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HRM Unit - 1-Notes

This document discusses key concepts in human resource management including: 1) It defines HRM as procuring, developing, and maintaining a competent workforce to achieve organizational goals efficiently. 2) The four main objectives of HRM are to help achieve organizational goals, provide a well-trained workforce, develop quality work life, and increase job satisfaction. 3) Some of the main functions of HRM are managerial functions like planning and organizing, and operational functions such as employment, training, and compensation.

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Atul Kumar
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73 views

HRM Unit - 1-Notes

This document discusses key concepts in human resource management including: 1) It defines HRM as procuring, developing, and maintaining a competent workforce to achieve organizational goals efficiently. 2) The four main objectives of HRM are to help achieve organizational goals, provide a well-trained workforce, develop quality work life, and increase job satisfaction. 3) Some of the main functions of HRM are managerial functions like planning and organizing, and operational functions such as employment, training, and compensation.

Uploaded by

Atul Kumar
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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HRM UNIT- 1

Presented by: Professor


Ankita Sharma
CONCEPT & DEFINITION
 Organization are association of people and
function through people.
 Every organization has 4 Ms- Men, Material,
Money, and Machinery.
 Out of all the 4 Ms ,”Men” or “ Human Resource “
is the most important resource because it makes
the best use of other resources available Money,
material and machines.
 Human Resource management may be defined as the
art of procuring developing and maintaining
competent workforce to achieve organizational goals
efficiently.
 It tries to secure best from people by winning their
whole hearted cooperation.
 According to Invancevich and Glueck, “ HRM is
concern with the most effective use of people to achieve
organizational and individual goals “.
NATURE OF HRM
Pervasive in Nature
Action oriented
People oriented
Development oriented
Integrated Machenism
Challenging function
Inter- Disciplinary function
OBJECTIVE OF HRM
 To help in achievement of organization goals.
 To Provide organization with well- Trained
and well motivated employees.
 To Develop and maintain a quality of work life.

 To employ skills and abilities of workforce


efficiency
 To increase Employee’s job satisfaction and
self actualization
 To communicate HR Policies to all employees

 To be Ethically and socially responsive to


needs of society.
EVOLUTION OF HRM
Industrial Revolution
Scientific Management
Trade Unionism
Human Relations Movement
Human Resource Approach
RELEVANCE OF HRM
Individual Level
Social Level
National Level
Corporate Level
Professional Level
HUMAN RESOURCES FUNCTIONS
Managerial Function –
 Planning

 Organisation

 Directing

 Coordinating

 Controlling
OperationalFunction—
Employment
Human Resource Development
Compensation
Human Relations
ROLE OF HR MANAGER
 Administrative Roles
 Policy- Maker

 Administrative Expert

 Advisor

 Housekeeper

 Counselor

 Welfare Officer

 Legal Consultant
ROLE OF HR MANAGER
 Operational Roles—
 Recruiter

 Trainer and Motivator

 Liaison officer

 Mediator

 Employee champion
ROLE OF HR MANAGER
StrategicRoles –
Strategic Partner
Change Champion
HRM IN INDIAN SCENARIO
 Recruitment ,Training and
Development
 Induction
 Retention Strategy
 Human Resource Development
(HRD)
 Leadership
 Subordinate Development
HUMAN RESOURCE POLICIES

 Policies are general statement that


guide thinking and action in decision
making. It is a plan of action .
 Human Resource policies personnel
policies are that set of organizational
processes which seek to establish
and maintain the employment
relationship.
 According to Dale Yoder , “ A Policy
is a predetermine and accepted
course of thought and action that is
defined and established as a guide
towards accepted goals and
objectives.”

 According to Brewster and Ricbell, “


HR Policies are a set of proposals
and actions that act as a reference
point for managers in the dealing
with employees .”
CHARACTERISTICS OF GOOD HR
POLICIES
 Related to objectives
 Easy to understand

 Precise

 Stable as well as flexible

 Based on Facts

 Appropriate Number

 Just , Fair and Equitable

 Encourage Self- Development

 Reasonable

 Review
OBJECTIVE OF HR POLICIES

To provide Consistency


To Assist in Supervision
To Give Employee Information
To help in Policy Administration
FACTORS AFFECTING HR
POLICIES

 Law of the country


 Social values and customs
 Management Philosophy and values
 Stages of Development
 Financial Position of the
organization
 Union objectives and practices
 Types of workforce
TYPES OF HR POLICIES

 Originated Policies
 Appealed Policies
 Imposed Policies
 General Policies
 Specific Policies
 Implied Policies
 Written Policies
FORMULATION OF HR POLICIES

 Identifyingthe need
 Gathering Information
 Examining Policy Alternatives
 Putting the Policy in Writing
 Getting Approval
 Communicating the Policy
 Evaluating the Policy
IMPORTANCE OF HR POLICIES

 Orientation
 Accountability
 Code of Conduct
 Coming on board
 Workplace Rules
 Improved chain of command
 Terminations

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