The document provides an extensive overview of Human Resource Management (HRM), detailing its definition, functions, history, and importance within organizations. It outlines the key responsibilities of HR professionals, the evolution of HR practices from the industrial revolution to modern outsourcing trends, and emphasizes the significance of effective human resource planning and job design. Additionally, it discusses the metrics used to measure HR effectiveness and the necessity of HR audits for compliance and performance management.

1. MANAGING
HUMAN RESOURCE
MANAGEMENT
M-1
Dr. Jerry John

2. Human
Resource
Management
Most Valuable and unique
asset of an organization.
Effort cannot be replaced
with machines
How people are managed
by organization?
Traditional usage was
LABOUR.
Dr. Jerry John@KCM

3. Personnel
Management
• Personnel management is defined as an
administrative specialization that
focuses on hiring and developing
employees to become more valuable to
the company.
• It is sometimes considered to be a sub-
category of human resources that only
focuses on administration.
• According 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.”
Dr. Jerry John@KCM

4. HRM Meaning and Definition
Human Resource
Management is also a
function of management,
concerned with hiring,
motivating and maintaining
people in an organization.
It focuses on people in the
organization.
Dr. Jerry John@KCM

5. HRM
Meaning
and
Definition
• Organizations does not only consist of
building, machines or inventories. It is
people they manage and staff the
organization
• HRM applies management principles in
procuring, developing, maintaining
people in the organization.
• Aims at integrated decision making and
decisions on different aspects of
employees are consistent with other HR
decisions
• HR Decisions must influence
effectiveness of the organization leading
to better service to customer and high-
quality product and services at
reasonable price.
• It is not confined to business
establishment only, HRM is applicable
also to the nonbusiness organization, like
government department, education,
health care etc.
Dr. Jerry John@KCM

6. DEFINITION
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.
- Milkovich and Boudreau
Dr. Jerry John@KCM

7. Functions
of HRM
• Planning
• Organizing
• Staffing
• Directing
• Controlling
Managerial
• Employment
• HR Development
• Compensation Management
• Employee Relations
Operational
Dr. Jerry John@KCM

8. What are the Human Resources Functions?
• HR teams undertake various responsibilities in an organization.
They:
– Recognize current and future hiring needs
– Ensure compliance with federal, state, and governmental labor
rules and regulations
– Attract, recruit, and retain talent
– Manage compensation and employee benefits
– Ensure effective employee relations
– Manage onboarding, training, and learning and development
processes to boost performance
– Apply health and safety measures
– Handle administrative tasks, such as payroll and taxes
– Organize and oversee quarterly or annual performance reviews
Dr. Jerry John@KCM

9. Scope of HRM
HRM
Nature
Introduction
ProcurementProspects
Industrial
Relations
Remuneration
MotivationMaintenance
Dr. Jerry John@KCM

10. Stages and
Development
SPARTA # GREECE # MALE SOLIDERS #
PROTECTING THE CITY
HR requirement started first in Army and
Navy to develop their staff strength. -
RECRUITMENT
They defined standards; it became rules
later.
CHINA: Effective Management # Designed
First Recruitment Process in the human
history.
Managed their human capital effectively#
Ruling the World.
Industrial Revolution changed the history of
humans & nations.
Dr. Jerry John@KCM

11. David Ulrich: First Book about
Human Resource.
First HR Practices and basic HR
process can be found in China.
Chinese Government introduced
first rules and produced for
selecting government employees.
STAGES AND DEVELOPMENT
Dr. Jerry John@KCM

12. 18th
Century
HRM
Modern history of HRM starts with British
Industrial Revolution.
New approaches and inventions.
“Employee Satisfaction” Influences the
performance & productivity.
Satisfied employees are more efficient
that rest of the depressed workers.
Fundamental human rights and the work
satisfaction regulation came into picture.
Dr. Jerry John@KCM

