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(1.1) HRM-Concept, Obj

The document provides an overview of Human Resource Management (HRM), defining it as the management of people within an organization to achieve both organizational and individual goals. It highlights the importance of treating employees as valuable assets, the dynamic and unpredictable nature of human behavior, and the comprehensive functions of HRM including planning, staffing, and employee development. Additionally, it outlines the objectives of HRM, which include effective utilization of human resources, ensuring quality work life, and fostering employee motivation and morale.

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Jasjot kaur
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1 views9 pages

(1.1) HRM-Concept, Obj

The document provides an overview of Human Resource Management (HRM), defining it as the management of people within an organization to achieve both organizational and individual goals. It highlights the importance of treating employees as valuable assets, the dynamic and unpredictable nature of human behavior, and the comprehensive functions of HRM including planning, staffing, and employee development. Additionally, it outlines the objectives of HRM, which include effective utilization of human resources, ensuring quality work life, and fostering employee motivation and morale.

Uploaded by

Jasjot kaur
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© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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HUMAN RESOURCE

MANAGEMENT
B.COM (H) NEP
SEM II ,DSC-2.3

Sonal Gupta
Human Resource
➢Represent People at work
➢Defined as the Knowledge, skills, talents,creative abilities, aptitudes,
attitudes, values & beliefs.
➢Thus, represents the quantitative & qualitative measurement of
workforce required in an organisation.(Assets of an org.)
Ques- Why call humans as resources ?
➢People become resources when they acquire skills, attitudes and
abilities.
➢Of all resources manpower is the only resource that does not
depreciate with passage of time.
➢Today, employees are the only source of the sustainable competitive
advantage.
Sonal Gupta
Features of Human Resources

➢Hetrogeneous- Each have unique personality, different needs, attitudes etc.


so organisation must recognise each one to make use of their potential.
➢Dynamic – People are dynamic, behave differently , react differently to same
situation.
➢Unpredictable – It’s difficult to predict human behaviour.
➢Potential – People have potential to grow & develop provided the right
climate is provided to them.

Sonal Gupta
Human Resources Vs. Personnel

Human Resources Personnel


➢Wider Term ➢Means employees working in an
➢Treats people as valuable assets organisation.
➢Includes all dynamic ➢Treats people as a tool to be
components of all people and at replaced when worn out
all levels ➢Concentrates on monitoring
➢Focus on Nurturing human people and their work in terms
talent. of measurable output.

Sonal Gupta
Human Resource Management
• A manager is someone who is responsible for accomplishing the
organisation’s goals, and who does so by managing the efforts of the
organization’s people.
• Managing involves five basic functions- Planning, Organising, Staffing,
Leading and Controlling. HRM is Staffing function of management.
• Gary Dessler - HRM is the process of acquiring, training, appraising, and
compensating employees, and of attending to their labour relations;
health and safety and fairness concerns.
• In other words, HRM is the concepts and techniques every manager needs
to perform the “ people”, or personnel, aspects of management.

Sonal Gupta
Human Resource Management
Acc to National Institute of Personnel Management of India (NIPM):
HRM is that part of management concerned with people at work and with
their relationships with in the organisation.

Acc to Flippo: HRM is planning, organising, directing & controlling of the


procurement, development, compensation, integration & maintenance of
human resources.
➢HRM is defined as set of policies, practices & programmes designed to
maximise both personal and organisational goals.
➢It is the process of binding people & organisation together so that the
objective of each are achieved.
➢HRM is important to all managers because organisations ,nowadays, give
more importance to people than earlier.
Sonal Gupta
Features of HRM
➢Integral part of Mgt. –HRM can’t be separated from basic mgt. function, it’s an extension of general
mgt.
➢Pervasive function – inherent in all org and at all levels. Responsibility of each & every mgr.
➢Comprehensive – covers all types of people, applies to all categories.
➢Action Oriented – Problems of employees at work are solved thru employee friendly policies.
➢People centred – Process of bringing people & org together so goals of each are met.
➢Continuous Exercise – never-ending and not one shot function.
➢Challenging Function – due to dynamic nature of people.
➢Young Discipline – started in last part of 19th century.
➢Science as well as Art – involves application of knowledge.
➢Not a Profession – No doubt HRM acquired some attributes of a profession but not yet emerged as
a full fledged profession.
➢Wider Scope – includes not only man-power planning, procurement , training, compensation,
appraisal etc but also planning, counselling, motivation & potential appraisal.
➢Aims at – HRM is not an end but means to secure organisational effectiveness.
Sonal Gupta
Objectives of HRM …..(1)
• Objectives of HRM are derived from basic objectives of an organisation.
• Acc to Indian Institute of Personnel Mgt (IIPM) : HRM aims to achieve both efficiency
and Justice, neither of which can be pushed successfully w/o the other.
• Basic Obj- To help realisation of the organisational goals.
• Specific Objs- Resources are mobilised to achieve goals :
(i) To ensure effective utilisation of human resources – optimum utilisation of existing
human skills & abilities and to improve the productive contribution of people at
work.
(ii) HR Planning- To have right man at the right job at the right time.
(iii) Adequate Orgl structure – Dividing orgl tasks into functions, positions & jobs and
defining clearly the responsibility, accountability , authority for each job & its
relation with other jobs in the organisation.
(iv) To ensure respect & quality of work life of human beings – by providing satisfying
work, fair time & conditions of employment, service & welfare facilities, hygiene at
work etc.
Sonal Gupta
Objectives of HRM …..(2)
• (v) Development of human resources – by keeping them updated thru training & education
specially with technological progress , offering opportunities for advancement thus
preparing them for their better career.
• (vi) Goal Harmony – To ensure reconciliation of individual group goals with those of the
organisation in such a manner that the personnel feel a sense of commitment & loyalty
towards it. i.e self interest is inherited in the organisation’s objectives. It bridges the gap
b/w individual & organisational goals.
• (vii) To motivate the employees – by offering various monetary & non-monetary rewards.
• (viii) To achieve & maintain high morale among employees.
To sum up,
(1) To attain economically & effectively organisation goals.
(2) To serve highest possible degree individual goals.
(3) To preserve and promote general welfare of the society.
Sonal Gupta

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