The field of Human Resource Management (HRM) is rapidly changing. Staying up to date with the latest information is more important than ever. In this article, we will list 7 must-read HRM books that will help you do your job better – whether you’re an experienced HR professional or just getting started in the HR field.
This document discusses the concept and scope of human resource management. It states that HR refers to the knowledge, skills, and abilities of an organization's members, and that HR is the most valuable asset of an organization. It also notes that while HR functions are managed by the HR department, all managers are responsible for managing human resources. The document then discusses the objectives of HRM, which include acting as a link between management and employees, maintaining an adequate workforce, and upholding ethics. Finally, it outlines the broad scope of HRM, noting that it encompasses personnel management, employee welfare, and industrial relations.
The document discusses key concepts in human resource management including definitions, objectives, scope, functions, and the basic roles of an HR manager. It defines HRM as the planning, organizing, and controlling of procuring, developing, compensating, and maintaining human resources to accomplish organizational goals. The objectives of HRM are to help the organization reach its goals, employ workforce skills efficiently, provide well-trained employees, increase job satisfaction, and ensure social responsibility. The scope of HRM is vast, covering an employee's entire working life from hiring to departure. Core HR manager roles include planning staffing needs, recruiting and selecting employees, training and developing staff, determining compensation, and ensuring employee retention.
This document discusses human resource management and related concepts. It begins by defining human resource management according to various experts and outlines its key objectives such as helping the organization achieve its goals and increasing employee satisfaction. It describes the scope of HRM as encompassing all aspects of an employee's time with an organization. The core functions of an HR manager are identified as planning staffing needs, recruiting and selecting employees, training and developing staff, administering compensation and rewards, and managing employee relations. Different methods of recruitment like direct contact, advertisements, and third-party agencies are also summarized.
This document provides an introduction to human resource management. It discusses that HRM involves managing relationships in the workplace. Effective HRM depends on an organization's people, purpose, and structure. HRM is important because most organizational problems are human or social rather than technical. HRM aims to effectively utilize people to achieve organizational and individual goals through policies like recruiting, training, and rewarding employees. The main functions of HRM are planning, selecting, training, and developing staff. Strategic HRM aligns these functions with business strategy to achieve organizational objectives. Global HRM faces the challenge of appealing locally while maintaining an international feel.
Human resource management (HRM) involves coordinating and managing employees to help an organization achieve its goals. HRM includes activities like recruitment, training, performance evaluation, and compensation. The objectives of HRM are to help the organization reach its goals, efficiently use employees' skills, provide well-trained staff, develop a good quality of work life, communicate policies to employees, and maintain ethical and socially responsible practices. An important outcome of effective HRM is attracting qualified employees, high performance, good attendance and retention of staff, satisfied workers, compliance with legal requirements, low counterproductivity, and cost containment.
The document discusses the key concepts of human resource management (HRM) and personnel management (PM). It defines HRM as the effective use of human resources to achieve organizational goals and enhance performance. The history and evolution of HRM is outlined, moving from craft systems to scientific management to a human relations approach. The functions of HRM include recruitment, training, compensation and benefits administration, employee relations, and more. HRM is presented as strategic and goal-oriented while PM is more operational and problem-solving focused. The objectives of HRM policies, procedures and programs are to achieve organizational and individual goals through the effective management of human resources.
The field of Human Resource Management (HRM) is rapidly changing. Staying up to date with the latest information is more important than ever. In this article, we will list 7 must-read HRM books that will help you do your job better – whether you’re an experienced HR professional or just getting started in the HR field.
This document discusses the concept and scope of human resource management. It states that HR refers to the knowledge, skills, and abilities of an organization's members, and that HR is the most valuable asset of an organization. It also notes that while HR functions are managed by the HR department, all managers are responsible for managing human resources. The document then discusses the objectives of HRM, which include acting as a link between management and employees, maintaining an adequate workforce, and upholding ethics. Finally, it outlines the broad scope of HRM, noting that it encompasses personnel management, employee welfare, and industrial relations.
The document discusses key concepts in human resource management including definitions, objectives, scope, functions, and the basic roles of an HR manager. It defines HRM as the planning, organizing, and controlling of procuring, developing, compensating, and maintaining human resources to accomplish organizational goals. The objectives of HRM are to help the organization reach its goals, employ workforce skills efficiently, provide well-trained employees, increase job satisfaction, and ensure social responsibility. The scope of HRM is vast, covering an employee's entire working life from hiring to departure. Core HR manager roles include planning staffing needs, recruiting and selecting employees, training and developing staff, determining compensation, and ensuring employee retention.
