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INTRODUCTION TO

HUMAN RESOURCE

MANAGEMENT

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According to Adi Godrej,

all corporate strengths aredependent on people.

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Human Resource Management

The real sources of competitive leverage arethe culture and capabilities of your organization

that derive from how you manage your people.

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Human Resource Management

HRM is the function performed inorganizations that facilitates the most

effective use of people to achieve

organizational and individual goals.

Ivancevich and Glueck

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History of HRM - 1

Scientific Management Approach (mid 1900s)

Study of motion and fatigue

one-best-way to accomplish the task

Piece-rate system Welfare programmes

Failed to bring behavioural changes and increase in

productivity

Human Relations Approach (1930-40) Effect of social and psychological factors

Relations and respect High Productivity

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History of HRM - 2

Human Resources Approach (1970s)

Principles

Employees are assets

Policies, programmes and practices - help in work and

personal development

Conducive environment

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Challenges of HRM

Individuals differ from

one another

Customization ofstimulation and

motivation

Demanding personnel

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Scope of HRM

The scope of HRM is very wide.

The Indian Institute of Personnel Management has

specified the scope of HRM as follows:

Personnel

Aspect

Welfare

Aspect

Industrial

Relations

Aspect

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Functions of HRM

A. Managerial Functions:

Planning, Organizing, Directing , Controlling

B. Operative Functions:Procurement functions, Development functions,

Motivation & compensation, Maintenance,

Integration, & Separation.

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Planning Determine the personnel prog regdrecruitment, selection, & training to achievedesired objectives.

Organizing design structure of relationships

b/w jobs, personnel and physical factors. Directing Getting people to do work willingly

& effectively thro supervision and guidance,motivation & leadership.

Controlling ensure accomplishment of planscorrectly- measure performance thro reviewreports, records etc.

Managerial Functions

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Procurement Development Motivation &

Compensat

ion

Integration Maintenance Separation

Job Analysis Training Job design Grievance

redressal

Health & safety Retirement

HR Planning Executive

development

Work scheduling Discipline Employee

welfare

Layoff

Recruitment Career planning

&

development

Motivation Teams &

teamwork

Social security

measures

Outsourcing

Selection Human Resource

development

Job evaluation Collective

bargaining

Discharge

Placement Performance

appraisal

Employee

participation

&empowerme

nt

Induction &

orientation

Compensation

administrati

on

Trade unions &

associations

Internal Mobility Incentives &benefits.

Industrialrelations

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PERSONNEL MGT HRM

Mgmt of people employed Mgmt of KSA, abilities, attititudes..

Man is an economic

resource/service exchangedfor wage / salary

Man is an economic, social &psychological

Commodity that can bepurchased & used

Treated as a valuable resource

Employees are cost centers,mgmt controls cost

Profit centre- invest capital fordevelopment & future use

Used organisational benefit Used for organisation, individual &family benefit

Auxiliary function Strategic mgmt function

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