~~ Iw DEFINITIONS OF HUMAN RESOURCE MANAGEMENT J. HRM involves all management decisions and actions that affect relationship between the organization and employees—its human resources 2, A method of maximizing economic return from labour by integrating HRM into business strategy.--——--—---- (KEENOY) 3. HRM is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic development of a highly committed and capable workforce, using an integrated array of cultural, structural and personnel techniques.—-—- (STOREY ) 4. HRM is the attraction, selection, retention, development and use of human resources in order to achieve both individual and organizational objectives. ( CASCIO ) 5. HRM is 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 its objectives for sustainable-competitive advantage. 6. HRM----a range of strategies, process and activities designed to support corporate objectives by integrating the needs of the organization and individuals that comprise it. PHILOSOPHY OF HUMAN RESOURCE MANAGEMENT The rua HRM belted are as tollows---—- ¢ Employees are valued assets--the fundamental belief underpinning HRM is that the sustainable competitive advantage is achieved through people. They should be therefore regarded not asvariable cost but valued assets in which to invest, thus adding to their inherent value. ¢ Strategy and culture are important-----Organizational effectiveness the development of integrated business increased significantly by paying close attention to and human resource strategies and by shaping the culture of the organization. A long-term perspective in managing people and in developing an appropriate corporate culture is seen as important. Every aspect of employees management must be integrated with business management and reinforce the desired company culture ¢ Emphasis on commitment rather than compliance—the optimum utilization of human resource will be achieved by developing, consistent and coherent policies which promote commitment to the organization and unleash the latent creativity and energies of the people who work there, thus leading to enhanced performance. ¢ Emphasis on the key role of line management HRM is owned by line managers who alone have responsibilities for managing their staff.The role HR function is to enable line managers to fulfill their HRM responsibilities effectively. ¢ HRM is essentially a business oriented philosophy—concerning the management of people in order to obtain added value from them and thus to achieve competitive advantage. © Itisa philosophy that appeals to management——-who are striving to beat off increasing international competition and appreciate that to do this they must invest in HR as well as new technologies. HUMAN RESOURCE DEVELOPMENT Human Resource Development (HRD) has become an evolving concept for building work-force performance to meet the needs of an organization. The essential elements of HRD are------On going assessment of work force competency needs. Activities to fill those needs---employee education and training, organization development, ‘ quality of work life ‘ programs or other efforts to serve the needs Evaluation to determine if the intended purpose has been met. DEFINITION OF HRD HRD is an organized learning experience within a given period of time with the objective of producing the possibility of performance change. HRD is the process of increasing knowledge, capabilities and positive work attitudes of all employees working at all levels in a business undertaking. HRD is matching the organizations needs for human resource with the individual need for personal career growth and development.BENEFITS OF HRD A signal to employees that the company believes they are important. Motivation to acquire and use new skill for which they will be rewarded Commitment by communication to employees the values of an organization, e.g. quality and customer service and ensuring that they learn how they should uphold them. Identification with the Company by helping people to achieve a better understanding of its aims and policies. Communication- training can provide effective channel for two- way communication. Need satisfaction- training can contribute to the satisfaction of people’s need for achievement and recognition. Job Enrichment — training can enable people to exercise greater responsibilities. Change Management - education and training are essential ingredients in a change management program. They help people to understand why change is necessary and how they will benefit OBECTIVES OF HUMAN RESOURCE MANAGEMENT ° To enable management to achieve organizational objectives through its workforce. e To utilize people to their full capacity and potential. e To foster commitment from individuals to the success of the company through a quality orientation in their performance and that of the whole organization.To integrate human resource policies with business plans and reinforce an appropriate culture or as necessary reshape an inappropriate culture. To develop a coherent set of personnel and employment policies which jointly reinforce the organization’s strategies for matching resources to business needs and improving performance. To establish an environment in which latent creativity and energy of employees will be unleashed. To create conditions in which innovation, team-working and total quality can flourish. To encourage willingness to operate flexibly in the interest of the adaptive organization and in the pursuit of excellence. scFUNCTIONS OF HUMAN RESOURCES MANAGEMENT ae OF TIUMAN RESOURCES MANAGEMENT Create and promote human resource philosophy. Determine the human resource needs. Educating the executives. Assisting top management regarding HR policies, strategies and approaches. Human resource planning. Recruitment, selection, induction, placement. Communication system. Compensation management. Cordial business relations. Employee welfare. Counseling. Evaluation management. Team building and team spirit. e Motivating employees. ¢ Training and development. ‘performance appraisal and performance ROLE OF HRM e Linking HRM to business role--* Enabler role--* Monitoring role- -* Motivating role--* Innovator role-—* Adaptor role. ACTIVITIES UNDER THE PURVIEW OF HRM Human resource planning. Recruitment and selection. Training and development. Organizational development. Job design. Career planning and career development. Performance management system. Compensation management and benefits.e Employee assistance. ¢ Industrial relations. ¢ HR research and information system and audit. BENCHMARKS OR PRINCIPLES OF HRM Individualistic approach. Make employee feel worthwhile. Fair and just policies. Rewards should be earned. Access to organizational information. Judge the strength. Equal pay for equal work. Do what you preach.Sa Demension Treeut-seven ports of differ Batters and eseumptions 1 Contract 2 Rules 3 Gukleto ‘management action 4) Behaviour raterent S Managerial task \Wia-#-vis labour 5 Nature of relations: 7 Contes Strategic aspecte & Key rotations 3 lnilatives, 10 Corporate plant 1 Speed of decision Une management 12. 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