13. 20th Century
Evolution of Personal Management
Focused on the productivity of employee.
Personal Department and Training Department formed as a result of
World War 2.
Workers are getting exploited – formed trade union.
Aims constant improvement in employees.
Centralized recruitment system to save time and cost.
Dr. Jerry John@KCM

14. Early
HRM-
1970’s
Required more labors –
skilled and Unskilled.
Gained power to
negotiate with
employer
Commitment and
Loyalty were words.
“Employees became
most valuable asset for
a company”
Term HR Department
Introduced with new
HR polices and process-
aimed at increasing
employees'
commitment and
motivation of
employees.
Introduced Carrier
Planning.
Introduced the concept
of Performance
Management System.
Training and
Development
Dr. Jerry John@KCM

15. Advance
HRM –
90’s
HRIS
Eliminates double entry of
HR data
Developed strategy and
functions accordingly.
Team Sprit – Work together
for one aim.
Dr. Jerry John@KCM

16. RESPONSIBILITY,
AUTHORITY &
ACCOUNTABILITY
• Responsibility:
– It is the obligation of a
manager to carry out the
duties assigned to him.
• Authority:
– It refers to the right to give
orders and the power to exact
obedience from others in the
process of discharging
responsibility.
• Accountability:
– The employee's answerability
on using the authority in
discharging the responsibility
is termed accountability.
Dr. Jerry John@KCM

17. Common
Sayings by
Managers
Supporting Department
Departments or employees
of a firm that perform a
support function
Contributes indirectly to the
business of the firm
Ex: HR and Finance
departments
Core Department
Departments or employees
of a firm that perform core
activities
Contributes directly to the
business of the firm
Ex: Manufacturing and
Marketing departments
“We are not a revenue generating
department”, we wont able to ask more
increment.. Why?
Dr. Jerry John@KCM

18. Human
Resource
Manager
Responsibilities
Set objectives for the HR team and track progress
Design and implement company policies that promote a healthy work
environment
Develop compensation and benefits plans
Support and suggest improvements to the entire recruitment process
Host in-house recruitment events
Discuss employees’ career development paths with managers
Monitor HR metrics (e.g. turnover rates and cost-per-hire)
Review departmental budgets
Organize learning and development programs
Ensure HR staff addresses employees’ requests and grievances in a timely
manner
Maintain HR procedures that comply with labor regulations
Dr. Jerry John@KCM

19. Human
Resource
(HR)
Metrics
HR metrics are measurements used to determine the value
and effectiveness of HR initiatives, typically including such
areas as turnover, training, return on human capital, costs of
labor, and expenses per employee.
Measure HR transactions
Monitor HR department performance
Link Hr initiatives to organizational performance.
Predict the effect of HR
Dr. Jerry John@KCM

20. HRO-HR
Outsourcing
• Human Resource Outsourcing is a
process in which a company
utilizes the services of the third
party to take care of its HR
functions.
• HR Outsourcing is rapidly
emerging as one of the world’s
most exciting business trends.
• It reflects the need, recognized by
increasing numbers of
organizations, to focus on their
core areas of business
Dr. Jerry John@KCM

21. HR Outsourcing – Need
Enabling businesses to focus on core operationsEnabling
Delivering cost savings – whether direct or indirectDelivering
Helping to create a stable, cost-effective operating platformHelping
Transferring focus from internal processes to achievement of business goalsTransferring
Realizing investment in HR transformation and IT systemsRealizing
Ensuring compliance with legal, regulatory and best practice requirements, andEnsuring
Transferring risk and liability for people issues.Transferring
Dr. Jerry John@KCM

22. HR – Outsourcing can be broadly
divided into three types:
APPLICATION SERVICE
PROVIDER (ASP)
BUSINESS PROCESS
OUTSOURCING (BPO)
TOTAL HR
OUTSOURCING
Dr. Jerry John@KCM

23. Type # 1. Application Service
Provider:
A host of companies specialize in
providing hardware and software
applications to support large
organizations, including application
vendors like PeopleSoft, Oracle, etc.
which have developed application
packages (PeopleSoft HRMS, Oracle
HRMS), for supporting human resource
activities in an organization.
Dr. Jerry John@KCM

