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T.Y.B.M.S. Prof.

Pooja Fernandes

Prof. Pooja Fernandes

CHP. 1: INTRODUCTION TO HRM

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What is HRM Meaning & Definition of HRM Objectives of HRM Nature of HRM Scope of HRM Functions of HRM Personnel Management Differences between PM & HRM Evolution of HRM in India

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Conti
Trends in HRM Challenges before the HR Manager Role of HR Manager Personnel Manual / HR Manual Why Study HRM? Board Paper Questions

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What is HRM?
 HRM is concerned with the people s dimension in the organization  Facilitating the competencies and retention of skilled force  Developing management systems that promote commitment  Developing practices that foster team work  Making employees feel valued and rewarded.

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Definitions
HRM refers to acquisition, retention, motivation and maintenance of Human Resources in an organization.

HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.

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Objectives of HRM
Societal Objectives

Organizational Objectives

Functional Objectives

Personal Objectives

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Objectives of HRM

Societal objectives To be ethically & socially responsible to the needs of the society while minimizing the negative impact of such demands upon the organization Organizational objectives To recognize the role of HRM in bringing about organizational effectiveness Functional objectives To maintain the department s contribution at a level appropriate to the organization s needs Personal objectives To assist employees in achieving their personal goals in a manner that their personal goals enhance the individual s contribution to the organization
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Features/Characteristics/Nature of HRM
 HRM explains that organizations are not mere bricks, motar, machineries

or inventories but they are people who staff and manage organizations.
 HRM involves the application of management functions and principles. The principles and functions are applied to acquire, develop, maintain and remunerate employees in the organization. It helps in integration of employees with the organization. HRM functions are not confined to the business establishments but are applicable to the non-business organizations as well. HRM refers to a set of programs, functions and activities designed and carried out in order to maximize both employee and organizational effectiveness.
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Scope of HRM
Prospects of HRM Nature of HRM

Industrial Relations

HRM

Employee Hiring

Employee Maintenance

Employee & Executive Remuner ation Employee Motivation

Very vast Covers all major activities in the working life of an employee from the time an individual enters into an organization until he or she leaves comes under the purview of HRM

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Functions of HRM
Functions of HRM include:
 Facilitating the retention of skilled and competent

employees  Building the competencies by facilitating continuous learning and development  Developing practices that foster team work and flexibility  Making the employees feel that they are valued and rewarded for their contribution  Developing management practices that endanger high commitment  Facilitating management of work force diversity and availability of equal opportunities to all.
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Functions of HR
MANAGERIAL FUNCTIONS Planning Organizing Directing Controlling OPERATIVE FUNCTIONS Staffing Development Compensation Motivation Maintenance Integration Emerging Issues
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Operative functions of HR
STAFFING
Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits
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DEVELOPMENT

COMPENSATION & MOTIVATION

Operative functions of HR (contd.)


MAINTENANCE
Health, Safety, Welfare, Social security Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining

INTEGRATION

EMERGING ISSUES

HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity


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Personnel Management
It preceded HRM and is a very narrow concept in comparison to HRM. It viewed labour as a tool, the behavior of which could be manipulated for the benefit of the organization and replaced when it was worn out. It has a limited scope and an inverted orientation.

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Differences between PM & HRM


Dimension 1. Employment Contract 2. Rules 3. 4. 5. Behaviour referent Managerial task Management Role Personnel Management Human Resources Management Careful delineation of written Aim to go beyond contract contracts Importance of guiding clear rules Can do outlook, impatience with rule Norms/customs/practices Values/mission Monitoring Transactional Indirect Reach temporary truce Controlled access to courses Personnel procedures Interests of the org. are uppermost
Prof. Pooja Fernandes

Nurturing Transformational leadership Direct Manage climate & culture Learning organization Wide ranging cultural, structural & personnel strategies Mutuality of interests
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6. Communication 7. 8. 9. Conflict handling T&D

Focus of attention for interventions 10. Shared interests

Evolution of HRM in India

Welfare (1920s-1930s) Administration (1930s- 1940s) Employee relations (1940-1960s) Functional expertise (1970s1980s) Business partner / player (1990s)

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Trends in HRM
Plays a strategic role by integrating the HR strategy with the business strategy and not just a support role. It acts as a business partner rather than just a vendor. Eg. Recruitment consultancies act as business partners to their clients than mere vendors. HR people act as a shield of the organization wherein they are the first point-of-contact to enter the organization (secure a job)

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Challenges before the HR Manager


Acquisition and retention of the best talent pool Employee engagement and employee motivation Managing work force diversity Adapting to the advances in technology and communication Understanding the shift in employee needs from time to time

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Contd
Handing ethical issues Having sensitive approach towards environment and contributing towards CSR activities Facing global competition

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Personnel Manual
It s a document that includes information that employees may need to refer frequently in order to met the terms and conditions of their employment. It is also know as HR manual, employee manual or employee handbook. The contents of a Personnel Manual are rules & regulations of the organization, attendance & leave policies and other information pertaining to work.

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Why Study HRM?


Taking a look at people is a rewarding experience People possess skills, abilities and aptitudes that offer competitive advantage to any firm No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve people s needs. HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained.

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Board Questions

Concept Testing:
 HRM  Personnel Manual  Personnel Policies (PS: same as Personnel Mgt)

Long Answers
 Define HRM and explain its functions and Objectives.  HRM is an advancement over traditional PM

if so,

explain its significance in organizational set up.

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Contd
 

Present challenges and future opportunities for HRM in India. What is the current status of HRM in India? What factors have contributed to a change in HRM? (Hint-comment on evolution of HRM) Describe the nature and scope of Personnel function in an organization. What are the indications of its working in an organization.
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Contd


Define HRM. What are the modern day challenges faced by today s HR manager.

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THANK YOU!

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