This document discusses human resource management and related concepts. It begins by defining human resource management according to various experts and outlines its key objectives such as helping the organization achieve its goals and increasing employee satisfaction. It describes the scope of HRM as encompassing all aspects of an employee's time with an organization. The core functions of an HR manager are identified as planning staffing needs, recruiting and selecting employees, training and developing staff, administering compensation and rewards, and managing employee relations. Different methods of recruitment like direct contact, advertisements, and third-party agencies are also summarized.
This document provides an introduction to human resource management. It discusses that HRM involves managing relationships in the workplace. Effective HRM depends on an organization's people, purpose, and structure. HRM is important because most organizational problems are human or social rather than technical. HRM aims to effectively utilize people to achieve organizational and individual goals through policies like recruiting, training, and rewarding employees. The main functions of HRM are planning, selecting, training, and developing staff. Strategic HRM aligns these functions with business strategy to achieve organizational objectives. Global HRM faces the challenge of appealing locally while maintaining an international feel.
Human resource management (HRM) involves coordinating and managing employees to help an organization achieve its goals. HRM includes activities like recruitment, training, performance evaluation, and compensation. The objectives of HRM are to help the organization reach its goals, efficiently use employees' skills, provide well-trained staff, develop a good quality of work life, communicate policies to employees, and maintain ethical and socially responsible practices. An important outcome of effective HRM is attracting qualified employees, high performance, good attendance and retention of staff, satisfied workers, compliance with legal requirements, low counterproductivity, and cost containment.
The document discusses the key concepts of human resource management (HRM) and personnel management (PM). It defines HRM as the effective use of human resources to achieve organizational goals and enhance performance. The history and evolution of HRM is outlined, moving from craft systems to scientific management to a human relations approach. The functions of HRM include recruitment, training, compensation and benefits administration, employee relations, and more. HRM is presented as strategic and goal-oriented while PM is more operational and problem-solving focused. The objectives of HRM policies, procedures and programs are to achieve organizational and individual goals through the effective management of human resources.
Human resource management presentationsSagarGupta372
A PowerPoint presentation on Human Resource Management topic.
The topic is highly descriptive on an average level for class presentations.
Download this file and open it in MS-PowerPoint.
Human Recourse Management B Com Hons Class I III Sem HRM.pptxTHECRACKER3
An effective job title wiil typically include a general term, the level of experience and any special requirements. The general term will optimize your job title to show up in a general search for jobs of the same nature. The level of experience will help you attract the most qualified applicants by outlining the amount of responsibility and prior knowledge required. And if your position is specialized, consider including the specialization in the job title as well. But avoid using internal titles, abbreviations or acronyms to make sure people understand what your job posting is before clicking.
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Ronit Kharade
This document provides an introduction to human resource management. It defines human resources as the knowledge, education, skills, training and proficiency of organizational members. While physical resources were once viewed as more important, employers now recognize intellectual capital as critical to business success. The document defines human resources management as taking care of employee work life from hiring to leaving while ensuring cooperation in achieving organizational goals. The objectives and scope of human resource management are also outlined.
Human resource refers to the individuals or personnel within an organization responsible for performing tasks to achieve organizational goals. This is done through recruitment and selection, orientation and training, performance appraisal, compensation and benefits, labor relations, and employee health and safety.
George Elton Mayo is considered the father of human resource management.
Human resource management is the process of recruiting, selecting, training, developing, and retaining employees to help achieve organizational goals. It deals with managing the functions of planning, organizing, directing, and controlling the human resources of an organization.
In this presentation, I have briefly explained the followings:
₋ What is PM/HRM?
₋ What are the objectives of PM/HRM?
₋ What is unique about HRM?
₋ HRM stakeholders;
₋ Distinction between PM & HRM;
₋ Evolution of HRM in Bangladesh;
₋ Who completes HR tasks?
₋ HRM Model;
₋ Key activities of human resources;
₋ Responsibility for HRM;
₋ Line vs. Staff authority;
₋ Prospects of HR manager; and
₋ Outstanding personal qualities.
