WELCOME TO HR WORLD

• White collar hiring dip 3% in June on cautious recruiter sentiments…..

• Bajaj Auto to partner with top universities, engineering colleges to set
up training centres……
• GlobalFoundaries scraps plan to appoint former top Amazon
executives as CFO….
• Jayashree Ullal rues challenges of US immigration rules faced by many
Indian Professional…..
• JP morgan plans to lay off 63 employees.
• Ex-Employee barges into company, kills MD, CEO…..
• Dukaan lays off 9000 percent staff for AI bot, attributes decision to
focus on profitability.
Concept of HRM
• Human Resource Management(HRM) is a management function that
helps managers recruit, select , train and develop members for an
organization.
• Its concerned with motivating and maintaining people in the
organization.
• It focuses on the people in the organization.
• HRM involves the management functions and principles.
• These principles are applied to acquire, develop, maintain and
remunerate employees in organization.
• Decisions relating to employees must be integrated.

• Decisions made must result in the betterment of the organization.

• HRM functions are not confined to business establishments. They are

applicable to non business organization. They are applicable to non
business organizatons such as education, health care and recreation.
• “ A series of integrated decisions that form the employment
relationships, their quality contributes to the ability of the
organizations and the employee to achieve their objectives.”
• It is concerned with people dimensions in management. Since every
organization is made up of people, acquiring their services,
developing their skills ,motivating them to higher levels of
performance and ensuring higher level of organization commitment.
• HRM is the planning, organizing, directing and controlling of the
procurement, development, compensation, integration maintenance
and separation of employees.
 Evolution of HRM
Personnel Management to HRM and HRD
• Personnel Management differs from HRM both in scope and orientation.
• HRM views people as important asset to be used for the benefit of the
organization which was missing from PM .
• PM concentrates more in labour management , written contracts, rules and
procedures contrary to HRM.
• HRM focuses more on Team work , Transformational leadership and
continuous learning.
• In 1990 American Society for Personnel Administration (ASPA) changed its
name to the Society of Human Resource Management(SHRM).
HRM OBJECTIVES AND FUNCTIONS
HRM Objectives Supporting Function
1.Societal Objectives • Legal Compliance
• Benefits
• Union Management relations

2.Organizational Objectives • HR Planning

• Employee Relations
• Selection
• Training and Development
• Appraisal
• Placement
• Assessment
HRM OBJECTIVES AND FUNCTIONS

HRM Objectives Supporting Functions

3.Functional Objectives 1.Appraisal
2.Placement
3.Assessment
4. Personal Objectives 1.Training and Development
2.Appraisal
3.Placement
4.Compensation
5.Assessment
 Department Supervisors Personnel Specialist
Line Activities Staff Activities
I Recruitment and Selection Assist Job Analyst by listing Write Job description and job
specific duties and specification
responsibilities
II Training and development Orient employees regarding the Prepare Training materials and
company and job orientation documents
III Compensation Assist HR by providing Conduct Job Evaluation
information regarding the nature procedures aimed at
and relative worth of each job determining relative worth of
each job
IV Labour Relations Creating a climate of mutual Diagnose underlying causes of
respect , Grievance handling, HR labour discontent
Negotiations

V Employee security and safety Providing job security, Develop a guaranteed fair
application of safe work habits, treatment process
Changing Environment of HRM
• Globalization
• Technological Advancements
• Deregulation
• Workforce Diversity
• Legal Trends
• Nature of work
 Role of HR Manager
• Hiring and Recruitment
• Creating Job Description and Job Design
• HR Planning
• Onboarding and Training
• Documentation
• Performance Management
• Developing workplace atmosphere
• Conflict Resolution
Case Study
HR Department?

Mr.Shriram is a senior employee of S&S law firm having its head office at Delhi and branches at all major cities in the
country. The managing partner of the firm asked Mr.Shriram to head its south Indian branch at Bangalore. The firm
has been quite successful since its inception in 1950’s, but has witnessed high turnover among its younger staff in the
last 5 year. The managing partner is convinced that the problem is not salary, as per the recent survey they are among
the best pay masters. The MD wants him to find the reasons for it.

Having settled in Banagalore, he met the senior managers to determine why the branch had such high attrition rate
among the youngest staff. Krishna aged 46, states that the younger staff lacks dedication and fails to appreciate the
career oppurtunities provided by the firm. Gowda aged 52 says the younger employee are always complaining about
the feedback on their performance. Gowda explains that the firm does provide performance rating to its staff and the
previous manager had always maintained an open door policy. Manohar aged 39 says he has received complaints that
Trainings were not relevant and is dull. Shobha aged 35 says she believes that the root cause of the problem is
absence of HR Department, But her idea was rejected by the Head office in Delhi.

Questions

1.Do you think SS Law firm requires HR Department?

2.How would you sell the idea of HR Department to the MD?

3.What type of Organization Structure would you recommend?

Strategic HRM
• Strategic human resource management is a
process that helps the human resources
department maximize the potential of its
workforce through strategic planning, talent
management, leadership development,
organizational design, and performance
management.
• In the past, strategic HR management was
an administrative function. Today, HR
managers play a critical role in ensuring that
the organization has the right people that
help improve business performance and
ensure that it delivers on its mission.

Ref: SHRM – Charles Greer

• HR professionals need to understand its goals and objectives. How
they can best help the organization achieve those goals, and what
actions will allow them to do so.
• Strategic human resource management involves developing and
implementing strategies for attracting, retaining, motivating, and
managing talented individuals who contribute to the organization’s
success.
• HRM also includes policies and practices designed to ensure fairness
in employment relations.

Ref: SHRM – Charles Greer

• Strategic human resource management aims
to achieve a competitive advantage by
creating value for customers, shareholders,
employees, and other stakeholders.
• Businesses benefit from strategic human
resources management because it allows
human resource departments to make better
decisions. For example, companies can
develop plans to improve productivity, reduce
costs, increase profits, and enhance employee
satisfaction. The sales and HR departments
play a role in determining whether the
company should expand into new markets,
acquire another company, or merge with
another business.

Ref: SHRM – Charles Greer

SHRM MODEL

Ref: SHRM – Charles Greer

• Discussion on “How Covid has expanded the role of HRM?”

• https://www.shrm.org/hr-today/news/hr-
magazine/fall2021/pages/pandemic-expands-role-of-hr.aspx

• Why is it important for a company to make its human

resources into a competitive advantage?
• What are the contemporary challenges of HRM ?