Concepts and perspectives in

HRM
Prepared By:
Amit shukla

1
 What is Management

For the achievement of the business objective

2
 What is Human Resource?
• Total knowledge, skills, creative abilities,
talents, and aptitudes of an organization’s
workforce, as well as the values, attitudes and
approaches and beliefs of the individuals
involved in the affairs of the organization.
• It is the sum total or aggregate of inherent
abilities, acquired knowledge and skills
represented by the talents and aptitudes of
the person employed in an organisation.

3
 Various terms used in this context
• Personnel
• People at work
• Manpower
• Staff
• Employees
• Human assets
• Human capital

4
 Elements of Human Capital
• Human capital can be classified into following three
categories:-
1. Intellectual Capital- Contains both the stock of knowledge ,
skills and expertise that all members of the organization
collectively possess and that owned by the organization
including patents, IT based knowledge, systems or
specialized processes of work.
2. Social capital- structure, quality and flexibility of human
relationship both inside and outside the company.
3. Emotional Capital- both individuals and companies need
these. Individuals need self confidence courage and
resilience to convert their knowledge and relationships into
effective action.

5
 Intellectual Capital Social concept Emotional concept
• Specialized Knowledge • Network of Relationships • Self Confidence
• Skills and expertise • Sociability • Ambition and Courage
• Cognitive Complexity • Trust-worthiness • Risk taking ability
• Learning capacity • Resilience

6
 Defination
• Megginson has defined human resources as
follows:
“From the national point of view, human
resources are knowledge, skills, creative abilities,
talents and attitudes obtained in the population;
whereas from the viewpoint of the individual
enterprise they represent the total of the
inherent abilities, acquired knowledge and skills
as exemplified in the talents and aptitudes of its
employers”

7
• According to Flippo,
“Personnel Management, or say, human
resources 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,
Organisational and social objectives are
accomplished”.

8
• According to Decenzo and Robbins,
“HRM is concerned with the people dimension”
in management. Since every organization is made
up of people, acquiring their services, developing
their skills, motivating them to higher levels of
performance and ensuring that they continue to
maintain their commitment to the organization is
essential to achieve organsational objectives. This
is true, regardless of the type of organization –
government, business, education, health or social
action”.

9
• HRM can be defined as a process of procuring,
developing and maintaining competent
resources in the organization so that goals of
an organization are achieved in an effective
and efficient manner. In other words HRM is
an art of managing people at work in such a
manner that they give best to the
organisation.

10
HRM is all about

11
Human Resource Management Functions

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Staffing

• Job Analysis
• Human Resource Planning
• Recruitment
• Selection

1-13
 Staffing (Cont.)
• Staffing - Process through which organization
ensures it always has proper number of
employees with appropriate skills in right jobs
at right time to achieve organizational
objectives
• Job analysis - Systematic process of
determining skills, duties, and knowledge
required for performing jobs in organization

1-14
 Staffing (Cont.)
• Human resource planning - Systematic process
of matching the internal and external supply
of people with job openings anticipated in the
organization over a specified period of time .
• Recruitment - Process of attracting individuals
on a timely basis, in sufficient numbers, and
with appropriate qualifications, to apply for
jobs with an organization

1-15
 Staffing (Cont.)

• Selection - Process of choosing from a group

of applicants the individual best suited for a
particular position and the organization

1-16
Human Resource Development

• Training
• Development
• Career Planning
• Career Development
• Organizational Development
• Performance Management
• Performance Appraisal

1-17
Human Resource Development (Cont.)
• Training - Designed to provide learners with
knowledge and skills needed for their present
jobs
• Development - Involves learning that goes
beyond today's job; it has more long-term
focus
• Career planning - Ongoing process whereby
individual sets career goals and identifies
means to achieve them

1-18
Human Resource Development (Cont.)
• Career development - Formal approach used
by organization to ensure that people with
proper qualifications and experiences are
available when needed
• Organization development - Planned process
of improving organization by developing its
structures, systems, and processes to improve
effectiveness and achieving desired goals

1-19
 Human Resource Development (Cont.)

• Performance management - Goal-oriented

process directed toward ensuring
organizational processes are in place to
maximize productivity of employees, teams,
and ultimately, the organization
• Performance appraisal - Formal system of
review and evaluation of individual or team
task performance

1-20
 Compensation

Compensation - All
rewards that
individuals receive
as a result of their
employment

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 Compensation
• Direct Financial Compensation - Pay that person
receives in form of wages, salaries, bonuses, and
commissions.
• Indirect Financial Compensation (Benefits) - All
financial rewards not included in direct
compensation such as paid vacations, sick leave,
holidays, and medical insurance.
• Nonfinancial Compensation - Satisfaction that
person receives from job itself or from psychological
and/or physical environment in which person works.

1-22
Safety and Health

Employees who work in

safe environment and
enjoy good health are
more likely to be
productive and yield
long-term benefits to
organization.

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 Safety and Health
• Safety - Involves protecting employees from
injuries caused by work-related accidents
• Health - Refers to employees' freedom from
illness and their general physical and mental
well being

1-24
 Employee and Labor Relations
• Private-sector union membership has fallen from 39
percent in 1958 to 7.8 percent in 2005.
• Business is required by law to recognize a union and
bargain with it in good faith if the firm’s employees
want the union to represent them
• Human resource activity is often referred to as
industrial relations
• Most firms today would rather have a union-free
environment

1-25
Human Resource Research

• Human resource
research is not
separate function.
• It pervades all HR
functional areas.

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