24. Type # 2.
Business
Process
Outsourcing:
The major difference between BPO and
ASP is that in BPO, the client is in direct
contact with the employees through call
centers or support centers.
MNCs generally opt for BPO as they
operate in many countries and employ
many people.
While certain firms wish to retain the
power to control human resources,
others hand over the power to the
service providers.
Dr. Jerry John@KCM

25. Type # 3.
Total HR
Outsourcing:
In this type of outsourcing, the
entire HR function is run by the
service provider.
There is no specific HR
department in the organization.
The client organization only has
senior HR professionals who are
also HR- strategists.
A host of non-strategic functions
and employee contact is done
by the service provider.
Dr. Jerry John@KCM

26. HR - Audit
• An effective human resources
(HR) audit investigates every
discipline of the human resources
function.
• HR disciplines include recruitment
and selection, workplace safety
and risk management, training
and development, employee
relations, and compensation and
benefits.
• The purpose of an HR audit is to
determine if your organization’s
policies are current and if they
comply with federal and state
laws governing the workplace.
Dr. Jerry John@KCM

27. HR – Audit
Why Are
They
Important?
• Internal Services:
– Employers should regularly audit the
services that are provided to their
employees, including payroll, benefits
administration, and conflict resolution.
– The quality of these services directly
affect employee satisfaction, which is
key in employee retention.
– Employee satisfaction with these
services typically leads to increased
company morale and engagement.
– An audit of these services should seek
to ensure that they are meeting the
needs of employees.
Dr. Jerry John@KCM

28. HR – Audit Why Are They Important?
• Legal Compliance:
– Employers must adhere to employment and
labor laws, which are constantly changing and
evolving.
– Performing an HR audit is especially
important because it mitigates the risk of
being liable for what are deemed “unfair
employment practices”.
– Legal issues and conflicts can be extremely
costly, and HR audits are a proactive way to
minimize the costs associated with such
compliance issues.
– The audit should assess the recruitment and
selection process for employees to ensure
fairness.
– It should also assess the procedures for
layoffs and terminations, and the
effectiveness of measures taken to maintain
workplace safety.
Dr. Jerry John@KCM

29. HR – Audit Why Are They Important?
• Performance Management:
– HR audits usually involve reviewing
employee files to ensure that
supervisors and managers are
continuously providing feedback and
properly documenting it.
– An audit can help to pinpoint lapses in
leadership and management and
identify opportunities for training or
performance management
improvement.
– These areas are common focuses in HR
audits, but HR audits can be as broad
or narrow as the company wants.
– While audits are a great tool to uncover
deficiencies, organizations should be
committed to acting on the
recommended improvements.
Dr. Jerry John@KCM

30. Human Resources Information System -
HRIS
• HRIS is a form of human
resources (HR) software that combines
several systems and processes to
ensure the easy management of
human resources, business processes
and data.
• Human resources software is used by
businesses to combine several
necessary HR functions, such as
storing employee data, managing
payrolls, recruitment processes,
benefits administration, and keeping
track of attendance records.
• ERP - Enterprise Resource PlanningDr. Jerry John@KCM

31. HRIS
• The trend of automating
payroll and workforce
management processes began
during the 1970s.
• The first enterprise resource
planning (ERP) system that
integrated human resources
functions was SAP R/2 (later to be
replaced by R/3 and S/4hana),
introduced in 1979.
• The first completely HR-centered
client-server system for the
enterprise market was PeopleSoft,
released in 1987 and later bought
by Oracle in 2005
Dr. Jerry John@KCM

32. HRIS-
Functions
The function of human resources departments is
administrative and common to all organizations.
Organizations may have formalized selection,
evaluation, and payroll processes.
Management of "human capital" has progressed
to an imperative and complex process.
The HR function consists of tracking existing
employee data, which traditionally includes
personal histories, skills, capabilities,
accomplishments, and salary.
To reduce the manual workload of these
administrative activities, organizations began to
electronically automate many of these processes
by introducing specialized human resource
management systems.
Dr. Jerry John@KCM