This document provides an introduction to human resource management (HRM) in the context of insurance companies in India. It begins with definitions of management and discusses how HRM differs from traditional personnel management by viewing employees as valuable assets rather than costs. The document then outlines key concepts in HRM like human resources, discusses its functions which include planning, recruitment, training, performance reviews, compensation, and more. It describes the research methodology used and limitations of the study. In under 3 sentences, this document introduces human resource management in insurance companies in India and provides an overview of its key concepts and functions based on the literature.
Human Resource Management_MSB.pptx- Dr.M.S. Balaji, Associate Professor & Hea...BBAsourashtracollege
This Presentation helps to:
To Understand the fundamental Concepts and functions of Human Resource Management.
To Explain about Job Analysis and Full Life Cycle of Recruitment Process.
To Demonstrate on Training and Development, Types and Methods.
To understand about Wage and Salary Management and methods involved in it.
To impart knowledge on Performance appraisal and its
methods.
The document traces the evolution of human resource management (HRM) from a personnel management focus on hiring and firing to a more strategic approach. It discusses how HRM has expanded to include additional functions like training, compensation, and organizational design. The key difference between personnel management and HRM is that HRM views employees as important assets and tries to develop the whole organization, not just improve efficiency. The document also outlines models of HRM, including its core functions and challenges in an increasingly globalized business environment.
UNIT - I: INTRODUCTION TO HRM: Concept- Nature & Scope of HRM- Role & Importance
of HRM- Growth in India; RECRUITMENT AND PLACEMENT: Basics of Job Analysis –
Methods for Collecting Job Analysis Information – Job Description – Job Specification – Job
Enlargement, Job Enrichment, Job Rotation; Human Resource Planning – Recruitment –
Sources and Techniques of Recruitment –Employee Selection – Placement - Induction.
Human Resource Management discusses key concepts related to human resource management including definitions of HRM, objectives of HRM, nature of HRM, training and development objectives and approaches, career management, motivation theories, and performance appraisal. Specifically, it defines HRM as planning, organizing, directing, controlling human resources to achieve individual, organizational and social objectives. It discusses the objectives of HRM at the societal, organizational, functional and individual levels. It also covers major motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. Finally, it provides an overview of performance appraisal, including its benefits, applications and timing.
A Short Review on Human Resource Management System for further development of any organization. Development of any system is necessary
but before that, we need to identify the obstacle of that system. In this situation, HRM helps us a lot. Therefore at first, we need to know HRM first.
Human Resource Management and Its Importanceprachimba
Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
Meaning of HR and HRM, Nature & Scope of HRM, Functions of HRM, Role and Objectives of HRM, Personnel Management, Policies and Strategies and Recent Trends of HRM.
This document discusses human resource management (HRM). It defines HRM as the process of procuring, developing and maintaining competent human resources in an organization to help the organization achieve its goals effectively and efficiently. The document outlines the key objectives, scope and functions of HRM. The functions include managerial functions like planning, organizing, staffing, directing and controlling. It also discusses operative functions related to procuring the right employees, developing their skills, providing compensation and benefits, and maintaining employee well-being and satisfaction. Motivation is discussed as an important factor in HRM. Maslow's hierarchy of needs and Herzberg's two-factor theory are mentioned as content theories of human motivation relevant to HRM.
The document discusses human resource management (HRM). It defines HRM as the process of managing people in an organization, including acquiring, developing, utilizing, and maintaining personnel. The key components of HRM include human resource planning, recruitment and selection, performance management, training and development, employee relations, and management information systems. Challenges to HRM include globalization, technological advances, cultural differences, changing workforce needs and expectations, and lifestyle changes.
The document discusses the history and objectives of human resource management (HRM). It notes that HRM emerged as a field in response to the information revolution, where humans became the greatest resource rather than machines. The key objectives of HRM are to help organizations achieve their goals by ensuring the effective and maximum development of human resources while respecting human dignity. HRM involves activities such as recruitment, training, performance appraisal, compensation, and maintaining employee welfare and industrial relations. The importance of HRM is discussed at the organizational, professional, and social levels.
Human resource management (HRM) involves planning, organizing, directing, and controlling how human resources are utilized within an organization to achieve individual, organizational, and social goals. It views employees as valuable assets rather than costs. HRM is a comprehensive, continuous, and strategic function that is people-oriented, development-focused, and aims to ensure high employee engagement and performance. Its objectives include arranging adequate staffing, offering training, maintaining ethical conduct and high morale, and acting as a liaison between management and employees. HRM encompasses personnel, welfare, industrial relations and contributes to organizational success.
