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Introduction of HRM

Human Resource Management (HRM) focuses on managing people within organizations to achieve objectives through effective mobilization of human resources. It encompasses various functions like recruitment, training, and performance management, evolving through historical movements such as scientific management and the human relations movement. The main goal of HRM is to optimize employee utilization while maintaining ethical practices and fostering positive employee-management relations.

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Dev Bhanushali
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2 views

Introduction of HRM

Human Resource Management (HRM) focuses on managing people within organizations to achieve objectives through effective mobilization of human resources. It encompasses various functions like recruitment, training, and performance management, evolving through historical movements such as scientific management and the human relations movement. The main goal of HRM is to optimize employee utilization while maintaining ethical practices and fostering positive employee-management relations.

Uploaded by

Dev Bhanushali
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Human Resource

Management
INTRODUCTION
Introduction

 HRM is concerned with managing people in organization.


 It is concerned with the philosophy, principal, policies and
practice related to human aspect of management.
 It aims to achieving organizational objective through the efficient
and effective mobilization of human resources.
 It is an essential function of management and also an important
part of every managers job.
Definition
According to Donnelly and Gibson,
 HRM is the process of of accomplishing organizational objective
by acquiring, retaining, terminating, developing and properly
using the human resources in an organization.

According to Gary Dessler,


 HRM refers to the policies and practices involved in carrying out
the people of human resource aspects of a management position,
including recruiting, screening, training, rewarding and appraising
Evolution of HRM
 A number of academics and practitioners in the past have contributed a great
deal to the development of HRM.

 The history of its development goes back to the early management pioneers,
Robert Owen (1771-1858) and Charles Babbage (1792-1871).

 Similarly, other developments such as the industrial revolution, the


principles of scientific management, the classical organization theory and
more recently, the behavioral science movement and the organization
development movement have influenced the development of personnel
management and HRM.
The trend of the development of HRM in the past can be explained through
following periods.

 Early Scientific Management

 Scientific Management

 Human Relations Movement

 The New HRM Era


Early Scientific Management
 The history can be traced back to the Origin of Personnel Management.
In the beginning of 18th century, many masons, carpenters, leather
workers and people of other crafts organized themselves into guilds.

 In the later part of 18th century, the Welfare Concept was developed by
some prominent family business houses in the UK.

 Industrial Revolution started from the late 18th century. Labor was
treated as commodity to be bought or sold. There was strict system of
punctuality and rigorous working rules.
Scientific Management
 F.W. Taylor invented principles of scientific management in the
19th century.

 He suggested to plan work and gave methods to maximize


productivity and minimize inefficiencies.

 In his studies, he explained less about humanization of


workplaces and focused more on output from the workers.
Human Relations Movement

 Elton Mayo and Fritz Roethlisberger investigated the causes of


low productivity different from Taylor's perspective.

 The Hawthorne studies (1927 1932) laid the foundation for the
human relations movement and explain why human elements are
important to rise productivity.
The HRM Era

 It was by 1920s, personnel management began to taught at


university level in US.
 At the period of 1920s, a number of large companies established
personnel departments.
 During 1930-1950, many instances of exploitation of labor
appeared.
 Subsequently, a labor relations movement in the form of Labour
Unions and collective bargaining emerged and remained
successful during 1935 1960.
 Personnel department started to work in collaboration with union
representatives.
The HRM era, began in 1950s, comprises

 The work of pioneers,

 Human capital concept,

 Concept of corporate culture and

 The new hrm.


The Work Of Pioneers
 Peter F. Drucker is the main inventor of HRM concept. He had suggested how
an effective management contributes to direct all managers towards a common
goal.
 Douglas McGregor emphasized the strategic importance of personal policies
and their integration with business objectives.

Human Capital Concept


 T. Schulz invented human capital theory and cited example of how qualified
and committed human resources contributed in the post war economy of
Germany and Japan.
Concept of Corporate Culture
 The book "The art of Japanese Management" by R. Pascale and
A. Athos in 1981 stated that shared values of management and
workers are the secret of Japanese Management.

 The book "In search of excellence" written by T.J. Peters and R.


Waterman in 1982 named 43 successful companies in the U.S.
that were driven by the managers' values and achieved
productivity by paying close attention to the needs of their
people.
The New HRM
 Traditional American personnel management and industrial
relation systems were challenged by the process of globalization,
rapid technological advances, shorter product lifecycles and
changing customers and investors demands.

 Many US industries were facing the under-utilization and


unemployment of human resources.

 The reasons for such problems were: adverse union-


management relations, low employee motivation & trust in
management, hierarchical management, restrictive work
practices.
Cont.
 Promoted by this challenges, American business has begun to
place greater emphasis on the management of human resources to
improve productivity and quality and thus to be competitive
internally and externally.
 In academic literature, at least, the terms 'personnel management'
and 'personnel administration' have been virtually replaced by the
term 'HRM’.
 In UK, the concept of HRM arrived around 1985 - 86,when the
British industry was suffering from restructuring effects due to
recession & loss of competitiveness.
 Anti-union legislation of the Thatcher government encouraged
firms to introduce new labor practices and re-order their
collective bargaining arrangments.
Components of HRM

 Human Resource Planning


 Recruitment & Selection
 Performance Management
 Training and Development
 Employee - Management Relation
 Management Information System
Nature of HRM
 HRM is based on certain principles and policies which helps the organization to
achieve its objectives.

 HRM is a pervasive function –

 HRM is people oriented –

 HRM is continuous activity –

 The HRM is a part of management function. Issues like hiring, training,


development, compensation; motivation, communication, and administration etc
of employees are taken care by Human resource management.

 The main aim of HRM is optimum utilization of employees.


Objective of HRM
 To help the organization to attain its goals effectively and efficiently by providing
competent and motivated employees.

 To utilize the available human resources effectively.

 To increase to the fullest the employee‘s job satisfaction and self-actualization.

 To develop and maintain the quality of work life (QWL) which makes
employment in the organization a desirable personal and social situation.

 To help maintain ethical policies and behavior inside and outside the organization.

 To establish and maintain cordial relations between employees and management.

 To reconcile individual/group goals with organizational goals.


Functions of HRM

 Human Resource Management (HRM) function involves


managing an organization's workforce to ensure effective
utilization of human resources to achieve organizational goals. It
encompasses activities such as recruitment, selection, training,
performance appraisal, compensation, and employee relations.
The main objective is to maximize employee performance and
well-being while aligning with the organization's strategic
objectives.
HRM Process

 HRM is a staff function .HRM managers advise line managers


throughout the organization. The company may need more or
fewer employees and managers from time to time.

 The HRM process is an ongoing procedure that tries to keep the


organization supplied with the right positions , when they are
needed .
THANK YOU

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