Basics of HRM

1. Human Resource Management

2. • Concept, Nature and Scope of Human Resource Management,
• Evolution of HRM,
• System Approach to HRM,
• Changing environment of HRM,
• Important HRM issues today,
• Overview of Strategic Human Resource Management.

3. Testimonial on HRM
“Man of all the resources available to man, can grow and develop.”
- Peter F Drucker
“ Take our 20 best people away, and I will tell you that Microsoft
would become an unimportant company.” - Bill Gates
“ Business houses are made or broken in the long-run not by
markets or capital, patents or equipment but by men.”
- L.F. Urwick

4. HRM meaning and definition
“HRM is the recruitment, selection, development, utilization of and
accommodation to human resources by organizations.”
- French Wendell
“HRM is a process of acquiring, training, appraising, and
compensating employees and attending to their labour relations,
health, safety and fairness concerns.” - Gary Dessler
“HRM is planning, organizing, directing and controlling of the
procurement, development, compensation, integration, maintenance,
and separation of human resources to the end that individual,
organizational and social objectives are achieved.” - Flippo

5. Nature of HRM
 Pervasive force, permeates all levels of management
 Action and future oriented and continuous
 Individual, people oriented aiming at development
 Integrating mechanism
 Staff function, has advisory role
 Interdisciplinary

6. Scope of HRM (3 Ps)
People
Process
Performance

7. Scope of HRM (by NIPM)
Personnel
• Manpower
planning
• Recruitment
• Selection
• Placement
• Transfer
• Promotion
• Training &
Development
• Termination
• Compensation
• Productivity
Welfare
• Working
conditions
• Amenities
such as:-
Canteens,
creche,
transport,
medical
assistance,
education,
health, safety,
recreation,
various other
facilities
Industrial
relation
• Union
management
relations
• Joint
consultation
• Collective
bargaining,
grievances,
disciplinary
procedure and
settlement of
disputes.

8. Objective of HRM
OBJECTIVES SUPPORTING FUNCTIONS
1. Societal objectives Legal compliance, Employee
benefits, Union-management and
relations
2. Organizational objectives HR Planning, Employee relations,
Selection, T&D, Appraisal,
Placement, Assessment
3. Functional objectives Appraisal, Placement, Assessment
4. Personal objectives T&D, Appraisal, Placement,
Compensation, Assessment

9. Evolution of HRM
 The Industrial revolution 1850s
Welfare officer
 Scientific management 1911
 Trade unionism 1926
Labour Officer
 Human relations movement 1930-40
 Human resources approach 1960s – Personnel Mgmt
 Advent of technology 1980s - HRM
 Human values & productivity 1990s – SHRM heading to HCM

10. Various milestones

11. What is a system
Material,
Information,
Energy, People
Productivity
i.e. Product or
Service,

12. Business system
R&D
Production
Marketing
& Sales
Finance
&
Accounts
HRM
Business
Sub-systems are inter-connected

13. Systems approach to HRM
Input-
Employee
Output-
Productive emp,
QWL, Change
agent
MIS

14. SHRM

15. HRD

16. Features of HRD
 HRD is a system
 HRD is a planned process
 HRD involves development of competencies at 4 levels
i. Individual
ii. Interpersonal
iii. Group/ Team
iv. Organizational
 HRD is an interdisciplinary concept
 HRD improves quality of life

17. Objectives of HRD
 Develop capabilities of employee, current and future role
 Dyadic relationship between each employee and employer
 Creating an environment of trust, enthusiasm, involvement,
collaboration, problem-solving, and innovation
 Team spirit and functioning in an organization

18. Stages of career

19. Snap Test
• What are the points of distinction in
traditional HRM and SHRM? Elaborate by
explaining the difference on the points
identified by you.
A4 sheet, both sides 10 Marks