This document provides an overview of human resource management (HRM). It begins by outlining the key learning objectives which are to introduce HRM concepts, review management theories and compare HRM to personnel management. It then discusses how HRM deals with selecting, training, developing and reviewing employees. The document contrasts HRM with the historical approach of personnel management and emphasizes that HRM views employees as assets rather than costs. It concludes by noting how HRM aims to balance organizational and individual needs through flexibility, work-life balance policies and participation in decision making.
This document provides an overview of personnel/human resource management. It discusses what PM/HRM is, its objectives, what makes HRM unique, key stakeholders, the distinction between PM and HRM, HRM activities in Bangladesh, who completes HR tasks, the HRM model, key HR activities, responsibility for HRM, the line vs staff authority distinction, and the prospects and qualities of an HR manager. The objectives of PM/HRM are to utilize human resources optimally, create conditions for employee contribution, develop mutual trust between management and workers, increase productivity through training, and raise employee morale. HRM is unique in that it draws from multiple disciplines and is a responsibility of all managers.
This document discusses human resource management. It defines HRM and its objectives, which include optimizing human resource utilization, creating conditions for employee contribution, and increasing worker efficiency through training. HRM stakeholders include society, organizations, and employees. Key HRM activities involve planning, recruitment, performance management, training, and compensation. The responsibilities of HRM lie with both managers and HRM departments. Qualities of successful HRM professionals include intelligence, impartiality, strong communication skills, understanding of people, executive ability, and salesmanship.
Human resource management presentationsSagarGupta372
A PowerPoint presentation on Human Resource Management topic.
The topic is highly descriptive on an average level for class presentations.
Download this file and open it in MS-PowerPoint.
Human Recourse Management B Com Hons Class I III Sem HRM.pptxTHECRACKER3
An effective job title wiil typically include a general term, the level of experience and any special requirements. The general term will optimize your job title to show up in a general search for jobs of the same nature. The level of experience will help you attract the most qualified applicants by outlining the amount of responsibility and prior knowledge required. And if your position is specialized, consider including the specialization in the job title as well. But avoid using internal titles, abbreviations or acronyms to make sure people understand what your job posting is before clicking.
INTRODUCTION TO HUMAN RESOURCE MANAGEMENT Ronit Kharade
This document provides an introduction to human resource management. It defines human resources as the knowledge, education, skills, training and proficiency of organizational members. While physical resources were once viewed as more important, employers now recognize intellectual capital as critical to business success. The document defines human resources management as taking care of employee work life from hiring to leaving while ensuring cooperation in achieving organizational goals. The objectives and scope of human resource management are also outlined.
Human resource refers to the individuals or personnel within an organization responsible for performing tasks to achieve organizational goals. This is done through recruitment and selection, orientation and training, performance appraisal, compensation and benefits, labor relations, and employee health and safety.
George Elton Mayo is considered the father of human resource management.
Human resource management is the process of recruiting, selecting, training, developing, and retaining employees to help achieve organizational goals. It deals with managing the functions of planning, organizing, directing, and controlling the human resources of an organization.
In this presentation, I have briefly explained the followings:
₋ What is PM/HRM?
₋ What are the objectives of PM/HRM?
₋ What is unique about HRM?
₋ HRM stakeholders;
₋ Distinction between PM & HRM;
₋ Evolution of HRM in Bangladesh;
₋ Who completes HR tasks?
₋ HRM Model;
₋ Key activities of human resources;
₋ Responsibility for HRM;
₋ Line vs. Staff authority;
₋ Prospects of HR manager; and
₋ Outstanding personal qualities.
This document provides an introduction to human resource management (HRM) in the context of insurance companies in India. It begins with definitions of management and discusses how HRM differs from traditional personnel management by viewing employees as valuable assets rather than costs. The document then outlines key concepts in HRM like human resources, discusses its functions which include planning, recruitment, training, performance reviews, compensation, and more. It describes the research methodology used and limitations of the study. In under 3 sentences, this document introduces human resource management in insurance companies in India and provides an overview of its key concepts and functions based on the literature.
Human Resource Management_MSB.pptx- Dr.M.S. Balaji, Associate Professor & Hea...BBAsourashtracollege
This Presentation helps to:
To Understand the fundamental Concepts and functions of Human Resource Management.
To Explain about Job Analysis and Full Life Cycle of Recruitment Process.
