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Overview of HRM
Objectives

  • After completing this session, you will be
    able to:
     – Define Human Resource
       Management

     – Examine the nature of HRM in
       organisations

     – Describe the scope and importance
       of Human Resource Management

     – Explain important terminologies
Topics

• Following are the topics covered in this
  session:
   – Understanding HRM and its nature
   – Scope and importance of HRM in organisations
   – Important terminologies to know
   – Summary
Understanding HRM and its Nature




               In this module, we will define
                  HR and discuss how it is
               important in an organisation..
Understanding HRM and its Nature

 • Human Resource Management (HRM) is
   the ever dynamic field in the management
   of businesses and organisations, today.

 • HRM is exciting and challenging and
   deeply satisfying if handled well.

 • A career in HRM is a rewarding experience.

 • A HR professional deals directly with
   people and for people.
Introduction (Contd.)

  •   HR is a challenging profession as it deals with people of diverse
      nature.

  •   Different people are different due to various reasons such as:
       – Economic
       – Cultural
       – Political
       – Gender
       – Age

  •   All employees of an organisation need to be managed towards
      achieving a common purpose.

  •   The people are the single most important resource in any company.

  •   Even though organisations need resources like machines and
      computers, it is still the people who will be using them.
Human Beings as Resources
   • A resource is any article or thing of a limited
     availability that helps to produce goods that have
     economic value.

   • Human beings are considered as resources as
     they have the ability to change raw materials into
     valuable resources that have economic value.

   • This means human efforts can create or build
     something of value.

   • Human resources are those
     skills, energies, talents, abilities and knowledge
     that are used for the production of goods or
     services.
Definition of Human Resource Management

•   If an organisation has to use the skills and talents of all the
    people employed, it has to manage and co- ordinate them in a
    proper way.

•   Hiring and maintaining employees is the primary function of an
    organisation.

•   HRM can be defined as the management function of recruitment,
    selection, training and development of the people in an
    organisation.

•   The Human Resources Management role helps an organisation to
    reach its goals by:
     –   Hiring the best talents
     –   Overseeing their training and development
     –   Motivating
     –   Evaluating performance
     –   Providing suitable compensation
Nature of HRM

 • HR supports the management in all its activities.

 • Managing human resources means helping the
   managers of a company to

 • Recruit and select the right persons

 • Train and develop employees

 • Keep the employees motivated and satisfied

 • HRM is concerned with people’s dimensions in
   organisations.
Elements that Constitute the Nature of HRM

  • It’s the people
     – Companies are built of people and not of
       machines, walls and stocks.

     – It’s the people who staff and manage
       the companies.

  • It’s the application of management
    principles.

     – Principles regarding
       attracting, developing, maintaining and
       suitably rewarding people have to be
       applied in a scientific and appropriate
       manner.
Elements that Constitute the Nature of HRM

  •   It’s making integrated decisions.
        – Decisions on the many different aspects of
            employment and employment life must be consistent
            with the other HR decisions. It should also be in line
            with the company objectives.

  •   It’s influencing the effectiveness of the company
        – Decisions must influence the effectiveness of the
             company in terms of bettering the services to
             customers in the form of high quality products at
             reasonable cost.

  •   So the nature of HRM consists of a set of functions and
      activities that are designed and applied to maximize the
      company’s objectives in the most effective manner.

  •   At the same time it must ensure that their people too are
      benefited and satisfied.
  •
Scope and Importance of HRM




              In this topic, we will discuss the
                scope of HR function and its
                      importance at the
                     organisational level.
Scope and Importance of HRM

 • The scope of HR is vast and it is
   challenging.

 • HRM is concerned with the
   management of a company’s most
   valued assets - the people.

 • HRM is a threefold function. They are as
   follows:
     – 1. Bring talent into the organisation
     – 2. Develop the talent in the organisation
     – 3. Motivate talent as high performers
Scope (Contd.)

  • The HR needs to perform functions
    involving:
     –   Employees
     –   Management
     –   Business goals
     –   The functions can be categorized in
         the following way:
     –   Recruitment and Selection
     –   Induction
     –   Training and Development
     –   HR system and Procedures
     –   Performance Management System
Scope (Contd.)

  • These functions can be expanded into these following activities:
      –   HR Planning
      –   Job Analysis and Design
      –   Recruitments
      –   Interviews and Selection
      –   Induction / Orientation
      –   Remuneration and Rewards
      –   Performance Appraisal and Job Evaluation
      –   Training and Development
      –   Motivation
      –   Policy Making
      –   Administration and Implementation of Rules and Regulations
      –   Organisational Development
      –   Benchmarking with Best Practices
Scope (Contd.)

  • HRM has become strategic due to
    accelerating rate of transformation of the:
     – Economy
     – Corporate cultures
     – Legal environment
     – Perceptions of the workforce
Importance at Organisational Level
•   Firstly, it is continuous role. Right from the time a person
    joins the organisation till his/her leaving, the HR
    department is actively involved.

