MEANING

a strategic approach to acquiring, developing, managing,

motivating and gaining the commitment of the
organisation’s key resource – the people who work in and
for it.

focuses on maximizing employee productivity and

protecting the company from any issues that may arise
from the workforce
NATURE
Based on certain principles and policies
HRM is a pervasive function
HRM is people oriented
HRM is continuous activity
HRM is a part of management function 
HRM aims at securing maximum contribution 
HRM aims at optimum use of personnel power.
HRM Objectives & importance
To maintain quality of work life

To increase productivity and profit

To match demand and supply of human

resource

To recognize merit and contribution of

employee

To sustain business in the market

To retain employees and motivate them to
accomplish company’s goal

To recognize merit and contribution of

employee

To create a feeling of belongingness and

team spirit in the employee

To sustain business in the market

To resolve conflicts
https://www.investopedia.com/terms/h/humancapita
l.asp
https://www.youtube.com/watch?v=zqcXlpMa3wI
https://www.youtube.com/watch?v=Ipg0H9uLHPw
SCOPE OF HRM
1. Personnel Aspect
Human Resource Planning
Job Analysis and Job Design
Recruitment and Selection
Orientation and Induction
Training and Development
Performance Appraisal 
Compensation Planning and Remuneration
Motivation
Welfare Aspect
Industrial Relation Aspect 
Functions
INTERNAL & EXTERNAL FORCES OF
HR ENVIRONMENT
The Internal Environment
Compensation
Employees Relations
Customers’ satisfaction
New entrants
Competition
The External Environment
Economic
Political
Technological
Demographic
HUMAN RESOURCE PLANNING
https://www.investopedia.com/terms/h/human-
resource-planning.asp

https://www.youtube.com/watch?v=dieo2U2pT0Y
continuous process of systematic planning ahead to
achieve optimum use of an organization's most
valuable asset—quality employees
best fit between employees and jobs while avoiding
manpower shortages or surpluses.
HR managers have to make plans to do the following:
Find and attract skilled employees.
Select, train, and reward the best candidates.
Cope with absences and deal with conflicts.
Promote employees or let some of them go.
Steps to Human Resources
Planning
identify the company's current human resources
supply
to outline the future of its workforce
forecasting the employment demand
The goal of HR planning is to have the optimal
number of staff to make the most money for the
company
Objectives of Human Resource
Planning
Guarantee ample supply of resources, whenever there is a need
for it.
Make sure that the current manpower in the company is being
used properly.
To foresee the potential requirements of manpower at various
skill levels.
Evaluate excess or scarcity of resources that are available at a
given point of time.
Predict the impact of technological changes on the resources as
well as on the kind of jobs they do.
Manage the resources that are already employed in the
organization.
Ensure that there is a lead time available to pick and train any
supplementary human resource.
Factors Affecting HRP
1. Type and strategy of organization.
2.
Organizational growth cycles and planning.
3.
Environmental uncertainties.
4.
Time horizons.
5.
Type and quality forecasting information.
6.
Nature of jobs being filled.
7.
Off-loading the work.
Job analysis 
to gather, synthesize and implement the information
available regarding the workforce
There are two outcomes of job analysis :
Job description
Job specification
The information collected under job analysis is :
Nature of jobs required in a concern.
Nature/ size of organizational structure.
Type of people required to fit that structure.
The relationship of the job with other jobs in the concern.
Kind of qualifications and academic background required
for jobs.
Provision of physical condition to support the activities of
the concern. For example- separate cabins for managers,
special cabins for the supervisors, healthy condition for
workers, adequate store room for store keeper.
Advantages