To Demonstrate on Training and Development, Types and Methods.
To understand about Wage and Salary Management and methods involved in it.
To impart knowledge on Performance appraisal and its
methods.
The document traces the evolution of human resource management (HRM) from a personnel management focus on hiring and firing to a more strategic approach. It discusses how HRM has expanded to include additional functions like training, compensation, and organizational design. The key difference between personnel management and HRM is that HRM views employees as important assets and tries to develop the whole organization, not just improve efficiency. The document also outlines models of HRM, including its core functions and challenges in an increasingly globalized business environment.
UNIT - I: INTRODUCTION TO HRM: Concept- Nature & Scope of HRM- Role & Importance
of HRM- Growth in India; RECRUITMENT AND PLACEMENT: Basics of Job Analysis –
Methods for Collecting Job Analysis Information – Job Description – Job Specification – Job
Enlargement, Job Enrichment, Job Rotation; Human Resource Planning – Recruitment –
Sources and Techniques of Recruitment –Employee Selection – Placement - Induction.
Human Resource Management discusses key concepts related to human resource management including definitions of HRM, objectives of HRM, nature of HRM, training and development objectives and approaches, career management, motivation theories, and performance appraisal. Specifically, it defines HRM as planning, organizing, directing, controlling human resources to achieve individual, organizational and social objectives. It discusses the objectives of HRM at the societal, organizational, functional and individual levels. It also covers major motivation theories like Maslow's hierarchy of needs, Herzberg's two-factor theory, and expectancy theory. Finally, it provides an overview of performance appraisal, including its benefits, applications and timing.
A Short Review on Human Resource Management System for further development of any organization. Development of any system is necessary
but before that, we need to identify the obstacle of that system. In this situation, HRM helps us a lot. Therefore at first, we need to know HRM first.
Human Resource Management and Its Importanceprachimba
Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
Meaning of HR and HRM, Nature & Scope of HRM, Functions of HRM, Role and Objectives of HRM, Personnel Management, Policies and Strategies and Recent Trends of HRM.
This document discusses human resource management (HRM). It defines HRM as the process of procuring, developing and maintaining competent human resources in an organization to help the organization achieve its goals effectively and efficiently. The document outlines the key objectives, scope and functions of HRM. The functions include managerial functions like planning, organizing, staffing, directing and controlling. It also discusses operative functions related to procuring the right employees, developing their skills, providing compensation and benefits, and maintaining employee well-being and satisfaction. Motivation is discussed as an important factor in HRM. Maslow's hierarchy of needs and Herzberg's two-factor theory are mentioned as content theories of human motivation relevant to HRM.
The document discusses human resource management (HRM). It defines HRM as the process of managing people in an organization, including acquiring, developing, utilizing, and maintaining personnel. The key components of HRM include human resource planning, recruitment and selection, performance management, training and development, employee relations, and management information systems. Challenges to HRM include globalization, technological advances, cultural differences, changing workforce needs and expectations, and lifestyle changes.
The document discusses the history and objectives of human resource management (HRM). It notes that HRM emerged as a field in response to the information revolution, where humans became the greatest resource rather than machines. The key objectives of HRM are to help organizations achieve their goals by ensuring the effective and maximum development of human resources while respecting human dignity. HRM involves activities such as recruitment, training, performance appraisal, compensation, and maintaining employee welfare and industrial relations. The importance of HRM is discussed at the organizational, professional, and social levels.
Human resource management (HRM) involves planning, organizing, directing, and controlling how human resources are utilized within an organization to achieve individual, organizational, and social goals. It views employees as valuable assets rather than costs. HRM is a comprehensive, continuous, and strategic function that is people-oriented, development-focused, and aims to ensure high employee engagement and performance. Its objectives include arranging adequate staffing, offering training, maintaining ethical conduct and high morale, and acting as a liaison between management and employees. HRM encompasses personnel, welfare, industrial relations and contributes to organizational success.
This document provides an overview of human resource management (HRM). It begins by outlining the key learning objectives which are to introduce HRM concepts, review management theories and compare HRM to personnel management. It then discusses how HRM deals with selecting, training, developing and reviewing employees. The document contrasts HRM with the historical approach of personnel management and emphasizes that HRM views employees as assets rather than costs. It concludes by noting how HRM aims to balance organizational and individual needs through flexibility, work-life balance policies and participation in decision making.