•   The purpose of HR is to sustain the goals of the
    organisation.

•   The HR is regularly monitoring and making periodic checks
    on the activities of the employees for regulation and
    problem solving.

•   The HR is referred to as the eyes and ears of the company

•   It is the HR who values the people and who works towards
    creating competitiveness well as compassion at the work
    place

•   The HR design policies and procedures for organisations
    and thus become partners in the business of the
    organisation.
Importance at Organisational Level

  • The HR benchmarks for best practices and
    infuses them within their own company

  • The HR continuously strives to optimise
    resources for mutual benefit

  • Lastly HR is the single point of contact for
    all employees in the organisation.
Important Terminologies to Know




                In this topic, we will look at
               some important terminologies
                        related to HR.
What are the Different Terminologies?

  • Some of the frequently used
    terms in HR are:
     – Industrial Relations Management
     – Labour Relations Management
     – Personnel Management
     – Personnel Administration
     – Human Resource Development
     – Human Capital Management
Industrial Relations

  • After the industrial revolution, there was a
    growing need to hire huge numbers of
    employees to work at the factories.

  • With the number of workers
    increasing, issues regarding their rights
    subsequently emerged.

  • This lead to the formation of trade unions.

  • After the trade union movement, there was
    need to regulate the issues of the
    employees.

  • This gave birth to Industrial Relations
    Management.
Industrial Relations (Contd.)

  • Some functions of Industrial Relations
    Management are:

     – Man hours regulation
     – Making job duties,
     – Dealing(bargaining) with various job
       authorities,
     – Grievance handling
     – Non exploitative wages and salary
       administration
Personnel Management

 •   With the processes and management getting more
     scientific because of researchers like Frederick Taylor
     and Abraham Maslow, Industrial relations made some
     major and evolutionary changes.

 •   The thoughts that were raised on that research, led to
     the scope evolving into a more human outlook.

 •   Now planning was the result of co operation between
     management and workers and every administrative
     policy or procedure laid down was done scientifically.

 •   The function of looking into the employees’
     betterment came to be called as Personnel
     Management.

 •   This function is also called Personnel Administration
Human Resource Development

 • The term, Human Resource Management
   or HRM came into existence only in the
   1970s.

 • This was due to a shift in professional
   values from concern for welfare to a
   focus on efficiency.

 • Another term that evolved subsequently
   was Human Resource Development.

 • HRD focuses on those activities that are
   only related to employee development.
Summary

• In this module we have learnt;

   – Human Resource Management can be defined as the
     management function of recruitment, selection, training and
     development of the people in the organisation.

   – The four elements that constitute the nature of HRM

   – HRM is a threefold function.

   – Some HRM functions are: Human resource planning, job
     analysis and design, recruitments, interviews and
     selection, induction, remuneration, performance appraisals and
     job evaluation and training.
Congratulations!
 You have successfully
completed the session
  ‘Overview of HRM.’

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HR-Session 1 Overview of HRM

