Definition,Concept,Objectives, Functions,Importance.

2.  “Human resource management is a process of
bringing people and organization together so
the goal of each other are met.”
 It is that part of management process which is
concerned with management of human
resource.
 It tries to secure the best from people winning
their whole hearted cooperation.

3.  In last you can conclude that human resources
management is defined as the art of procuring
,developing and maintaining competent work
force to achieve the goals of an organization.

5.  Pervasive force.
 Action oriented.
 Individual oriented.
 People oriented.
 Future oriented.
 Development oriented.
 Integrating mechanism.
 Interdisciplinary function.
 Continuous function

6.  Pervasive force- HRM is pervasive in nature as
it is present in all type of enterprises.
 Action Oriented-Focuses attention on
action,rather than on record keeping ,written
procedures or rules.
 Individual Focus –It tries to help employee to
devlope their potential fully.
 People oriented-HRM is all about people at
work both individuals and groups.
• Pervasive force- HRM is pervasive in nature
as it is present in all type of enterprises.
• Action Oriented-Focuses attention on
action,rather than on record keeping ,written
procedures or rules.
• Individual Focus –It tries to help employee to
devlope their potential fully.
• People oriented-HRM is all about people at
work both individuals and groups.
• Pervasive force- HRM is pervasive in nature
as it is present in all type of enterprises.
• Action Oriented-Focuses attention on
action,rather than on record keeping ,written
procedures or rules.
• Individual Focus –It tries to help employee to
devlope their potential fully.
• People oriented-HRM is all about people at
work both individuals and groups.
1. Pervasive force- HRM is pervasive in nature
as it is present in all type of enterprises.
2. Action Oriented-Focuses attention on action,
rather than on record keeping ,written
procedures or rules.
3. Individual Focus –It tries to help employee
to develop their potential fully.
4. People oriented-HRM is all about people at
work both individuals and groups.

7. 5.Future Oriented- Effective HRM helps an
organization meet its goals in the future by
providing competent and well motivated
employees.
6.Devlopment oriented-HRM intends to develop
the full potential of employees various
activities are organized to develop the skill of
the employees

8. 7.Integrating mechanism-HRM tries to build
maintain cordial relations between people
working at various level in the organization.
8.Inter disciplinary function- HRM is a
multidisciplinary activity ,utilizing knowledge
and inputs drawn from psychology, sociology
and anthropology.

9. 9.Continuous function-HRM is not a one short
deal. Requires a constant alertness and human
relations and their importance in every day
operation.

10. 1. To help the organization reach its goals.
2. To employ the skills and abilities of the
workforce efficiently.
3. To provide the organization with well
trained and well motivated employees.
4. To increase the employees job satisfaction.
5. To develop and maintain a quality of work
life.
6. To communicate various HR policies.

11. 8. To be ethically and socially responsive to the
needs of society.

12.  Procurement- Human resource planning
Job analysis
Recruitment
Selection
Placement of employees.
 Training and Development
 Remuneration
 Welfare and IR

13.  These are divided in to three main categories:
1. Managerial Function
2. Operative Function
3. Administrative function

14.  Planning
 Organizing
 Directing
 Controlling

15. A)Planning-
 How much human resource is required?
 Labor market conditions
 Estimation of match
 Emergency situation.

16. B)Organizing
 Defining the duties of job profile.
 Assignment of different functions
 Delegation of authority.
C)Directing-
 Motivating people
 Encourage people so that they can work for
the organization in better manner and achieve
the goals.

17. D)Controlling
 Observation
 Comparison
 Bridging the gap.

18.  Specially given to HR manager.
 Employment
 Training and development
 Remuneration
 Working condition
 Separation
 Motivation
 Industrial Relations

19.  Advice to the top management
 Advice to the department heads.

20. 1. At the individual level
2. At the enterprise level
3. At the society level.

21. i. Maintaining the dignity of the employees as a
human being .
ii. Improving the employees working skills and
capacity.

22. i. Good human resource can help in attracting
and retaining the beat talent in the
organization.
ii. It helps in training people for challenging
roles ,developing right attitude towards the
job and the company.

23. i. Maintaining a balance between the jobs
available and the job seekers
ii. Generating employment opportunity
iii. Providing suitable and most productive
employment.