33. HRIS
• Applicant tracking system
• On boarding and off-boarding
• Training tracking
• Advanced reporting
• Tailored workflows and approvals
• Custom access levels and email
alerts
• Company branding
• Custom tabs
• Audit trail
• Phone support
Dr. Jerry John@KCM

34. Human
Resource
Planning
• Human resource planning
(HRP) is the continuous
process of systematic
planning ahead to achieve
optimum use of an
organization's most valuable
asset—quality employees.
• Human resources planning
ensures the best fit between
employees and jobs while
avoiding manpower
shortages or surpluses.
Dr. Jerry John@KCM

35. Human
Resource
Planning
• Human resource planning is what a
strategy used by a company to
company maintain a steady stream of
skilled employees while avoiding
employee shortages or surpluses.
• Having a good HRP strategy in place can
mean productivity and profitability for a
company.
• There are four general steps in the HRP
process: identifying the current supply
of employees, determining the future
of the workforce, balancing between
the supply and demand, and how to
implement the plans.
Dr. Jerry John@KCM

36. Understanding Human Resource Planning
• Human resources planning allows
companies to plan so they can maintain a
steady supply of skilled employees.
• That's why it is also referred to as
workforce planning.
• The process is also used to help
companies evaluate their needs and to
plan ahead to meet those needs.
• Human resource planning needs to be
flexible enough to meet short-term
staffing challenges while adapting to
changing conditions in the business
environment over the longer term.
• HRP starts by assessing and auditing the
current capacity of human resources.
Dr. Jerry John@KCM

37. HRP
According to Reilly P, “ Human
Resource Planning is the process
in which an organization attempts
to estimate the demand for
labour and evaluate the size,
nature and sources of supply
which will be required to meet
the demand”.
Dr. Jerry John@KCM

38. Methods
of HR
Planning
• Approaches to forecasting:
– Qualitative:
• Expert opinions
• Delphi technique
• “Bottom-up” approach
– Quantitative
• Regression analysis /
Trend analysis
Dr. Jerry John@KCM

39. What is
Job
Design?
• Job analysis, contains a simple
term called "analysis", which
means detailed study or
examination of something (job) in
order to understand more about it
(job).
• Therefore job analysis is to
understand more about a specific
job in order to optimize it.
• Job analysis is a systematic process
of collecting complete information
pertaining to a job.
• Job analysis is done by job analyst
who is an officer have been trained
for it.
Dr. Jerry John@KCM

40. Job Design
• Job analysis is a systematic investigation of the
tasks, duties and responsibilities necessary to
do a job.
• Job analysis is the process of collecting job
related information.
Job
Analysis
Job Tasks
Job Duties
Job
responsibilities
Dr. Jerry John@KCM

41. Job analysis
is a detailed
examination
of:
1. Tasks that make up a job
(employee role),
2. conditions under which an
employee performing his/her
job, and
3. what exactly a job requires in
terms of aptitudes (potential for
achievement), attitudes
(behavior characteristics),
knowledge, skills, educational
qualifications and the physical
working condition of the
employee.
Dr. Jerry John@KCM

42. Objectives
To determine most effective methods
for performing a job.
To increase employee job satisfaction.
To identify core areas for giving
training to employees and to find out
best methods of training.
Development of performance
measurement systems, and
To match job-specifications
with employee specifications while
selection of an employee.
Dr. Jerry John@KCM

43. Objectives/Purpose of Job Analysis
Job
Analysis
Recruitment
Selection
Performance
appraisal
Placement
Job
evaluation
Job design
T & D
HRP
Dr. Jerry John@KCM

44. Definitions
of Job
Analysis
• Edwin B. Flippo, "Job analysis
is the process of studying and
collecting information relating
to the operations and
responsibilities of a specific
job ”.
• Dale Yoder. "A Job is a
collection of duties, tasks and
responsibilities which are
assigned to an individual and
which is different from other
assignment"
Dr. Jerry John@KCM