This document provides an overview of personnel/human resource management. It discusses what PM/HRM is, its objectives, what makes HRM unique, key stakeholders, the distinction between PM and HRM, HRM activities in Bangladesh, who completes HR tasks, the HRM model, key HR activities, responsibility for HRM, the line vs staff authority distinction, and the prospects and qualities of an HR manager. The objectives of PM/HRM are to utilize human resources optimally, create conditions for employee contribution, develop mutual trust between management and workers, increase productivity through training, and raise employee morale. HRM is unique in that it draws from multiple disciplines and is a responsibility of all managers.
This document discusses human resource management. It defines HRM and its objectives, which include optimizing human resource utilization, creating conditions for employee contribution, and increasing worker efficiency through training. HRM stakeholders include society, organizations, and employees. Key HRM activities involve planning, recruitment, performance management, training, and compensation. The responsibilities of HRM lie with both managers and HRM departments. Qualities of successful HRM professionals include intelligence, impartiality, strong communication skills, understanding of people, executive ability, and salesmanship.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
1. H U M A N
R E S O U R C E
M A N A G E M E N T
K H U S H B U M A K A D I A
2. I N T R O D U C T I O N
Every organization is essentially a combination of physical and human resources.
Physical resources refer to materials, money and machines pre-arranged by the organization for production
or trade.
Human resources, on the other hand, refer to the knowledge, education, skills, training and proficiency of the
members of the organization.
The growing importance of HR in Indian organizations is best reflected in their mission statements.
3. M E A N I N G
Organizations are managed by people and through people. Without people, organizations can never exist.
Human resources are “a whole consisting of inter-related, inter-dependent and interacting physiological,
psychological, sociological and ethical components.”
From the national point of view, human resources are knowledge, skills and attitude obtained in the
population; while for individual enterprises, they represent the total of the abilities, knowledge and skills of
its employees.
At the end, we says, hr as the collection of people and their characteristics at work.
4. F E AT U R E S O F H R S
Human resources are the only assets that appreciate over a period while physical resources just depreciate
with years.
Human resources alone can produce an output larger than the input. This is possible due to the creative skills
of humans. Creative thinking is the process of predicting, envisioning and then inventing an idea, concept or
insight along innovative and alternative lines. People in the organization are the only basis for such creativity
and there is no obvious limit to their imagination.
5. The effective utilization of human resources is a complex task. It requires greater foresight and strategic
consideration on the part of the management.
Many enterprises are too large to permit close contact between the top management and the employees. This is
where HR managers act as a crucial link between the management and the employees.
The basic task of HRM is the selection of the right person for the right job at the right time to carry out the
activities of an organization in the most efficient way.
6. D E F I N I T I O N O F H R M
• Personnel management or say human resource management, is the planning, organizing, directing and
controlling of the procurement, development, compensation, integration, maintenance and separation of
human resources to the end that individual, organizational and social objectives are accomplished.
• Human resource management is a series of integrated decisions that form the employment relationship; their
quality contributes to the ability of the organizations and the employees to achieve their objectives.
7. O B J E C T I V E S O F H R M
• The primary objective of HRM is to take care of the work life of the employees from the time they join the
organization to the time they leave it, while ensuring their best possible cooperation in achieving the
organizational goals and objectives.
• This broad objective of HRM can be classified into the following specific ones:
To act as a liaison between the top management and the employees.
To arrange and maintain adequate manpower inventory, which, in turn, ensures the smooth working of
the organization.
To offer training as a way of developing skills, enhancing productivity and, most importantly, increasing
individual and organizational performance to achieve the desired Results.
To help keep up ethical values and behavior amongst employees both within and outside the
organization.
8. S C O P E O F H R M
• The scope of HRM is extensive and exhaustive. An understanding of HRM is important to anyone who is
employed in an organization.
• Hr managers since they get involved in HR activities like choosing, training, inducting, compensating and
motivating the employees along with industrial relations activities.
• The institute of personnel management (IPM) has mentioned the scope of HRM as follows:
Personnel or labour aspect
Welfare aspect
Industrial relations aspect
9. F U N C T I O N S O F H R M
• HRM functions are carried out by the HR managers to fulfil the goals and objectives of the organization.
• They perform two sets of functions, namely managerial functions and operative functions.
• The managerial functions are the basic functions performed by the HR managers in their capacity as
managers or heads of their own departments.
• The operative functions, on the other hand, are specialized activities performed exclusively by the HR
managers, usually for all the departments.