Introduction to Human

Resources Management
(IHRM)
 Course content

Module 1:
 Managing Human Resources Today

 Managing Equal Opportunity and Diversity

 Mergers, Acquisitions, and Strategic Human

ResourceManagement
Module 2:
 Personnel Planning, Recruiting & Selecting Employees

 Training and Developing Employees

 Performance Management, Appraisal & Compensating

Employees
Module 3:
 Ethics, Employee Rights, and Fair Treatment at Work

 Working with Unions and Resolving Disputes

 Improving Occupational Safety, Health, and Security

Module 4:
 Managing Human Resources in Entrepreneurial Firms

 Managing HR Globally

 Measuring and Improving HR Management’s Results

 Basic Text Books

 1. Fundamentals of Human Resource Management: Content, Competencies and Applications

Author: Gary Dessler and Biju Varkkey Publisher: Pearson
 2. A Textbook of Human Resource Management
Author: R S Dwivedi Publisher: Vikas Publishing
 Human resources: Meaning

Human resources means the collection of people

and their characteristics at work. These are
distinct and unique to an organization in several
ways.
 Human resources: Definition

 Human Resource are ”A whole consisting of inter-

related, inter-dependent & interacting

psychological, sociological & ethical
components”.

-Michael J.
Jucius
“Having good talent people in the
organisation was important yesterday, but
today it is critical !!”
 What is HRM?

 Human Resource Management is “the 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 accomplished.”
 Human resource management:
Definition

Human resource management is concerned with

policies and practices that ensure the best use of
the human resources for fulfilling the
organizational and individual goals.

-Edwin B. Flippo
Characteristics of HRM
 Objectives of HRM

 To act as a liaison between the top management and

the employees.
 To arrange and maintain adequate manpower
inventory
 To devise employee benefit schemes
 To ensure and enhance the quality of work life
 To offer training
 To help keep up ethical values and behaviour
amongst employees both within and outside the
organization.
 To maintain high morale and good human relations
within the organization.
HR Objectives of TATA Group

 Tata company shall provide equal opportunities to

all its employees.
 HR policies shall promote diversity and equality in
the workplace.
 Employees shall be treated with dignity.
 Maintain a work Environment free of all forms of
harassment.
 Respect for the right to privacy and the right to be
heard.
 Equal opportunity to all eligible.
 Decisions are based on merit.
 Scope of HRM

1. Personnel or Labour Aspect

Planning, recruiting, selection, placement, transfer,
promotion, training and development, Lay-offs,
retrenchment, remuneration, incentives and
productivity
2. Welfare Aspect
Housing, transport, medical assistance, canteen,
rest rooms, health and safety, education, etc.
3. Industrial Relation Aspect
Union-management relations, collective bargaining,
grievance and disciplinary actions, settlement of
disputes.
Difference between HRM and PM

 HRM is proactive in nature while PM is reactive.

 HRM is a resource-centred activity whereas PM is
a employee-centred activity.
 HRM emphasizes on flexible, open-ended contracts
but PM emphasizes the strict observance of defined
rules, procedures and contracts.
 HRM views better performance as a cause of job
satisfaction whereas PM considers job satisfaction
as a source of better performance….
 Difference between HRM and
PM (contd.)
HRM seeks to develop the competencies of
the employees on a sustained basis while PM
is a regular, status quo–based administrative
function.
Functions of human resource
management
Operative functions of
HRM
 Benefits by Corporates

 Mobile Working at IBM

 HR and well-being of Employees at Infosys
 Significance of HRM

Significance for an enterprise

Professional significance
Social significance
National significance
 Significance of HRM
Significance for an
enterprise
Attracting & retaining the required
human resource, recruitment &
selection , placement , orientation,
compensation & promotion policies.
Developing the skills & necessary
attitude among the employees by T&D
& performance evaluation
Providing them social & job security
by grievance handling, motivating &
participation in mgt
Utilizing effectively the available
human resources
Ensuring that the enterprise will have
in future a team of competent &
dedicated employees.
 Significance of HRM
Professional
significance

 Providing maximum
opportunities for personal
development of each
employee.
Maintaining healthy
relationships among individual
& different work groups.
Allocating work properly.
Maslow’s Theory of Heierarchy
 Significance of HRM
Social Significance

Sound human resources management has

a great significant for the society. It help to
enhance the dignity of labour in the
following ways.
Providing suitable employment that
provides social & psychological satisfaction
to people.
Maintaining a balance between the job
available & the jobseekers in terms of
numbers, Qualification, needs & aptitudes.
Eliminating waste of human resource
through conservation of physical & metal
health
 Significance of HRM

