Human Resource

Management
Presented BY:-
RICHA MAURYA
ASSISTANT PROFESSOR
 Introduction

It is a management function that helps

organization in recruiting, selecting, and training,
developing and managing its members. HRM is
concern with the management of people in the
organization from Recruitment to Retirement.
 Definition of HRM
According to Flippo, “human resource management
is the planning , organizing , directing and controlling
of the procurement, development, compensation,
integration, maintenance, and separation of human
resource to the end that individual, organizational
and social objectives are accomplished.”
According to M L Cuming, “Human Resource
Management is concerned with obtaining the
best possible staff for an organization and
having got them looking after them so that they
want to stay and give their best to their jobs.”
 Nature of HRM

Pervasive Force
People Oriented
Action-Oriented
Future-Oriented
Development Oriented
Enhance Employee Relations
Interdisciplinary Function
Pervasive Force:-Human Resource Management is an inherent part

of an organization. It is pervasive in nature and present in all

enterprises at all levels of management. It is the responsibility of

each manager to select the right candidate under him and pay

attention to the development and satisfaction of each sub-ordinate.

People Oriented:-Human Resource Management focuses on and

values people at work both as individuals and groups. It

encourages people to develop their full potential and in return give

the best to the organization.

Action-Oriented:-Human Resource Management does follow
rules, records, and policies but it stresses the action. The focus
is on providing an effective and timely solution to employees for
any problems, tensions, or controversies faced by them.

Future-Oriented:-To sustain and grow in this competitive

environment organizations follow long term strategic planning.
Effective Human Resource Management prepares people for
current as well as future challenges, especially working in an
environment characterized by dramatic changes.
Development Oriented:-HRM continuously works towards the
development of employees. There are various tools used to
make the employees reach their maximum potential. Training
programs are held to help employees enhance their skills and
knowledge. Monetary and non-monetary reward structures
are tuned to motivate the employees.
Enhance Employee Relations:-HRM helps to build a healthy
relationship between the employees at various levels. It
encourages mentoring and counseling to help employees in
times of need. It aims at creating a culture in the organization
that is conducive to learning and growth.
Interdisciplinary Function:-The knowledge that
has influenced Human Resource Management
is interdisciplinary in nature. It drives knowledge
from five major bodies: education, system
theory, economics, psychology, and
organizational behaviour.
Scope Of HRM
HRM in Personnel Management:-The objective here is
to ensure the individual growth of each employee
which indirectly contributes to the overall growth of
the entire organization.
HRM in Employee Welfare:-This aspect of HRM is
concerned with the working condition and the
amenities at the workplace. It makes the environment
worth working by eliminating workplace hazards,
providing job safety, medical and health services etc.
HRM in Industrial Relation:-The main aim of this
aspect is to maintain peace and harmony in the
organization. It requires effective interaction
with the labour or employee unions, sensitively
addressing their grievances and settling their
disputes.
 Objectives of HRM

The primary objective of HRM is to place a

competent and willing workforce in the right
position and at the right time.
Further, it aims to obtain maximum individual
development, desirable working conditions and at
the same time, it focuses on contributing to the
realization of the organizational goals.
1) To help the organization achieve its goals.

2) To employ a skilled workforce and focus on

their training and development.

3) To ensure employee job satisfaction and

maintain a quality of work-life.

4) Societal Objective.
To help the organization achieve its goals: HRM is
the means to assist the organization to achieve its
goals. It ensures effective utilization of Human
Resources which in turn results in the efficient
utilization of all the other organizational resources.

To employ a skilled workforce and focus on their

training and development: HRM aims at employing
the skills and abilities of the workforce efficiently. It
generates maximum development of Human
Resources within the organization by offering
opportunities for growth to employees through
training and development.
To ensure employee job satisfaction and maintain a
quality of work-life: HRM focuses on fulfilling the
personal objectives of the employees which helps in
enhancing their contribution to the organization.
Their objective is to ensure respect for human
beings by providing various services and welfare
facilities to the personnel.

