HUMAN

RESOURCE
MANAGEMENT
INTRODUCTION
CONCEPTS

MANAGEMENT Accomplishment of
organisational objecties b! "tili#ing
ph!sical$ % financial reso"rces thro"gh the
efforts of h"man reso"rces&

RE'OURCE' ( factors of pro)"ction

res"lts in conersion of ra* materials into
"sef"l goo)s+serices&
Evolution of concept of HR

,& -abo"r + Manpo*er )enotes ph!sical

abilities % capacities of emplo!ees
commo)it!(*ages base) on )eman) %
s"ppl!

.& /ersonnel persons emplo!e) in

serice emplo!ees as a *hole

0& 1R( )enotes reso"rces of all the people

*ho contrib"te their serices to the
attainment of organisational goals

1"man Reso"rces

Acc to -eon C& Megission$ 21R is the total

3no*le)ge$ s3ills$ creatie abilities$ talents an)
aptit")es of an organi#ation 4s *or3force as
*ell as the al"es$ attit")es an) beliefs of the
in)ii)"als inole)&5
Human Resource
Management

Define) as the art of proc"ring$ )eeloping

an) maintaining competent *or3force to
achiee goals of an organi#ation in an
effectie an) efficient manner&
PERSONNEL MGT HRM
Mgmt of people employed
Mgmt. of knowledge, skills, abilities,
attitudes..
Man is an economic
resource/service exchanged
for wage / salary
Man is an economic, social &
psychological
Commodity that can be
purchased & used
Treated as a valuable resource
mployees are cost centers,
mgmt. controls cost
!ro"t center# invest capital for
development & future use
$sed organi%ational bene"t $sed for organi%ation, individual &
family bene"t
&uxiliary 'support( function )trategic mgmt. function
HUMAN CAPITA

2O"r emplo!ees are o"r greatest assets$ an) the

abilit! to attract an) retain them is the 3e! )rier
of o"r f"t"re s"ccess&5

The h"man capital can be )efine) as 6the

embo)iment of pro)"ctie capacit! *ithin people&
It is the s"m of people4s s3ills$ 3no*le)ge$
attrib"tes$ motiations$ an) fortit")e& It can be
gien or rente) to others$ b"t onl! on a
temporar! basis7 its o*nership is non(
transferable&5
Importance of HRM

1R most important reso"rce

/"t other reso"rces to proper "se

1elp transform lifeless factors of

pro)"ction into "sef"l pro)"cts

Capable of enlargement pro)"ce

e8traor)inar! things *hen inspire)

Can help organisation achiee res"lts

9"ic3l!$ efficientl! % effectiel!&
OBJECTIVES OF HRM
*. +elp the organisation reach its goals
,. mploy the skills & abilities of the workforce e-ciently
.. !rovide the organisation with well trained & motivated
employees
/. 0ncrease to the fullest the employee1s 2ob satisfaction & self
actuali%ation
3. 4evelop & maintain a 5uality of work life
6. Communicate +7 policies to all employees.
8. thically & socially responsive to the needs of society.
!eatures of HRM

Concerne) *ith emplo!ees$ both

in)ii)"als an) as a gro"p

Deelopment of 1R& coers all leels an)

all categories
"ns3ille)+s3ille)+tech+prof+clerical+mageria
l

Applies to all t!pes of organisation

Contin"o"s process

Aims at attaining the goals of an

organisation

Responsibilit! of all line managers an) a

f"nction performe) b! staff managers&
!unctions of HRM
A& Managerial :"nctions;
/lanning$ Organi#ing$ Directing $ Controlling
<& Operatie :"nctions;
/roc"rement f"nctions$ Deelopment
f"nctions$ Motiation % compensation$
Maintenance$ Integration$ % 'eparation&

/lanning Determine the personnel prog reg)

recr"itment$ selection$ % training to achiee
)esire) objecties&

Organi#ing )esign str"ct"re of relationships

b+* jobs$ personnel an) ph!sical factors&

Directing Getting people to )o *or3 *illingl!

% effectiel! thro s"perision an) g"i)ance$
motiation % lea)ership&

Controlling ens"re accomplishment of plans

correctl!( meas"re performance thro reie*
reports$ recor)s etc&
Managerial Functions
Operative !unctions
,& /roc"rement :"nction concerne) *ith
proc"ring % emplo!ing people *ith re9"ire)
3no*le)ge$ s3ill an) aptit")e&
.& Deelopment Increase of s3ills$ 3no*le)ge
abilities etc
0& Motiation % compensation inspire people to
gie best(thro"gh incenties % re*ar)s
=& Integration of goals thro progs$ re)ressal$
negotiations&
>& Maintenance protecting % presering
ph!sical an) ps!chological health of
emplo!ees
?& 'eparation
Procurement Development Motivation &
Compensati
on
Integration Maintenance Separation
Job Analysis Training Job design Grievance redressal Healt & sa!ety "etirement
H" Planning #$ecutive
development
%or& sceduling Discipline #mployee 'el!are (ayo!!
"ecruitment Career planning &
development
Motivation Teams & team'or& Social security
measures
)utsourcing
Selection Human "esource
development
Job evaluation Collective
bargaining
Discarge
Placement Per!ormance
appraisal
#mployee
participation
&
empo'erment
Induction &
orientation
Compensation
administration
Trade unions &
associations
Internal Mobility Incentives &
bene!its*
Industrial relations
ROLE OF PERSONNEL MANAGER
1. Administrative Roles
Policy maker - develop personnel policies
Administrative epert - record keepin!" data#ases" processin! #ene$its%claims" leave"
medical $acilities.
Advisor - to line mana!ers " !rievance redressal" con$lict resol&tion" selection ' trainin!
(o&sekeeper - recr&itin!" testin!" re$ c)eck" employee s&rveys" salary ' *a!e admin
+o&nselor - on vario&s personal and pro$essional pro#lems
,el$are o$$icer - provides ' maintains canteens" )ospitals" cl&#s" li#raries"
transportation" coop societies.
Le!al cons&ltant - settlin! disp&tes" )andlin! disciplinary cases" collective #ar!ainin!.
-. Operational Roles
Recr&iter
.rainer" developer" motivator
+oordinator
mediator
/. Strate!ic Roles
+)an!e A!ent - translate vision statements into meanin!$&l $ormat.
Strate!ic partner - trainin! centre" desi!n centre..
01AL2.2ES ' 01AL2F2+A.2ONS OF A PERSONNEL MANAGER
a& /ersonnel Attrib"tes; Initiatie$ reso"rcef"lness$ perception$
mat"rit!$ anal!tical abilit!$ "nbiase)$ thoro"gh *ith labo"r la*s$
"n)erstan)ing of h"man behaio"r$ /atience$ Un)erstan)ing$
empath!$ /erseerance
b& '3ills; e)"cational s3ills$ )iscriminating s3ills$ e8ec"ting s3ills$
lea)ership s3ills$
c& E8perience % training$ /rofessional Attit")es ( 3no*le)ge of
ario"s )isciplines&