Human resource management involves strategic management of employees to help a business gain a competitive advantage. It includes planning, organizing, directing and controlling how human resources are obtained, developed, compensated, integrated and maintained. The objectives of HRM are to help the organization achieve its goals by providing well-trained, motivated employees and making effective use of employee skills and knowledge. Key functions include recruitment and selection, training and development, performance management, compensation and benefits administration, and employee relations. HRM aims to satisfy both organizational and individual needs.

1. Human Resource Management
BY Humsi Singh

2. Introduction:
• Human resource management is the strategic approach to the
effective management of organization workers so that they help the
business gain a competitive advantage, Commonly known as the HR
Department, it is designed to maximize employee performance in
service of an employer's strategic objectives.
• According to 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, organizational and
societal objectives are accomplished.”

3. Features of Human Resource Management
• Biological Interactions
• Heterogeneous
• Dynamic in nature
• An important element
• Potential element
• Wider than Personnel Management

4. Characteristics of Human Resource Management
• Comprehensive
• People, Action and Individual-Oriented Process
• Development Oriented
• Pervasive Function
• Continuous Function
• Future-Oriented
• Challenging
• Science as well as art
• Staff Function
• Interdisciplinary

5. Importance of HRM
• HRM is important to all aspect for managers despite its various functions
because of the following reasons:
a) Right person for the right job
b) Low attrition rate
c) Ensure people to do their best
d) Avoid useless services
e) Avoid legal action for any discrimination
f) Effective training
g) Avoid unfair labor practices
h) Avoid useless interview
i) Equity towards employee

6. Objectives of HRM
• To help the organization attain its goal by providing well-trained and well-
motivated employees.
• To employ the skills and knowledge of the employees effectively and efficiently.
• To establish and maintain productive, self-respecting and internally satisfying
working relationships.
• To bring out maximum individual development of the organization by providing
equal opportunities.
• To secure the integration of all the individuals and groups.
• To develop and maintain quality life which makes the employment in the
organization desirable.
• To maintain high morale and good human relations and satisfy human needs.

7. Scope of HRM

8. Functions of HRM
1. Managerial Functions- a. Planning;
b. Organizing;
c. Directing;
d. Controlling.
2. Operative Functions- a. Procurement Function
i)Job Analysis
ii)Placement
iii)HRP
iv)Recruitment
v)Selection, induction and orientation

9. Functions of HRM (continued…)
b. Development Function
i)Performance Appraisal
ii)Training
iii)Executive Development
iv)Career Planning
3.Compensation Function-a. Job evaluation
b. Wage and Salary Administration
c. Bonus
4.Integration Function
5.Maintenance Function

10. Personnel and Human Resource Management
Basis of Difference Personnel Management Human Resource Management
Employment
contract
Always follow written document signed by both
parties
It deals with beyond the written document
Management
actions
It follows procedures and make guidelines for
individuals
It behaves according to needs
Managerial task Here, manager acts as a monitor Here, manager works as nurturer for the organization
Employee-relation Relation is made by the employer to labour only Customer acts as a key person for maintain the
relation with organization
Management role Transactional role performed by the management Transformational role performed by the management
communication Indirect communication Direct communication
Management skill They follow negotiation skill They follow facilitation skill
Pay Pay is based on job evaluation Pay structure is attached with performance of the
employee
Labour
management
They consider collective bargaining contracts It considers individual contracts for satisfaction of
employee
Job Design It is based on division of labour It is based on team work
Training &
Development
All the controlled courses are conducted for
training
Learning courses are conducted for training
Conflict handling It follows temporary method It is based on climate and culture

11. Conclusion
• Human resource management is the series of integrated decisions
that form the employment effective. Its quality contributes to the
ability of the organization and the employees to achieve its
objectives.
• Since every organization is made up of people acquiring their
services, developing their skills , motivating them to higher level of
performance.