Societal Objective: HRM must ensure that there is

compliance with the legal and ethical standards of
the society at each level and function of the
organization. It implies that organizations manage
human resources in an ethical and socially
responsible manner.
Functions of HRM
HR Planning:-Human Resource Planning is a process that
identifies current and future human resource needs for an
organization to achieve its goals.
Job Analysis and Design:-Job Analysis is the determination of
the precise characteristics of a job through an in-depth and
detailed examination of the activities to be performed. Job
design allows job analysis. It involves designing the content
of a job, it combines the tasks into a job to be assigned to an
individual and further fixes the duties and responsibilities to
do the job.
Recruitment and Selection:-Recruitment is the
process of searching the best-qualified candidate
from within or outside the organization in a cost-
effective manner.
Orientation and Placement:-Orientation is the
process in which the new employees are
introduced and made familiar to their jobs,
complex processes, coworkers, and organizations.
Placement includes assigning tasks to new
employees and the promotion or transfer of
present employees.
Training and Development:-Training is the
process of enhancing the knowledge and skill
of an employee required for a particular job.
Development is an ongoing and continuous
process that aims at improving the personality
and attitude of employees.
 Functions of Human Resource
Management
Human Resource Management functions can be
classified in following three categories.
Managerial Functions,
Operative Functions, and
Advisory Functions
1. Human Resource Planning - In this function of HRM, the
number and type of employees needed to accomplish
organizational goals is determined. Research is an important
part of this function, information is collected and analyzed to
identify current and future human resource needs and to
forecast changing values, attitude, and behaviour of employees
and their impact on organization.
2. Organizing - In an organization tasks are allocated among its
members, relationships are identified, and activities are
integrated towards a common objective. Relationships are
established among the employees so that they can collectively
contribute to the attainment of organization goal.
3. Directing - Activating employees at different level and
making them contribute maximum to the organization is
possible through proper direction and motivation. Taping
the maximum potentialities of the employees is possible
through motivation and command.
4. Controlling - After planning, organizing, and directing,
the actual performance of employees is checked,
verified, and compared with the plans. If the actual
performance is found deviated from the plan, control
measures are required to be taken. 
 Operative Functions 
1. Recruitment and Selection - Recruitment of candidates is the function

preceding the selection, which brings the pool of prospective candidates for
the organization so that the management can select the right candidate

from this pool.

2. Job Analysis and Design - Job analysis is the process of describing the

nature of a job and specifying the human requirements like qualification,

skills, and work experience to perform that job. Job design aims at outlining
and organizing tasks, duties, and responsibilities into a single unit of work for

the achievement of  certain objectives.

3. Performance Appraisal - Human resource professionals are required to

perform this function to ensure that the performance of employee is at

acceptable level.
4. Training and Development - This function of human resource
management helps the employees to acquire skills and knowledge to
perform their jobs effectively. Training an development programs are
organized for both new and existing employees. Employees are
prepared for higher level responsibilities through training and
development.
5. Wage and Salary Administration - Human resource management
determines what is to be paid for different type of jobs. Human
resource management decides employees compensation which
includes -  wage administration, salary administration, incentives,
bonuses, fringe benefits, and etc,.
6. Employee Welfare - This function refers to various services, benefits,
and facilities that are provided to employees for their well being.
7. Maintenance - Human resource is considered as asset for the organization.
Employee turnover is not considered good for the organization. Human
resource management always try to keep their best performing employees
with the organization.
8. Labour Relations - This function refers to the interaction of human resource
management with employees who are represented by a trade union.
Employees comes together and forms an union to obtain more voice in
decisions affecting wage, benefits, working condition, etc,.
9. Personnel Research - Personnel researches are done by human resource
management to gather employees' opinions on wages and salaries,
promotions, working conditions, welfare activities, leadership, etc,. Such
researches helps in understanding employees satisfaction, employees
turnover, employee termination, etc,.
10. Personnel Record - This function involves recording, maintaining,
and retrieving employee related information like - application
forms, employment history, working hours, earnings, employee
absents and presents, employee turnover and other other data
related to employees.
 Advisory Functions 
1. Advised to Top Management:-Personnel manager
advises the top management in formulation and
evaluation of personnel programs, policies, and
procedures.
2. Advised to Departmental Heads:-Personnel manager
advises the the heads of various departments on
matters such as manpower planning, job analysis, job
design, recruitment, selection, placement, training,
performance appraisal, etc.
 Importance of Human Resource
Management
Organisation Significance:-HRM is of vital importance to the
individual organisation as a means for achieving their objectives.
It contributes to the achievement of organisational objectives in
the following ways:
1. Good human resource practice can help in attracting and
retaining the best people in the organisation.
2. Developing the necessary skills and right attitudes among the
employees through training, development, performance appraisal,
etc.
3.Securing willing cooperation of employees through

motivation, participation, grievance handling, etc.

4. Effective utilisation of available human resources.

5. Ensuring that enterprise will have in future a team of

competent and dedicated employees.

Social Significance: Social significance of HRM lies in the need
satisfaction of personnel in the organisation. Since these
personnel are drawn from the society, their effectiveness
contributes to the welfare of the society. Society, as a whole,
is the major beneficiary of good human resource practice.
i. Employment opportunities multiply.
ii. Eliminating waste of human resources through conservation
of physical and mental health.
iii. Scare talents are put to best use. Companies that pay and
treat people well always race ahead of others and deliver
excellent results
Professional Significance: Professional significance of HRM lies in
developing people and providing healthy environment for effective
utilisation of their capabilities.

This can be done by:

1. Developing people on continuous basis to meet challenge of their

job.

2. Promoting team-work and team-spirit among employees.

3. Offering excellent growth opportunities to people who have the

potential to rise.

4. Providing environment and incentives for developing and utilising

creativity.