National Significance

Human resource & their management plays a vital role in the

development of a nation. The effective exploitation &
utilisation of a nation’s natural, physical & financial resources
require an efficient & committed manpower.
There are wide differences in development between countries
are with similar resources due to differences in the quality of
their people.
Countries are underdeveloped because their people are
backward. The level of development in a country depends
primarily on the skills , attitudes & values of its human
resources. effective management of human resources helps to
speed up the process of economic growth which in turn leads to
higher standards of living & fuller employment
Human resource Management is the central subsystem of an
organisation.
National Significance
National Significance
a. Increase in the size & complexity of
organisation eg.MNC employees ,Rapid
technological development like automation,
computerisation
b. Rise of professional & knowledgeable workers,
Increasing proportion of women in the workforce
Growth of powerful nationwide trade unions.
c. Widening scope of legislation designed to protect
the interests of the working class.
d. Revolution in the information technology that
might affect the work force.
e. Rapidly changing jobs & skills requiring long-
term manpower planning.
f. Growing Expectations of society from employers.
 Evolution of HRM

1. The Industrial Revolution(beyond 1820 to

1840)
2. Trade unionism(1841 to 1909)
3. Scientific Management (1910 evolve & 1920
implementation to 1940)
4. Industrial Psychology (1945 to 1970)
5. Human Relation Movement Era( 1971 to 1980)
6. Behavioural Science (1980 to 1990)
7. The Contemporary HRM Era (1990 onwards)
 The Industrial Revolution(beyond 1820 to
1840)

• Usages of the machinery

• Mass level of production
• To satisfied the human need
• Profit maximization form the
factor of production like land ,
labour, capital, entrepreneur
 Trade unionism(1841 to 1909)

•
World have been separated in two
type of economy one is capitalization
which has a motive of profit
maximization other other side labour
intensive economy
Labour class reflected their provouge
by strike, slowdown, pen down,
boycott & sabotage of the work for
resolution of the problem where new
redressal procedure had been
developed to subside the chaos like
collective bargaining, grievance
handling system, arbitration,
disciplinary practices
Construction of titanic & child
labour pathetic condition
Scientific Management (1910 evolve &
1920 implementation to 1940)

• Development of true • Draw back

science
• Man become
• Scientific selection &
machine human
training
factors were
• Friendly co-operation
between management completely
• Development of every
avoided.
worker to his fullest
aspects.
 Industrial psychology era (1945 to
1970)

 Mainly focused on the part on IQ of the

employees through MMPIT(Minnesotta
multiple personality test )or MBTI( Myer
Brigg Jung topology) & assigned them skill &
aptitude based job.
 Human relation movement ( 1971 to
1980)

Hawthorne experiment
Interaction with the employee increase the
productivity
Basic facilities are required for the
production
Empathized view towards workes have
increased productivity of worker
 Behavioural Science era (1980 to
1990)

Multiple branch discipline like sociology ,

anthropology, psychology, economics &
politics
Contributors:- Abraham Maslow, Douglas
mc gregeor, Fredrik Herzberg, Rensis
Likert, Robert black, Robert Owen, kurt
lewin, burke letwin, fidler contingent theory,
victor vroom theory, grid theory, Aldofer
ERG theory, Mclland N-ach theory
 The Contemporary HRM era (1990
onwards)

More focused on gaining competitive

advantage in market through HR.
Focuses on developing HR strategies,
aligning them with corporate strategy and
achieving organizational goals effectively.
Evolution of HRM in India

1920s – 30s
Pragmatism of capitalists

1940s – 50s
Technical, legalistic

1970s – 80s
Professional, legalistic, impersonal

1990s
Philosophical
 History of HRM in India

 1 Available in scatter manner

 2 So many informal ways on implementation
 3 In 1920 due the recommendation of S.S. Bengali
under the title of the Royal commission(1931), labour
welfare officers had been employed on every
manufacturing unit
 4 Tata steel have informally started HRM practices in
their organisation under the title of Administration &
vigilance department.
 5 In 1948 first in charge president of India approached
for the Factory act & stipulated working hours for
female & teen age worker & security about female
worker .
 History of HRM in India

 6 Soon T V Rao & Udai pareek have started to

implement the Personnel management & Indian
institute of personnel management(IIPM) &
National Institute of Labour Management were set
up.
 7. By 1970, there was shift in professional values &
New technologies, HR challenges and HRD was
discussed.
 7 In 1980 IIPM and NILM merged to form National
Institute of Personnel Management(NIPM)
 8 In 1990, emphasis shifted to human values and
productivity through people.
Qualities of an HR manager

Knowledge
Intelligence
Communication skills
Objectivity and fairness
Leadership and motivational qualities
 Emotional maturity and
 Empathy
THANK YOU