IMPORTANC OF
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HRM is the art of PROCURING,
DEVELOPING and MAINTAINING
COMPETENT WORKFORCE to achieve
organizational goals effectively.
The process of employing people,
developing their resources, utilizing,
maintaining & compensating their
service in tune with the job &
organizational requirements with a view
to contribute to the goals of the
organization, individual & the society.
“ The human resource management refers to the
philosophy, policies, procedures, & practice
related to the management of people within an
organization.”
Wendell L French
HRM is a process consisting of the
acquisition, development,
motivation & maintenance of
human resources.
Stephen P Robbins
SCOPE OF
Personnel
HRM • This aspect of HRM is concerned with the
manpower planning, recruitment, selection,
placement, induction, transfer, promotion,
Aspect demotion, termination, training & development,
layoff & retrenchment, wage & salary
administration, incentives, productivity etc.
• The welfare aspect is concerned with working
conditions & amenities such as canteens, crèches,
Welfare Aspect rest rooms, lunch rooms, housing, transport,
education, medical help, health & safety, washing
facilities recreation & cultural activities etc.
• This aspect is concerned with employees. It
Industrial includes union management relations, joint
consultation, negotiating collective bargaining,
Aspect
grievance handling, disciplinary actions, settlement of
industrial disputes etc.
IMPORTANCE OF
HRMImportance for the
Organization
Importance for the employees
Importance for the society
OBJECTIVES OF
HRM
Societal Objectives
To manage human resources in an ethical &
socially responsible manner.
Organizational Objectives
HR department, like any other department in an
organization, should focus on achieving the goals
of the organization first. If it does not meet this
purpose, the HR department cannot exist in the
long run.
Functional Objectives
To maintain the HRM departments contribution at a
level appropriate to the organization's needs.
Resources are wasted when HRM is either more or
less sophisticated to suit the organization's
demands.
Personnel Objectives
HRM should assist the employees in achieving their
personal goals, at least in so far as these goals
enhance the individual’s contribution to the
organization.
PERSONNEL MANAGEMENT HRM
It is a traditional approach to It is modern approach to managing
managing people
people in the organization. in the organization.
It focuses on personnel It focuses on acquisition,
administration, employee welfare, & development, motivation &
labor relation. maintenance of HR in the
organization.
It assumes people as input for It assumes people as in important &
achieving the desired output. valuable resource for achieving the
desired output.
It undertaken for employee It undertaken for goal achievement.
satisfaction.
Job design is done on the basis of Job design function is done on the
division of labour. basis of group work/teamwork.
Employees are provided with less Employees are provided with more
training & development training & development.
opportunities.
Decisions are made by the top Decisions are made collectively after
management as per the rules & considering employee’s
regulation of the organisation participation, authority,
FUNCTION OF HRM
1. MANAGERIAL FUNCTION
a. Planning- pre-determined course of action, it
involves planning of HR,
requirements, selection, training
etc.
b. Organizing- an organization is a means to an end. It
is essential to carry out
the determined course of action.
c. Directing- activating employees at different level &
making them contribute
maximum to the
organization is possible through proper
direction & motivation.
d. Controlling - If the actual performance is found
deviated from the plan, control
measures are
2. OPERATIVE FUNCTIONS
It is concerned with securing & employing the people
Employment possessing the required kind & level of human resources
necessary to achieve the organizational objectives.
3.Recruitme
nt
2.HR
Planning 4.Selection
1.Job 5.Placemen
Analysis t
6.Induction And
Orientation
It is the process of improving, molding &
Human Resource changing the skills, knowledge, creative ability,
Development aptitude, values, commitment etc based on
present & future job organizational
requirements.
Performance
Appraisal
Training Managerial
Development
Carrer Promotio
Planning & Transfer n
Development
Demotion Retention
Management
Compensation It is the process of providing adequate,
equitable & fair remuneration to the employees
Wage & salary
Administration
Incentives
Fringe Benefits
Social Security
Measures
Human Relations
It is the process of interaction among human
beings. Human relations is an area of management
in integrating people into work situation in a way
that motivates them to work together productively
cooperatively & with economic, psychological &
social satisfaction.
Industrial relations
It refers to the study of relations among
employee, employer, government & trade unions.
It includes Trade union, collective bargaining,
Quality circles etc,.
Recent Trends in HRM
HRM has been advancing at a fast rate. The
recent trends in HRM includes Quality of work
life, Total quality in human resources, HR
accounting, audit & research & Recent
techniques of HRM.
IMPORTANC OF
E
DISCLAIMER: All materials presented on this PowerPoint are not original works, all are lifted from the internet using google image
and other websites. Any republication, retransmission, reproduction, downloading, storing, or distribution of all or part of any slides
found on this site are expressly prohibited except for educational purposes only.