  • 2. Objectives • After completing this session, you will be able to: – Define Human Resource Management – Examine the nature of HRM in organisations – Describe the scope and importance of Human Resource Management – Explain important terminologies
  • 3. Topics • Following are the topics covered in this session: – Understanding HRM and its nature – Scope and importance of HRM in organisations – Important terminologies to know – Summary
  • 4. Understanding HRM and its Nature In this module, we will define HR and discuss how it is important in an organisation..
  • 5. Understanding HRM and its Nature • Human Resource Management (HRM) is the ever dynamic field in the management of businesses and organisations, today. • HRM is exciting and challenging and deeply satisfying if handled well. • A career in HRM is a rewarding experience. • A HR professional deals directly with people and for people.
  • 6. Introduction (Contd.) • HR is a challenging profession as it deals with people of diverse nature. • Different people are different due to various reasons such as: – Economic – Cultural – Political – Gender – Age • All employees of an organisation need to be managed towards achieving a common purpose. • The people are the single most important resource in any company. • Even though organisations need resources like machines and computers, it is still the people who will be using them.
  • 7. Human Beings as Resources • A resource is any article or thing of a limited availability that helps to produce goods that have economic value. • Human beings are considered as resources as they have the ability to change raw materials into valuable resources that have economic value. • This means human efforts can create or build something of value. • Human resources are those skills, energies, talents, abilities and knowledge that are used for the production of goods or services.
  • 8. Definition of Human Resource Management • If an organisation has to use the skills and talents of all the people employed, it has to manage and co- ordinate them in a proper way. • Hiring and maintaining employees is the primary function of an organisation. • HRM can be defined as the management function of recruitment, selection, training and development of the people in an organisation. • The Human Resources Management role helps an organisation to reach its goals by: – Hiring the best talents – Overseeing their training and development – Motivating – Evaluating performance – Providing suitable compensation
  • 9. Nature of HRM • HR supports the management in all its activities. • Managing human resources means helping the managers of a company to • Recruit and select the right persons • Train and develop employees • Keep the employees motivated and satisfied • HRM is concerned with people’s dimensions in organisations.
  • 10. Elements that Constitute the Nature of HRM • It’s the people – Companies are built of people and not of machines, walls and stocks. – It’s the people who staff and manage the companies. • It’s the application of management principles. – Principles regarding attracting, developing, maintaining and suitably rewarding people have to be applied in a scientific and appropriate manner.
  • 11. Elements that Constitute the Nature of HRM • It’s making integrated decisions. – Decisions on the many different aspects of employment and employment life must be consistent with the other HR decisions. It should also be in line with the company objectives. • It’s influencing the effectiveness of the company – Decisions must influence the effectiveness of the company in terms of bettering the services to customers in the form of high quality products at reasonable cost. • So the nature of HRM consists of a set of functions and activities that are designed and applied to maximize the company’s objectives in the most effective manner. • At the same time it must ensure that their people too are benefited and satisfied. •
  • 12. Scope and Importance of HRM In this topic, we will discuss the scope of HR function and its importance at the organisational level.
  • 13. Scope and Importance of HRM • The scope of HR is vast and it is challenging. • HRM is concerned with the management of a company’s most valued assets - the people. • HRM is a threefold function. They are as follows: – 1. Bring talent into the organisation – 2. Develop the talent in the organisation – 3. Motivate talent as high performers
  • 14. Scope (Contd.) • The HR needs to perform functions involving: – Employees – Management – Business goals – The functions can be categorized in the following way: – Recruitment and Selection – Induction – Training and Development – HR system and Procedures – Performance Management System
  • 15. Scope (Contd.) • These functions can be expanded into these following activities: – HR Planning – Job Analysis and Design – Recruitments – Interviews and Selection – Induction / Orientation – Remuneration and Rewards – Performance Appraisal and Job Evaluation – Training and Development – Motivation – Policy Making – Administration and Implementation of Rules and Regulations – Organisational Development – Benchmarking with Best Practices
  • 16. Scope (Contd.) • HRM has become strategic due to accelerating rate of transformation of the: – Economy – Corporate cultures – Legal environment – Perceptions of the workforce
  • 17. Importance at Organisational Level • Firstly, it is continuous role. Right from the time a person joins the organisation till his/her leaving, the HR department is actively involved. • The purpose of HR is to sustain the goals of the organisation. • The HR is regularly monitoring and making periodic checks on the activities of the employees for regulation and problem solving. • The HR is referred to as the eyes and ears of the company • It is the HR who values the people and who works towards creating competitiveness well as compassion at the work place • The HR design policies and procedures for organisations and thus become partners in the business of the organisation.
  • 18. Importance at Organisational Level • The HR benchmarks for best practices and infuses them within their own company • The HR continuously strives to optimise resources for mutual benefit • Lastly HR is the single point of contact for all employees in the organisation.
  • 19. Important Terminologies to Know In this topic, we will look at some important terminologies related to HR.
  • 20. What are the Different Terminologies? • Some of the frequently used terms in HR are: – Industrial Relations Management – Labour Relations Management – Personnel Management – Personnel Administration – Human Resource Development – Human Capital Management
  • 21. Industrial Relations • After the industrial revolution, there was a growing need to hire huge numbers of employees to work at the factories. • With the number of workers increasing, issues regarding their rights subsequently emerged. • This lead to the formation of trade unions. • After the trade union movement, there was need to regulate the issues of the employees. • This gave birth to Industrial Relations Management.
  • 22. Industrial Relations (Contd.) • Some functions of Industrial Relations Management are: – Man hours regulation – Making job duties, – Dealing(bargaining) with various job authorities, – Grievance handling – Non exploitative wages and salary administration
  • 23. Personnel Management • With the processes and management getting more scientific because of researchers like Frederick Taylor and Abraham Maslow, Industrial relations made some major and evolutionary changes. • The thoughts that were raised on that research, led to the scope evolving into a more human outlook. • Now planning was the result of co operation between management and workers and every administrative policy or procedure laid down was done scientifically. • The function of looking into the employees’ betterment came to be called as Personnel Management. • This function is also called Personnel Administration
  • 24. Human Resource Development • The term, Human Resource Management or HRM came into existence only in the 1970s. • This was due to a shift in professional values from concern for welfare to a focus on efficiency. • Another term that evolved subsequently was Human Resource Development. • HRD focuses on those activities that are only related to employee development.
  • 25. Summary • In this module we have learnt; – Human Resource Management can be defined as the management function of recruitment, selection, training and development of the people in the organisation. – The four elements that constitute the nature of HRM – HRM is a threefold function. – Some HRM functions are: Human resource planning, job analysis and design, recruitments, interviews and selection, induction, remuneration, performance appraisals and job evaluation and training.
  • 26. Congratulations! You have successfully completed the session ‘Overview of HRM.’