Introduction to Human Resource

Management
By-Jaya Bhalla
• Definitions
• Characteristics
• Importance
• Role of HR Practitioner
• According to Adi Godrej,
“all corporate strengths are dependent on people.”
 Definitions
• “HRM is the function performed in organizations
that facilitates the most effective use of people
to achieve organizational and individual goals.”
– Ivancevich and Glueck
 Definitions
• Human Resource Management is a series of
integrated decisions that form the
employment relationship; their quality
contributes to the ability of the organisations
and the employees to achieve their objectives.
- Milkovich and Boudreau
 Definitions
• Human Resource Management is concerned with the
people dimension in management. Since every
organisation is made up of people, acquiring their
services, developing their skills, motivating them to
higher levels of performance and ensuring that they
continue to maintain their commitment to the
organisation are essential to achieving organisational
objectives. This is true regardless of the type of
organisation – government, business, education,
health, recreation or social action.
- David A. Decenzo and Stephen P. Robbins
 Definition
• Human Resource Management is the
planning, organising, directing and controlling
of the procurement, development,
compensation, integration, maintenance and
separation of human resources to the end that
individual, organisational, and social
objectives are accomplished.
- Edwin B. Flippo
 Characteristics of HRM
• Management of human resource
• Considered both individual and group
• Development of employees.
• Applicable to all types of organization.
• Continuous function
• Focus on attainment of goal.

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 Importance of HRM
Human Resource Management is important to
all managers despite their various functions
because of the following reasons-
• Hire the right person for the job
• Low attrition rate
• Ensure people do their best
• Safety laws are not ignored
• Equity towards employee in relation to salary
etc.
• Effective training
• Avoid unfair labour practices
 Objectives of HRM
HRM objectives are four fold
• Societal Objectives:
To be ethically and socially responsible to the needs and challenges of
the society while minimizing the negative impact of such demands upon
the organization. Example - Legal compliance, union management,
benefits
• Organizational Objectives:
To recognize the role of HRM in bringing about organizational objectives.
Example-HRP, Employee relation, Selection, TRD, PA etc
• Functional Objectives:
To maintain the department’s contribution at a level appropriate to the
organization’s needs. Ex-Recruitment, selection, PA etc
• Personal Objectives:
To assist employees in achieving their personal goals, at least in so far as
these goals enhance the individual’s contribution to the organization.
Ex-TRD, Placement, compensation, assessment
 Role and Responsibilities HR Executive
in a Company
1.Recruitment –
• Understanding manpower requisition from the concerned department.
• Understanding the requirement and accordingly drafting a job description
and getting it approved from the concerned person.
• Sourcing candidates that match the desired skills.
• Screening the candidates by conducting telephonic or personal interviews
as the case may be.
• Encouraging the employees to provide reference for better prospects.
• Arranging for technical interview and coordinating with the concerned
person.
• Communicating the employment status to the applied candidates.
• Maintaining and updating the database of the candidates.
• Doing a background verification of the shortlisted candidates.
2.Induction
• When a particular candidate is finalised and
selected, giving him offer letter or letter of intent
On joining the services, issuing appointment
letter with brief working agreement or policies.
• Giving a description on the policies, procedures
and culture followed by the company.
• Properly filing relevant document of the new
joinee as required.
• Introducing him/her to the team and supervisor
and/or manager.
• Explaining the mode of communication.
• Coordinating with the IT team to get his email id
made.
3. HR Policies and HR Manual
• If the company do not have an HR Manual, drafting
the same for the company.
• Making or Amending the existing policies and
procedures.
4. Attendance and Leave records.
• Keeping a track of the attendance of the employees.
• Filing the leave forms and keeping a track of the
leaves taken.
• Seeing to it that there is not much absenteeism on
any given day.
• Seeing to it that no employee is irregular and if there
are such people, taking corrective and/or preventive
measures.
5. Performance Management
Helping the seniors do performance appraisal in a
better way by adopting better appraisal practices.
6. Employee Engagement
Keeping a track on employee turnover and exit rate.
• Taking initiatives to engage the staff to their work.
•Taking the surveys in order to understand their
engagement level and accordingly take actions.
• Planning events or activities regularly or on some
occasions, getting those approved by senior
management and implementing those.
7. Workforce Management
• Handling the staff so that people are not
dissatisfied with each other.
• Handling cross culture things.
• See to it that there is no grouping or no
dissatisfied person.
• Other employee related issues.
8. Statutory Compliance
• Leaves – as per the act that is applicable to you.
• minimum salary PF / ESIC / Medical Deductions
as applicable other compliance
9. Exit Formalities
• Conducting exit interviews of candidates who are
resigning.
•Trying to get constructive feedback for company and
trying to implement the corrective measures for
them.
•Helping the person to be relieved properly.
• Issuing relieving letter and letter of experience.
• Doing the full and final settlement for the person.
10. Compensation and Benefits
• Designing the salary structure for employees.
• Helping employees save tax by advising them on tax
benefits plans and other investment options
Calculating the Gratuity, Handling PF accounts, etc.
11. Employee Motivation
• Many organizations have training sessions for
their employees. They provide internal
training by checking who has what to
contribute and accordingly plan a training
session.
 In short, Role of HR Practitioners can
be specified as :
1.Counsellor
Employees consult him for working conditions,
career planning etc.
2.Mediator
He tries to dissolve the conflicts of employees
that may arise among group or individuals.
3.Representative
He is not only the representative of company but
also the representative of workers to put forward
their problems to the management. 19
 ..Role
4. Advisor
HR Management is considered as a staff function
which advises the line function in working of the
company.
5. Selector
He selects the employee according to the
requirement of job and place them at right place.
6.Evaluator
He evaluates the performance of all employees
individually and in group.
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LINE AND STAFF ASPECTS OF HUMAN
RESOURCE MANAGEMENT
LINE MANAGER
A manager who is authorized to direct the work of
subordinates and responsible for accomplishing the
organizational task. Line managers have line
authority.

