The document discusses human resource management (HRM). It defines HRM as a process of managing human resources to achieve organizational goals through acquiring, developing, utilizing, and maintaining a competent workforce. Key HRM practices include recruitment, selection, orientation, training, compensation, performance appraisal, and employee development. The document explains that HRM is important for all managers as it helps hire the right people, reduce turnover, improve performance, develop employees, control costs, and maintain morale. Finally, it discusses different organizational structures for HR departments.

1. Human Resource
Management
Unit I

2. What is Human Resource Management?
• According to G.R. Agrawal:-
"Human resource management is a process concerned with the
management of human energies and competencies for achieving
organizational goals through acquisition, development, utilization and
maintenance of a competent and committed workforce in a changing
environment."
• These practices and policies include
– Conducting job analyses
– Planning labor needs and recruiting job candidates
– Selecting job candidates
– Orienting and training new employees
– Managing wages and salaries (compensating employees)
– Providing incentives and benefits
– Appraising performance
– Communicating (interviewing, counseling, disciplining)
– Training and developing managers
– Building employee commitment

3. Defining HR and HRM
• HR: ‘The sum total of knowledge, skills, creative abilities,
talents and aptitudes of an organization's workforce, as well
as the value, attitudes and beliefs of the individuals involved”.
• HRM: A combination of people-oriented management
practices that views employees as assets, not costs; and its
main aim is to create and maintain a skillful and committed
workforce to gain competitive advantage.

4. Is HRM Important to All Managers?
• It can help you in getting results: through people
• HR for Entrepreneur
• Line Versus Staff Authority
• Line-Staff HR Cooperation

5. Why is HRM Important to All Managers?
• Hire the wrong person for the job
• Experience high turnover
• Find your people not doing their best
• Waste time with useless interviews
• Have your company taken to court because of discriminatory actions
• Have your company cited under occupational safety laws for unsafe
practices
• Have some employees think their salaries are unfair and inequitable
relative to others in the organization
• Allow a lack of training to undermine your department’s effectiveness
• Commit any unfair labor practices

6. Why is HRM Important to All Managers?
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Developing smooth working relationships
6. Interpreting the company’s policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees’ health and physical condition

7. Organising the HR Department’s Responsibilities
• Recruiters
• Job Analyst
• Compensation Managers
• Training Specialists
• IR Officers
The New HR Organisation
• Transactional HR Group
• Corporate HR
• Embedded HR group
– Relationship Managers
– HR Business Partners
• Centre for Expertise Group
– HR Consulting
– Shared Services

8. The IBM Example