Human resources management (HRM) involves acquiring, training, evaluating, and compensating employees to help organizations achieve their objectives. It is an integral part of management that is people-oriented and aims to maximize both personal and organizational goals. The scope of HRM includes industrial, welfare, personal, functional, organizational, and social aspects. Objectives include assessing staffing needs, training requirements, and using human resources optimally. HRM helps place employees in an organization and faces challenges from changing external and internal environments. Looking ahead, the next 5-10 years will involve understanding varied worker qualifications, engaging an evolving workforce, and aligning technology with strategic management globally.

2. What is HR?
 Human resources is the set
of individuals who make up
the workforce of an
organization, business sector
or an economy.
 Other terms sometimes used
include "manpower",
"talent", "labor" or simply
"people".

3. What is HRM?
 The process of acquiring, training, appraising, and
compensating employees, and of attending to their
labor relations, health and safety, and fairness
concerns.
 A management function that helps managers
recruit, select, train and develop members for an
organization.
 HRM may be defined as a set of policies, practices
and programmes designed to maximize both
personal and organizational goals.

5. Nature of HRM
 Integral part of process of management.
 Comprehensive Function
 People Oriented
 Based on human relations
 Continuous process
 Science as well as art
 Recent origin
 Interdisciplinary
 Basic to all functional areas.

8. Scope Of HRM
Industrial
Aspect
Welfare
Aspect
Personal
Aspect

9. To Achieve
Personal
Objectives
Functional
Objectives
Organizational
Objectives
Social
Objectives

10. Objectives of HRM
Accessing Manpower
Accessing Skills Requirements
Determining T&D Needs
Anticipating Shortage And Surplus Of Staff
Controlling Wage & Salaries
Optimum Use Of HR

11. Process

12. Functions Of HRM In Org.

14. Place Of An HR Department
In An Any Organization.

15. Small Unit

16. Large Unit

17. Present Challenges Facing By HRM

18. Factors Affecting HRM Environment:
External Environment
Internal Environment

19. External Factors
 Economic Factors
 Political – Legal Factors
 Social and Cultural Factors
 Technological Factors
 Unions
 Professionalism
Suppliers Customers Competitors Globalization

20. Internal Factor
Mission
Policies
Organizational Culture
Organizational Conflicts

21. Future Challenges Of HRM

22. “The past decade has seen a continuous
shift in the employment landscape in
India, not only in the amount and type of
changes workers can expect to make
during their lives but also in the type of
roles people are choosing to explore in
there professional life…”

23. 5 – 10 years from now . . .
 “a mere 5 – 10 years ago, not many people would
have been able to predict the sheer scale of
technology’s impact on the nature of work and
the culture of the workplace”.
 From this point it can be asked:
“What will the world of work look like
5 - 10 years from now?”

24. The Research
 In 2013, SHRM sponsored research conducted by
the Economist Intelligence Unit (EIU).
 The Economist Intelligence Unit ran a survey that
involved 636 middle and senior executives and the
report presented the HR challenges that emerged
from the findings.
 These included 4Things

25. Challenges Going To Face By HRM In An
Organization In An Next 5 – 10 Years

26. 2. Understanding the subtleties of worker’s
qualifications.

27. 3. Retaining and engaging a changing workforce

28. 4. Aligning technology best practices
to global management strategy

29. What Can We Do To Overcome
This Problems?

30. Some Attribute for overcoming the Future Challenges.