Introduction to HRM

Part-time Semester III

Topics:
Importance
Evolution
Nature
Scope
Objectives and Functions
Roles
Approaches and Other Sciences
Strategic HRM
Challenges

- Prof. Channpreet Kaur. Bhatia

Introduction to HRM
Meaning: Human resource management (HRM) is the

strategic and coherent approach to the management of

an organization's most valued assets - the people
working there who individually and collectively contribute
to the achievement of the objectives of the business
Why is important?
o Hire wrong person
o Experience high turnover
o Waste time in interview
o Low productivity
o Occupational safety
o Salaries not fair
o Lack of training
o ULP

Introduction to HRM
1. At Enterprise Level : attracting & retaining,

right attitude
2. At Individual Level: team work, growth
opportunities, people work with diligence
3. At Society Level: Employment, scare talent
put to use
4. At National Level: People with right KSA help
to go further

Introduction to HRM
Evolution of HRM
1) Royal Commission, IIPM, NILM
2) Second World War 1960s expansion, and

professionalism
3) 1970s welfare efficiency
4) 1980s IIPM and NILM merged, NIPM
5) 1990s human values, ASPA - SHRM

Introduction to HRM
Difference between PM and HRM
Points of
Differentiation

Personnel

HRM

Time and planning

Short-term, reactive
ad hoc

Long-term, proactive,
strategic, integrated

Psychological
contract

Compliance

Commitment

Employee relations

Pluralist, low trust

Unitarist, high trust

Structures and
systems

Bureaucratic/mechanisti
c,
centralised, formal

Organic, devolved,
flexible

Roles

Specialist/professional

Largely integrated
into line management

Evaluation criteria

Cost minimisation

Maximum utilisation
(human asset
accounting)

Introduction to HRM
Nature :
1) Pervasive- In all organizations and at all levels, all

managers are HR managers. Eg. Infosys

2) Action Oriented Not just rules and regulations
3) Individual Oriented- Valued assets
4) People Oriented -Individuals and groups, people at
assigned jobs, rewards
5) Future Oriented Prepares people for future
6) Development Oriented T&D, use talents fully
7) Integrating mechanism & Comprehensive- Cordial
relations at all levels, change levels, accommodate
8) Auxiliary Service Staff function
9) Interdisciplinary Social Sciences
10)Continuous function

Introduction to HRM
Example: Fortune magazine publishes Americas

Most Admired Companies 8 criteria

Quality of Management
Quality of products and services
Innovation
Long-term investment value
Financial soundness
People Management
Social responsibility
Use of Corporate assets
Southwest Airlines No 1 in fewer customer
complaints, employees own 8% of companys stock,
Profit since 36 years , fun-loving service oriented

Introduction to HRM
Approaches to HRM
1. Hard and Soft Approach: Storey (1989) labeled these two

2.
3.
4.
5.
6.

approaches hard HRM and soft HRM. The hard

approach, rooted in manpower planning is concerned
with aligning human resource strategy with business
strategy, while the soft approach is rooted in the human
relations school, has concern for workers outcomes and
encourages commitment to the organization by focusing on
workers concerns.
Scientific Approach
Human Relations Approach
Systems Approach
Relationship with other Social Sciences
TQM Approach

Introduction to HRM

Introduction to HRM
Objectives-Functions
Personal

Functions : Managerial and Operative

Introduction to HRM
Functions
Managerial : PODC
Operative:
1. Procurement: JA,HRP,R&S,Placement, Induction,IM
2. Development: T, ED,CPD,HRD
3. Motivation & Compensation: JD,Work Scheduling,

compensation, I&Bs, JE, PA

4. Maintenance: HSW, SS
5. Integration: Gr,Dis,Teams, CB, Employee
Participation, TU, IR
6. Emerging Issues:Personnel Recors, HRA,
HRR,HRIS,HRAc,Stress & Counseling, IHRM

Introduction to HRM
Role of HR Manager (Current and Emerging), Role

of HRM
Humanitarian: ethics
Counselor
Mediator
Spokesman
Problem solver
Change agent
Helps line manager
Hence, Personnel, Welfare, Administrative and
Firefighting
(pg 16,47,49 - Mamoria)

Introduction to HRM
HR Manager Qualities
1) Resourcefulness
2) Intelligence :communicate, articulate, moderate
3) Depth of perception
4) Educational skills
5) Discriminating skills
6) Executing skills
7) Experience and training
8) Professional Attitude
9) Knowledge in Organization Theory
10) Social Justice: comprised of management, men and

owners and combine

11) Creative thinking
12) Problem solving and decision making

Introduction to HRM
13) Leadership
14) Personal Integrity
15) Persuasion
16) Approachable nature
17) Mobility of facial expression
18) Readiness to co-operate
19) Ability to generate trust in others
20) Init8iative
21) Feedback skills

Introduction to HRM
External Forces
1) Political Legal Labour laws
2) Economic Suppliers , Customers, Competitors

industrial labor- committed, legislation, status,

employment patterns, trade unions, impact of
globalization, economic growth (highly developed),
diversity, Bargaining Power
3) Technological job upgraded, dislocates workers,
human relations, professionalism, PNS Bank
4) Cultural - attitude, time dimension-Japan, work
ethics achievement effort-reward, confine to
certain occupations

Introduction to HRM
Internal

Strategy , Task and leadership

Union -Closed, Union, Agency and Open
Organization Culture and Conflict goals,
ethics, rights (J.R.D Tata-Taj Karambir
Kang), FedEx - -overnight delivery, IBMservice, GE innovation, Reliancecompetitive (Reliance and Tata)
Professional Bodies NIPM academic
Knowing the Environment:HR scanning
HR and labor market

Introduction to HRM
SHRM
1) Developed in mid-1980s- HR no more soft

centered values but can also contribute to

business growth
2) People-Practices-Planned Pattern(strategy
implementation) all towards goal
achievement
3) Vertical and Horizontal fit

Introduction to HRM
Challenges to HRM
1. Speed and Technology
2. Manufacturing rather than service, hence relook r&r
3. Workforce Diversity
4. Strategic Role contribute value
5. Costs
6. Flexible, so traditional hierarchies not valid
7. Recognize and nurture talent
8. Rationalize operation & restructure
9. Attrition levels
10. Key employee retention

Introduction to HRM
In Indian Scenario:
1. How do we make our organizations dynamic
2.
3.
4.
5.

and vibrant?
How do we ensure OC for work commitment
and involvement of employees?
How to motivate to challenging goals?
How do we ensure teamwork which produces
synergy and collaborative effort?
How do we make people productive and
result oriented?

Introduction to HRM
References
Human Resource Management Gary Dessler
HRM-K.Ashwathappa
HRM-V.S.P Rao

Introduction to HRM

THANK YOU