HUMAN RESOURCE MANAGEMENT

SRI VENKATESWARA
COLLEGE OF COMPUTER APPLICATIONS AND MANAGEMENT

INTRODUCTION

Approved by AICTE, New Delhi and Affiliated to AUT, Coimbatore

The term Human Resources is used for the

individuals who work in a firm Human Resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce Several terms have been used to represent human resources. These include personnel , people at work , manpower, staff and employees

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HUMAN RESOURCE MANAGEMENT

"People are our most valuable asset" The ultimate aim of the function is to: "ensure that at all times the

business is correctly staffed by the right number of people with the skills relevant to the business needs",
Failure in not having a carefully crafted human resources management

strategy, can and probably will lead to failures in the business process itself

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DEFINITION
Human Resource Management is the organizational function that deals with issues

related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is concerned with the most effective use of people to achieve organizational

and individual goals

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SHORT DEFINITION
It may be defined as the art of procuring , developing and maintaining

competent workforce to achieve the goals of an organization in an effective and

efficient manner.

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QUALITIES OF HR MANAGER
Physical Health, Vigour Mental Ability to understand and learn Moral Educational Technical Experience Ability to take decisions

Should be patience
Good leader to guide his subordinates Good Communicator
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EVOLUTION OF HRM
Evolution of Personnel management started in 19th century There was no department as such for taking care of above problem only

welfare officers
The exact growth of personnel management started during First World

War because the number of munitions manufactured at a large scale

So the number of employees needed to manufacture increased on the

other hand the welfare officer also increased by 1300

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Contd..
During war women recruited at a large scale to fill the gap of men who

left the factories to joint war

Which in turn leads to employ unskilled women The title labour manager or employment manager came in the year 1920

Companies started merger and acquisition as strategy to grow

They created their own specialist personnel department to unify the

different policies

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SECOND WORLD WAR LEADS TO IMPROVEMENT IN PERSONNEL MANAGEMENT

Second world war increased the importance of having personnel

department
Again in second world war the number of women employees is more to

fill the gap left by men

Again re-training proper recruitment taken place Government saw the there is a huge need to have personnel department

to take care of all employees

The role of personnel management during war time was small

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Contd
But there is an increasing in the bargaining between employer and

unions during pre world war.

The bargaining power of unions has increases which resulted in

unnecessary official and unofficial strikes

The situation becoming worse and worse

Due to this reason personnel manager was blaming for lacking of

negotiation skill to resolve these situation

In the year mid of 1960's organization started giving much importance

to employ the personnel specialist to perform different activities

Improvement in selection training appraisal and new management techniques

RISING ROLE OF HRM

The role of HRM has gain more important in the year 1980

During 1990,s the success of large Japanese corporation took surprise to many western companies

Success of these Japanese firm is due to effective management of

workforce
The practice of these companies also started practiced by western

companies

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EVOLUTION OF HRM Contd

The Commodity Concept Labour are regarded as commodity, wages are

based on demand and supply. Government role is less

The Factor of Production Concept Workers are like machine tools
The Paternalistic Concept As parents meet the requirements of children The Humanitarian Concept To improve productivity, social and

psychological needs must be met

The Behavioural Human Resource Concept Employees are assets of an

organization
The Emerging Concept Employees should feel that the organisation is

their own.
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Period

Emphasis

Status Clerical

Roles Welfare Administrator Appraiser Advisor Mediator Fire Fighting Change Agent Trainer Educator Developer Counselor Coach Mentor

1920-30 Welfare Management Paternalistic Practices

1940-60 Expanding role to cover Administrative labour, welfare, industrial relations

1970-80 Efficiency and Effectiveness 1900s- Productivity gains onwards through human assets

Developmental

Proactive

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Nature of HRM
Pervasive force:. It is present in all enterprises. It permeates all levels of

management in organizations
Action oriented: The problems of employees at work solved through

rational policies.
Individually oriented: It tries to help employees develop their potential

fully. It encourages them to give their best to the organizations

People oriented: HRM is all about people at work both as individuals

and groups. It tries to put people on assigned jobs in order to produce

good results.

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Contd.,
Future oriented: Helps an organization meet its goals in the future by providing

for competent and well motivated employees.

Development oriented: HRM intends to develop the full potential of employees.

The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure.
Integrating mechanism: HRM tries to build and maintain cardinal relations

between people working at various levels in the organization.

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Contd.,
Comprehensive functions: HRM is concerned with managing people at work. It

covers all types of people at levels in the organization

Auxiliary service: HR departments exist to assist an advice the line or operating

managers to do their personnel work more effectively. HR manager is a specified advisor.

Inter disciplinary function: HRM is a multi disciplinary activity, utilizing

knowledge and inputs drawn from psychology, sociology, economics etc.

Continuous functions: It cannot be practiced only one hour each day or one day a

week. It requires a constant alertness and awareness of human relations and their importance in every day operations.

SCOPE OF HRM
Personnel aspect: This is concerned with manpower planning, recruitment,

selection, placement, transfer promotion, training ad development lay off and retrenchment remuneration incentives productivity etc
Welfare aspect: It deals with working conditions and amenities such as canteens,

crches rest and lunch room housing transport medical assistance education , healthy and safety recreation facilities etc
Industrial relations aspects: This covers union management relations joint

consultation collective bargaining grievances and disciplinary procedures settlement of disputes etc.

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OBJECTIVES OF HRM
To help the organization reach its goals. To ensure effective utilization and maximum development of human

resources.
To ensure respect for human beings. To identify and satisfy the needs of individuals. To ensure reconciliation of individual goals with those of the

organization.
To achieve and maintain high morale among employees. To provide the organization with well-trained and well-motivated

employees.

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Contd.,
To increase to the fullest the employee's job satisfaction and self-actualization. To develop and maintain a quality of work life. To be ethically and socially responsive to the needs of society. To develop overall personality of each employee

To enhance employee's capabilities to perform the present job.

To equip the employees with precision and clarity in transaction of business. To inculcate the sense of team spirit, team work and inter-team collaboration.

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ROLE OF HR MANAGER
Policy Initiation Advisory Role Linking Pin Role Representative Role

Decision-making Role
Mediator Role Leadership Role Welfare Role Research Role
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