Amity Business School, Gwalior

HUMAN RESOURCE MANAGEMENT

MODULE I

- Human Resource Management in Perspective

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Nature and Scope of HRM

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Importance of Human Factor

1. Output will be greater than the input 2. Each individual is different from others on the basis of culture, education, environment, background, etc 3. The employing organisation, cant purchase the loyalty, dedication, devotion towards the organisation. 4. Time passes human factor can bring experience to organisation to accept the challenges 5. Recent developments like legislation, trade unions enhanced their importance

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Nature of HRM
1. Ogranisation is the people who manage. 2. HRM involves acquisitioning, developing, and maintaining people 3. Decisions relating to employees must be integrated. 4. Decisions made must influence the effectiveness of an organisation. 5. HRM functions are applicable to Non-business organisations also.

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Scope of HRM
Nature of HRM

Employee Hiring

Prospects

HRM
Industrial Relation

Remuneration

Maintenance

Motivation

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Objectives of HRM
Personal Objectives:To assist employees in achieving their personal goals, these goals enhance the individuals contribution to the organisation. Functional Objectives:To maintain the departments contribution at a level appropriate to the organization's needs Organizational Objectives:To recognize the role of HRM in bringing about organizational effectiveness. Societal Objectives:To be ethical and socially responsible to the needs and challenges of the society. Minimizing the negative impact of such demands on organisation.

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Broad Functions of HRM

HRM Objectives Supporting Functions

1.Societal

1.Legal compliance 2.Benefits 3.Union-Mgmt relation

1.HR Planning 2.Employee relation 3.Selection 4.T &D 5.Appriasal 6.Placement & 7.Assessment 1.Apprisal 2. Placement 3.Assessment 1.T&D 2.Placement 3.Compemsation 4.Assessment

2.Organisational

3.Functional 4.Personal

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Evolution of HRM in India

Period Development Status Outlook
1920s 1930s 1940s 1960s Beginning Pragmatism of Capitalist Technical, legalistic

Emphasis

Status

Statutory, Welfare, Clerical paternalism Introduction of Techniques Administration

Struggling for reorganization

1970s1980s

Achieving sophistication

Professional, Legalistic, Impersonal

Regulatory, Conforming, Standards on functions

Managerial

1990s

Promising

Philosophical Human values, productivity through people

Executive

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GENERAL MANAGEMENT Vs HRM

GM 1. Holistic view of organisation 2. Managerial 3. Constituion of the organisation 4. Face of the organisation 5. Spokes person (figure head) 1. 2. 3. 4. 5. Focused Functional Strategiest Integrators Excutors HRM

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Understanding of HRM

HRM is

a management function concerned with o Hiring, o Motivating, and o Maintaining people in the organisation.
o It focuses on people in the organisation.
o Personnel Management (PM) & o Human Resource Development are part of HRM.

HRM is broad concept

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Composition of HRM Department

Director HRM

Managerial Personnel

Manager Administration

Manager-HRD

Manager- IR

Appraisal

T & D

pr

Canteen

Medical

Welfare

Transport

Legal

HRP

Hiring

Grievance Handling

Compensation

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THE END