HUMAN RESOURCE MANAGEMENT

Course code: 15MT35

Unit I: Introduction, Importance and History of HRM, challenges to HRM: increasing diversity
in workforce, jobs and careers in HRM. Strategic Human Resource Management, Decision
areas in HRM and impact of strategic management on HRM

Unit II: Human resource planning - Objectives, Importance and Process of HRP. Job Analysis,
Job description and Job Specification. Recruitment: Sources, Selection process, Placement
and Induction. Employee Retention.

Unit III: Performance Appraisal, functions; Methods, performance appraisal interview. Human
Resource Development: Introduction, Needs assessment phase, Training Phase, Evaluation
phase, HRD in future, Training methods. Rewarding Employees, Compensation Concepts
and components, Job evaluation, Incentives and Benefits

Unit IV: Grievance Handling and Discipline, grievance redressal, Need and concept of
discipline Standing orders procedure / process of conducting domestic enquiry
Natural justice - Employee Welfare and social security legislations - The Factories Act - ESI
Act - Provident Fund Act -Gratuity Act - Bonus Act.

Unit V: Industrial Relations: Concept- Role of the State in industrial Relations Legislative
framework ID Act Standing Order IR bill. Trade Unions: T.U Movement in India,
Functions and Role of T.U. in India, Features of T.U Act., Industrial Conflicts: Causes
Settlement of disputes provisions regarding strikes, lock outs, lay-off, retrenchment,
closure. Collective Bargaining: Concepts, Benefits, forms of participation, participation

HUMAN RESOURCE MANAGEMENT

Text Books:
12/e 2.Noe, Hollenbeck, Gerhart and Wright, Fundamentals of
Human Resource Management, Tata McGraw Hill, 6/e, 2009
Reference Books:
Gary Dessler and Biju Varkkey, Human Resource Management,
Pearson Education
Aswathappa, Human Resource Management, Tata McGraw Hill,
2010
Tripathi, Principles Personnel Management, Tata McGraw Hill, 3/e,
2001
C.B.Mamoria, Personnel Management, Himalaya Publications, 2003

E-mail Id :

kundhavais@tsm.ac.in

Internal Assessment
Weightage
% (40
Marks)

Remarks

CP will be marked esp. during case

discussion and end class summarizing;
Prior information in case of absence to
class

Surprise quizzes and Presentations

15

Individual and group presentation of

case or newspaper article, etc

Assignment

10

Best HR Manager 2016

Mid term

30

(HRP,PA, Grievance handling, IR

dimensions)
-

Total

60

Sl.n
o

Component

1.

Class participation

2.

4.

HRM
Meaning
human resources means the people
Definition
In simple words, HRM is a process of
making the efficient and effective use
of human resources so that the set
goals are achieved. Let us also
consider some important definitions of
HRM.

HRM - Definitions
According to Flippo Personnel management, or say, human
resource management is the planning, organising, directing and
controlling of the procurement development compensation
integration, 4intenance, and separation of human resources to
the end that individual, organisational and social objectives a
The National Institute of Personnel Management (NIPM) of India
has defined human resource/personnel management as that
part of management which is concerned with people at work
and with their relationship within an enterprise. Its aim is to
bring together and develop into an effective organisation of the
men and women who make up an enterprise and having regard
for the well-being of the individuals and of working groups, to
enable them to make their best contribution to its success. re
accomplished.

HRM - Objectives
Objectives:
The primary objective of HRM is to ensure the availability of right people for right
jobs so as the organisational goals are achieved effectively.
This primary objective can further be divided into the following subobjectives:
1. To help the organization to attain its goals effectively and efficiently by
providing competent and motivated employees.
2. To utilize the available human resources effectively.
3. To increase to the fullest the employees job satisfaction and self-actualization.
4. To develop and maintain the quality of work life (QWL) which makes
employment in the organization a desirable personal and social situation.
5. To help maintain ethical policies and behaviour inside and outside the
organization.
6. To establish and maintain cordial relations between employees and
management.
7. To reconcile individual/group goals with organizational goals.

HRM objectives and functions