45. Process of Job Analysis
Organizational
Analysis
Selection of
jobs to be
analyzed
Data collection
Job description
Job
specification
Dr. Jerry John@KCM

46. Approaches
to Job
Design
Scientific Management
• Involves breaking down jobs into
elemental activities and simplifying
job design.
• Encourages specialization and mass
production.
• Tries to reduce decision making by
workers.
Job Enlargement
• Expands the number of tasks being
performed, often combining a
series of tasks previously performed
by two or more employees.
• Horizontal enlargement.
Dr. Jerry John@KCM

47. Approaches
to Job
Design
• Job Enrichment
– Tries to improve task
efficiency and satisfaction
by adding more
challenging and
responsible work so the
employee feels a greater
sense of achievement.
– Also provide an
opportunity for individual
advancement and growth.
– Vertical enlargement.
Dr. Jerry John@KCM

48. Approaches
to Job
Design
Job Rotation increases task
variety by systematically
moving an employee from
one job to another.
Sociotechnical Approach aims
to design a job that is
satisfying to both the
technical system and the
accompanying social system.
Dr. Jerry John@KCM

49. Job
Description
A job description is a written statement of the
duties, responsibilities, required qualifications
and reporting relationships of a particular job.
The job description is based on objective
information obtained through job analysis.
Job description acts as an important resource
for
•Describing the job to potential candidates
•Guiding new hired employees in what they are specifically
expected to do
•Providing a point of comparison in appraising whether
the actual duties align with the stated duties.
Dr. Jerry John@KCM

50. Example of Job Description
JOB TITLE:_____ OCCUPATIONAL CODE:
________
REPORTS TO:___ JOB NO. :
___________________
SUPERVISES:___ GRADE LEVEL:
_______________
AS ON DATE :_________
FUNCTIONS:
_________________________________________________________
_____________________________________________
DUTIES AND RESPONSIBILITIES:
_________________________________________________________
_____________________________________________
JOB CHARACTERISTICS:
_________________________________________________________Dr. Jerry John@KCM

51. Job
specification
• Job specifications specify the
minimum acceptable
qualifications required by the
individual to perform the task
efficiently. Based on the
information obtained from the job
analysis procedures, job
specification identifies the
qualifications, appropriate skills,
knowledge, and abilities and
experienced required to perform
the job.
• Job specification is an important
tool in the selection process as it
keeps the attention of the
selector on the necessary
qualifications required for that
job.
Dr. Jerry John@KCM

52. Example of Job Specification
JOB TITLE: __________________________
EDUCATION:_________________________
PHYSICAL HEALTH:
____________________________________________________________
____________________________________________________________
APPEARANCE:
____________________________________________________________
MENTAL ABILITIES: _______________________________________________
SPECIAL ABILITIES: _______________________________________________
PREVIOUS WORK EXPERIENCE:
____________________________________________________________
____________________________________________________________
SPECIAL KNOWLEDGE & SKILLS:_____________________________________
OTHER : ________________________________________________________
Dr. Jerry John@KCM

53. Job
Evaluation
• Job evaluation provides the
relative value of each job in
the organization. It is an
important tool to determine
compensation
administration.
• If an organization is to have
an equitable compensation
program, jobs that have
similar demands on terms of
skills, education and other
characteristics should be
placed in the common
compensation groups
Dr. Jerry John@KCM

54. Methods
of
Collecting
Job
Analysis
Data
Observation
Performing the job.
Critical incidents
Interview- individual & group
Panel of experts
Diary method
Questionnaire
Structured
Unstructured
Dr. Jerry John@KCM

55. We Discussed
Dr. Jerry John@KCM
WHAT IS HR? EVOLUTION IMPORTANCE HR-
OUTSOURCING
HR-AUDIT HRIS HRP JOB ANALYSIS