The document provides an overview of Human Resource Management (HRM), detailing its definition, objectives, scope, importance, features, functions, and roles. It highlights the key challenges HRM faces, such as globalization, technology integration, workforce diversity, and the changing legal landscape. The document also poses important questions related to defining HRM, its functions, challenges, and its role in the industry.

1. Unit : 1
Introduction to Human Resource Management
(HRM)
Mr. Nilesh Kumbhar

2. Points to Discuss
 Introduction,
 Objectives & Scope,
 Importance of HRM,
 Features of HRM,
 Functions & Role,
 Policies and Practices,
 Challenges of HRM

3.  Definition: HRM involves the strategic management of an organization's
workforce to enhance productivity and achieve organizational objectives.
 Objectives:
Employee Efficiency: HRM aims to optimize employee performance by
aligning individual goals with organizational objectives.
Employee Satisfaction: Creating a work environment that fosters job
satisfaction, motivation, and a positive organizational culture.
 Scope: Encompasses a broad range of activities, including recruitment,
training, performance management, compensation, and employee
relations.

4.  Importance of HRM:
Talent Retention: Effective HRM practices help
attract and retain skilled employees, reducing
turnover costs.
Organizational Success: HRM contributes to
increased productivity and profitability by
aligning human capital with organizational goals.

5.  Features of HRM:
People-Centric: Recognizes employees as
valuable assets, emphasizing their development
and well-being.
Strategic: Aligns HR practices with the overall
strategic goals and objectives of the
organization.

6. • Functions of HRM:
• Recruitment and Selection:
• Training and Development:
• Performance Management:
• Compensation and Benefits:
• Employee Relations:
• HR Planning:
• Workforce Diversity:

7. Role of HRM:
1) Strategic Partner:
HRM collaborates with organizational leadership to
understand business objectives and develops HR strategies
that contribute to achieving those goals.
2) Employee Advocate:
HRM acts as an intermediary, ensuring fair treatment of
employees and representing their concerns to management.

8. 3) Change Agent:
HRM facilitates organizational change by implementing effective
communication strategies and helping employees adapt to new
processes or structures.
4) Administrative Expert:
HRM manages administrative tasks, ensuring compliance with
policies, regulations, and labor laws, reducing legal risks.

9. Policies and Practices in HRM:
Employee Handbook:
Performance Appraisal Systems:
Diversity and Inclusion Policies:
Flexible Work Arrangements:

10. • Challenges of HRM:
• Globalization:
• Managing a diverse workforce across different
geographical locations, time zones, and cultural
backgrounds, and ensuring consistent HR practices and
policies.
• Technology Integration:
• Adapting to and leveraging technology advancements for
HR processes, including recruitment, training, and
performance management.

11. • Challenges of HRM:
• Workforce Diversity:
• Navigating challenges related to cultural differences, language
barriers, and promoting inclusivity to harness the benefits of a diverse
workforce.
• Talent Management:
• Identifying, developing, and retaining high-potential employees
through effective talent management strategies and succession
planning.
• Changing Legal Landscape:
• Staying updated and compliant with evolving labor laws, regulations,
and employment practices to avoid legal issues and maintain ethical
HR practices.

12. Important Questions
• Define Human Recourse Management (HRM) and
explain Features of HRM.
• Explain different functions of HRM
• What are different challenges faced by HRM
• Explain role of HRM in industry