of Job Analysis
helps the personnel manager at the time of recruitment
and selection of right man on right job.
It helps him to understand extent and scope of training
required in that field.
It helps in evaluating the job in which the worth of the job
has to be evaluated.
In those instances where smooth work force is required in
concern.
When he has to avoid overlapping of authority-
responsibility relationship so that distortion in chain of
command doesn’t exist.
It also helps to chalk out the compensation plans for the
employees.
It also helps the personnel manager to undertake
performance appraisal effectively in a concern.
JOB DESCRIPTION 
Title/ Designation of job and location in the concern.
The nature of duties and operations to be performed in
that job.
The nature of authority- responsibility relationships.
Necessary qualifications that are required for job.
Relationship of that job with other jobs in a concern.
The provision of physical and working condition or the
work environment required in performance of that job.
Advantages of Job Description
It helps the supervisors in assigning work to the
subordinates so that he can guide and monitor their
performances.
It helps in recruitment and selection procedures.
It assists in manpower planning.
It is also helpful in performance appraisal.
It is helpful in job evaluation in order to decide about
rate of remuneration for a specific job.
It also helps in chalking out training and development
programmes
JOB SPECIFICATION 
Job title and designation
Educational qualifications for that title
Physical and other related attributes
Physique and mental health
Special attributes and abilities
Maturity and dependability
Relationship of that job with other jobs in a concern.
Advantages of Job Specification
 It is helpful in preliminary screening in the selection
procedure.
 It helps in giving due justification to each job.
 It also helps in designing training and development
programmes.
 It helps the supervisors for counseling and monitoring
performance of employees.
 It helps in job evaluation.
 It helps the management to take decisions regarding
promotion, transfers and giving extra benefits to the
employees.
Job design
Involves integrating job responsibilities or content
and certain qualifications that are required to perform
the same.
It outlines the job responsibilities very clearly and
also helps in attracting the right candidates to the
right job.
 Further it also makes the job look interesting and
specialised.
specifically the following areas are
fine tuned
Checking the work overload.
Checking upon the work under load.
Ensuring tasks are not repetitive in nature.
Ensuring that employees don not remain isolated.
Defining working hours clearly.
Defining the work processes clearly.
Benefits of Job Design

Employee Input
Employee Training
Work / Rest Schedules
Adjustments
The objective of a job design is to arrange the work in
such a manner so as to reduce the boredom and
dissatisfaction among the employees, arising due to
the repetitive nature of the task.
Job Simplification
Job Rotation
Job Enrichment
Job Enlargement
Human Resource Development:
Features, Scope and Objectives
The American Society for Training and Development
defines HRD as follows: ‘human resource
development is the process of increasing the capacity
of the human resource through develop­ment. It is
thus the process of adding value to individuals, teams
or an organization as a human system’.
Features of HRD
Systematic approach
Continuous process
Multi-disciplinary subject
All-pervasive
Techniques
HRD Functions
1. Employee training and development,
2. Career planning and development,
3. Succession planning,
4. Performance appraisal,
5. Employee’s participation in management,
6. Quality circles,
7. Organization change and organization
development
HRM vs. Personnel Management
 Personnel management is a traditional approach of managing people
in the organization. Human resource management is a modern
approach of managing people and their strengths in the organization.
 Personnel management focuses on personnel administration,
employee welfare and labor relation. Human resource management
focuses on acquisition, development, motivation and maintenance of
human resources in the organization.
 Personnel management assumes people as a input for achieving
desired output. Human resource management assumes people as an
important and valuable resource for achieving desired output.
 Under personnel management, personnel function is undertaken for
employee's satisfaction. Under human resource management,
administrative function is undertaken for goal achievement.
 Under personnel management, job design is done on the basis of
division of labor. Under human resource management, job design
function is done on the basis of group work/team work.
 Under personnel management, employees are provided with less
training and development opportunities. Under
human resource management, employees are provided with
more training and development opportunities.
In personnel management, decisions are made by the top
management as per the rules and regulation of the organization.
In human resource management, decisions are made collectively
after considering employee's participation, authority,
decentralization, competitive environment etc.
Personnel management focuses on increased production and
satisfied employees. Human resource management focuses on
effectiveness, culture, productivity and employee's participation.
Personnel management is concerned with personnel manager.
Human resource management is concerned with all level of
managers from top to bottom.
Personnel management is a routine function. Human resource
management is a strategic function