This document discusses human resource management (HRM). It defines HRM as a management function concerned with hiring, motivating, and maintaining employees in an organization. The key functions of HRM include procuring employees, developing employees, compensating employees, integrating employee and organizational interests, motivating employees, and providing employee welfare. The objectives of HRM are to achieve individual development, effectively utilize human resources, establish good work relations, ensure employee satisfaction, help the organization achieve its goals, and maintain a competent and willing workforce.

1. HUMAN RESOURCE
MANAGEMENT

2. Introduction
• HRM is a management function concerned with
hiring, motivating & maintaining people in an
organization. It focuses on people in
organization.
• In other words, HRM is concerned with getting
better results with the collaboration of people. It
is an integral but distinctive part of management,
concerned with people at work and their
relationships within the enterprise.

3. Features:
 Managing people.
 People oriented process.
 Develops employee’s potentialities.
 Integral part of organizations.
 Continuous activity.
 Securing employee co-operation.
 Future oriented.
 Challenging activity.

6. Functions:
 Procurement of manpower.
 Development of manpower.
 Performance and compensation
payment to manpower employed.
 Integration of interests of man power &
organization.
 Motivation & maintenance of man
power.
 Provision of welfare facilities.
 Maintaining cordial industrial relations.

8. Objectives:
 To attain maximum individual development
 To mold effectively the human resources
 To establish desirable working relations
 To ensure satisfactions to the workers
 To help organizations to achieve its goals
 Ensure competent & willing work force.
 Improve service rendered by the enterprise
to the society.
 Maintain high morale & good human

9. DEFINITION OF PERSONNEL;
MANAGEMENT ??
 It can be defined as obtaining, using
and maintaining a satisfied work-force.
 It is significant part of management
concerned with employees at work
and with their relationship within the
organization.

10. EVOLUTION OF HRM !!!
 Evolution of HRM started in 19th
century.
 HRM emerged from personnel mgmt
and personnel mgmt emerged from
manpower-planning.
 Human resource gained attention as
the work-force considered to be an
important resource to gain competitive
advantage of organizations and also
the resources of the organization.

11.  As HRM evolved it considered
employees as the assets of the
organization.
 The consideration of changes taking
place in managing human resource
led to the formation of STRATEGIC
HUMAN RESOURCE PLANNING .
 It is crucial for achieving a
corporation’s long-term goal.

12.  “There is no magic in the
success of the companies
,The secret of their success
is simply the way that they
treat their employees.
‘AKIO MORITA’
FOUNDER, “SONY”

13. CHALLENGES FACED BY HR
MANAGERS

14. Challenges faced by HR
Managers
 Managing the Vision
 Internal Environment
 Changing Industrial Relations
 Building Organizational Capability
 Job Design and Organizational
Structure

15. Cont..
 Managing Large Workforce
 Psycho Social Environment
 Employee Satisfaction
 Modern technology
 Computerized Information System
 Legal Environment
 Managing Human Relations

16. CONCLUSION
In spite of all the problems HR
Managers are able to overcome all
these problems with the support of
management and employees. In the
current business world managing
employees are becoming complex
task and this can be handled
effectively only by our great HR
Leaders.

17. Workforce Management

18. Workforce Management
Defination:-
encompasses all the
activities needed to maintain a
productive workforce, under the
umbrella of human resource
management, WFM is sometimes
referred to as HRMS systems, or even
part of ERP systems.

19. Characteristic
 Composition of workforce
 Women at work
 Changes in employees value
 Level of Education
 Dual career couples
 Size of workforce
 Employee expectation
 Life –style changes

20. Personnel Philosophy
 It revolves around beliefs and
assumption about people.
 These determines how people should
be treated.
 Its abt knowing their nature, needs,
value and their approach towards
work.

21. Function
 Style of mangement.
 Creates and redefines operational
goals.
Approaches for treating people:-
1. Commodity approach.
2. machine approach.
3. humanistic approach.

22. Based on following beliefs.
 Consider them as an ASSET.
 Can be developed
 Committed to work if develop
belongingness
 Care aout their needs.
 Contribute to maximum if they get
opportunity.
 Create healthy and motivating work
climate

23. Personnel manual
•A document which contains the details of
personnel policy of an organization .
•Copies of personnel manual must be
distributed to managerial employees by top
management.
•Manual is mainly used for decision-making.

24. Purpose
 Systematic approach
 Providing a fundamental
communication tool
 Avoiding difficulties due to
misunderstandings
 Providing fair opportunities.
 Written policies.
 Enables managers to maintain cordial
relations.

25. Benefits
 Gives clear explanation
 Useful in supervisory training
 Document of company ‘s faith
 Act as a ready made guide
 Training manual for staff
 Avoids indecision
 Avoids unfair employment practices
 Acts as communicating devices

26. Case
Study.

27. PEOPLE MANAGEMENT
• All about Managing People i.e. H.R of company.
• Low employee turn over at Infosys.
• Rigorous selection process and Proactive HRD practice.
INFOSYS’S HRM STRATEGY
 Get the big picture
 Develop a Mission Statement or Statement of Intent
 Conduct a SWOT analysis of the organization
 Conduct a detailed human resources analysis
 Determine critical people issues
 Develop consequences and solutions
 Implementation and evaluation of the action plans

28. Recruitment Training
HR Policy
Reward and Performance
Recognition Management

29. FACILITIES FOR EMPLOYEES
• Employee training
• Recreation facilities.
• Events.
• Insurance and security facilities.
• Transport facilities.
• Maternal leaves.
• Creche facilities.
• ESOP.
• Reward system.

30. Strategic Reward Systems
Skill-based pay
Training Culture
Overtime
pay rules in
contract Merit pay reinforces
performance culture
Rewards
Labor
Relations
Performance
Management
Employment
Sign-on Bonus
Merit Pay
MBAO 6030 Human Resource Management

31. TYPES OF BENEFITS
• MONETARY • NON –
 Increments MONETARY
 Promotions
 Compensation
 Housing Facilities
 Overtime
 Conveyance
 Performance - Facilities
pay
 Fringe Benefits

32. EMPLOYEE STOCK OPTION PLAN (ESOP)
•Highly profitable reward system.
•Offers emotional and financial ownership to the employees.
•Performance management tool for attracting and retaining
talent.
•Win loyalty, accountability of employees as their own
interest is vested into it.

33. LEADERSHIP TRAINING
• Institute setup in 2001
• Objective- to create world class
leaders at the forefront of the
business
• Leaders split into 3 tiers
• Each tier mentored by a tier of
senior colleagues
• Focuses strongly on quality
processes and methodologies
and enhancing managerial
capabilities.
• Sessions with senior leaders.