STAFF MANAGER
A manager who assist and advise line managers.
Staff managers have staff authority.

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 LINE MANAGERS’ HUMAN RESOURCE
DUTIES
1. Placing the right person on the right job.
2. Starting the new employees in the organization (orientation)
3. Training employees
4. Improving the job performance of each person.
5. Gaining co-operation and developing smooth working
relationships.
6. Interpreting the company’s policies and procedures.
7. Controlling labor cost
8. Developing the ability of each person.
9. Creating and maintaining departmental morale.
10. Protecting employees’ health and physical conditions.

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 HUMAN RESOURCE MANAGERS’
DUTIES
1. A LINE FUNCTION
The human resource manager directs the activities
of the people in his own department.

2. A COORDINATIVE FUNCTION
The human resource manager coordinates the
personnel activities. He or she ensures that line
managers are implementing the firm’s HR policies
and practices.

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 HUMAN RESOURCE MANAGERS’
DUTIES
3. STAFF FUNCTIONS
a) Advising line managers.
b) Assist in hiring, training, evaluating, rewarding,
counseling, promoting and firing employees.
c) Administers various benefit programmes.
d) Carries out innovator role by providing up-to-date
information on current trends and new methods for
better utilizing the company’s employee.
e) Carries out employee advocacy role by representing the
interest of employees within the framework of its
primary obligation to senior management.
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 CHALLENGES IN FRONT OF HR
DEPARTMENT
TRENDS
a) Globalization
b) Increased competition
c) Deregulation
d) Technological innovation
e) More service jobs
f) More knowledge work
g) Work force diversity

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 Why Effective HR Management is
Necessary
• Employees are a company’s best asset. Small businesses that
invest in their teams will enjoy faster growth and outpace
their competition.
Here are just a few more reasons to focus on effective HRM:
• Creates a unique workplace culture
• Emphasizes the rules, expectations, and standards for the
workplace
• Helps everyone understand workplace diversity
• Facilitates communication between HR and employees
• Strengthens the importance of training and development
• Eliminates employee uncertainty
 Why Effective HR Management is
Necessary
• to put right policies and procedures in place.
• Understanding the complexities of employee
benefits, employment laws, leadership
development, and other areas will help to stay
ahead of the competition and meet business
goals.