Transcript HUMAN RESOURCE MANAGEMENT

MEANING AND CONCEPT
HRM is concerned with the human beings
Human resource is the total knowledge, abilities,
skills, talents and aptitudes of an organisation’s
work force.
 It is a resource like any other natural resource.
 It includes management of skills, attitudes and
aspirations of people.
 Humane approach
 Also called labour-management relations,
labour management, human capital mgt,
employer-employee relations


According to Edwin Flippo,
Human Resource management is the planning,
organizing, directing and controlling of the
procurement, development, compensation,
integration, maintenance and reproduction of human
resources to the end that individual, organisational
and social objectives are accomplished.
Features
Managing people
Development of individuals
Management function
Staffing function
Achieving competitive advantage









Part of process of Management
Comprehensive function
People oriented
Based on human relations
Pervasive function
Continuous process
Science as well as an art
interdisciplinary






Labour as commodity- hired on the basis of need
Labour as a tool for higher production/ mechanistic
approach- like material, capital.
Paternalistic approach-schemes introduced, trade
unions, collective bargaining
Humanitarian concept/ humanistic concept/social
system approach- physical, social and psychological
needs, human relations concept.
Human resource concept- assets, satisfying
aspirations of people, motivation, group dynamics etc
Emerging concept/ the partnership concept- quality
of work life, emerging as special discipline &
profession.





For better industrial relations
Develop organizational commitment
Coping with changing environment
Change in political philosophy
Increased pressure on employees
MEANING
HRM
HRD
1) MEANING
It is the planning,
organizing, directing and
controlling of the
procurement,
development,
compensation,
integration, maintenance
and reproduction of
human resources to the
end that individual,
organisational and social
objectives are
accomplished.
It is a process concerned
with an organised series of
learning activities
designed to produce
behavioural changes that
they acquire desired level
of competence for present
and future roles.
2) MECHANISMS
It considers salary and
other economic factors as
important motivators
It considers autonomous
work groups, job
enrichment, job challenges
& creativity as the main
motivating forces
3) EMPHASIS ON
CULTURE
Its emphasis is on
increasing people
efficiency
Its efficiency is on building
the right type of culture in
the organisation- a
culture which has
characteristics as mutual
trust, openness,
collaboration, clarity of
goals
4)RESPONSIBILITY
Personnel dept or HRM
Concern of al managers in
the org.
5) SCOPE
It has wider scope
It has narrow scope
BASIS
PERSONAL MGT
HRM
1) SCOPE
PM has limited scope &
internal orientation
It has broader scope,
broader horizon, viewpoint
& integrated external
orientation
2) TREATMENT OF
LABOUR
Labour is treated as a tool
whose behaviour is to be
manipulated for meeting
org. objectives
It treats people as assets to
be used for the benefit of
org., its employees &
society
3) SUPREMACY OF
INTEREST
Interest of the
organisation are
uppermost
Mutuality of interest
exists, goal congruence
exits
4) TYPE OF ACTIVITY
PM is treated as a routine
activity to hire employees
& maintaining personal
records
HRM is treated as
specialized function
involving PODCC of
PDMIC of human
resources in org.
5) MANAGERIAL TASK
Managerial task with
respect to labour is
monitoring
Managerial task with
respect to labour is
nurturing
6) NATURE
Traditional concept
Broader concept and
includes personal mgt
7) STRATEGIC
MANAGEMENT
PM is not considered as a
part of strategic mgt of
business
HRM is a significant part of
strategic mgt. of business.






Identifying and developing persons
Retaining suitable persons
Creating work culture
Educating managerial personnel
Conducting research
Developing a communication system.




Recent origin
Lack of top management support
Improper implementation
Inadequate information
FUNCTIONS OF
HRM
MANAGERIAL
FUNCTIONS
OPERATIVE
FUNCTIONS
PLANNING
ORGANISING
DIRECTING
CO-ORDINATING
CONTROLLING
EMPLOYMENT
HUMAN RESOURCE
DEVELOPMENT
COMPENSATION
HUMAN RELATIONS
MAINTENANCE
EMPLOYMENT:
Job analysis, human resource planning,recruitment, selection,
placement, induction and orientation
2) Human resource development
Performance appraisal, training, management and development
3) Compensation
Job evaluation, wage and salary administration, fixing of
incentives, fringe benefits, social security measures, job
enrichment and job enlargement
4) Human relations- integration
Motivation, redressing employee grievances, handling
disciplinary cases, counselling employees solving their
problems and improving quality of work
5)Maintenance
Establishment of health, sanitation and safety standards
1)


ADVICE TO TOP MANAGEMENT
ADVICE TO DEPARTMENTAL HEADS








Lacks adequate attention
Excessive labour laws
Authoritarian culture
Does not attract talented persons
Conflict with line managers
Result not measurable
Approach not fully developed
Lack of professional attitude







Globalisation of business
Social factors
Technological factors
Work force diversity
Trends in nature of work
Increase in education levels
Changes in legal environment