel Management personnel management HRMFocus:- on organizations interest like profit maximizations

20. Philosophy:- managing personnel

21. Pervasiveness:- concern of only personnel manager

22. Motivation:- concerned with selection, recruitment, and appraisal

23. Team work:- orderly way of administration of personnel policies

24. Techniques:-pressure tactics, cohesive measures, threats of pressure