HRM is the management of an organization's employees.

HRM is that it is the process of managing people in organizations in a structured and thorough manner.

attract and retain talent train people for challenging roles develop skills and competencies promote team spirit develop loyalty and commitment increase productivity and profits improve job satisfaction enhance standard of living Generate employment opportunities

1.Societal objective:

To be socially responsible to the needs and challenges of society while minimizing the negative impact of such demands upon the organization. The failure of organizations to use their resources for society's benefit may result in restrictions. For example, societies may pass laws that limit human resource decisions.

2.Organizational objective.

To recognize that HRM exists to contribute to organizational effectiveness. HRM is not an end in itself; it is only a means to assist the organization with its primary objectives. Simply stated, the department exists to serve the rest of the organization.

3.Functional objective.

To maintain the department's contribution at a level appropriate to the organisation's needs. Resources are wasted when HRM is more or less sophisticated than the organisation demands. A department's level of service must be appropriate for the organisation it serves.

4.Personal objective.

To assist employees in achieving their personal goals, at least insofar as these goals enhance the individual's contribution to the organisation. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline, and employees may leave the organisation.

Creativity Structure Intuition Knowledge Commitment Being Human Versatality Lightness Discipline/Focus Big picture, Small action

HRM is evident from the inscriptions of Babylonian code of Hammurabi and Kautilyas Arthasashtra, which explains in detail the importance of selection,incentives,performance evaluation, quality of a manager and wage rates. India,China and Greece have been the origin points of human resource management concepts. Till, 1930s, there was no such department called personnel management The factory manager was acting as a link between the workers and the management

Due to Industrialisation Scientific method formed by F.W. Taylor was followed to make the workers execute their job with ease and perfection. By 1940-1970 Behavioural advance was applied which made the managers to modify their leadership style to suit the type of workers. Trade Unions and ILO came into existence after World War I & II which provided job security and welfare to the workers.

Policies are Plans of action. Organizations need to evolve HR policies as they ensure consistency and uniformity in treating people. They help motivate and build loyalty. Policies become benchmark to compare and evaluate performance.

Employment Policy Employment status and Record Employee Benefit Payroll Workplace Guidelines Employee Conduct E-Policies

Sound employment policies provide the framework within which an organization governs its employee relations. A policies and procedures manual guides both managers and employees as to what is expected and can prevent misunderstandings about employer policy. In addition, supervisors and managers are more likely to consistently apply policies that are clearly communicated in writing. carefully written policies can be used to illustrate your commitment to a positive work environment and non discriminatory employment practices

Managing employee skills and competencies lays the foundation of any organisation, particularly so in the IT industry where technical skills form the core of the business. A skills inventory is essentially a checklist or database of organisational capabilities, that can help a company determine whether it can deliver a particular product on time or service the client efficiently. The difference between the existing and expected conditions determine the skills gap. It is the responsibility of line managers and the HR department to analyse the skills gap and provide the necessary training to bridge it.

A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your performance management system.

It is an organized factual statement of job contents in the form of duties and responsibilities of a specific job. The preparation of job description is very important before a vacancy is advertised. It tells in brief the nature and type of job. Eg. Sample J.D

It is a statement which tells us minimum acceptable human qualities which helps to perform a job. Job specification translates the job description into human qualifications so that a job can be performed in a better manner.