NATURE OF HUMAN

RESOURCE
MANAGEMENT
Unit 1

Human Resources (HR)

The people an
organization employs to
carry out various jobs,
tasks, and functions in
exchange for wages,
salaries, and other
rewards.

What Is Human Resource

Management (HRM) ?
The comprehensive set of
managerial activities and tasks
concerned with developing and
maintaining a qualified
workforcehuman resources
in ways that contribute to
organizational effectiveness.

FUNCTIONS OF HRM
MANAGERIAL
FUNCTIONS

PLANNING
ORGANISING
DIRECTING
CONTROLLING

OPERATIVE
FUNCTIONS

PROCUREMENT
DEVELOPMENT
COMPENSATION
INTEGRATION
MAINTENANCE
SEPARATION

Basic Functions of Human Resource

Management

DEFINITION
It is the planning, organizing, directing

and controlling of the procurement,

development, compensation, integration,
maintenance, and separation of human
resources to the end that individual,
organizational and societal objectives are
accomplished.

Goals of Human Resource

Management

 Contemporary HRM Perspectives

Recognizing the importance of people
as a source of competitive advantage
Hiring, rewarding, and managing people
effectively within the limits of the law
Balancing legal and ethical concerns
with the needs of the organization
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rights reserved.

HRM in the Electronic Age

Electronic technology has not drastically

affected how human resources are managed,

but certainly is now affecting how HRM
systems are delivered.

e-HRM

e-HRM (electronic HRM) uses web

application technology to provide an online real-time solution.

Two features are combined together in

e-HRM: use of electronic media and

participation of users.

HR Analytics
HR Analytics is going to have a big impact on

organizations in years to come.

Through application of statistical techniques

(e.g., regression analysis, cluster analysis,

factor analysis etc.) and synthesis of multiple
sources of data HR Analytics works as a
decision support system and provides much
needed business insights to HR professionals.

Human Resource Management at

Tata Consultancy Services
CASE STUDY 1

Case Summary

Tata Consultancy Services (TCS), Indias largest IT exporter

with approximately 3 lakhs employees has been consistently
ranked as one of the best companies to work for in various surveys.
Increasing challenge for TCS is to integrate different employees from

different countries under the same TCS core value system.

During recession, like many other IT majors, TCS also had to announce
pay cuts.
Over the years it has learnt that more than pay hike what matters to
employees is a system of employee recognition.
Thus TCS has a number of employee recognition initiatives.
Though entry level salary at TCS is quite low, TCS provides one of the
best healthcare facilities to its employees.
Apart from regular town hall meetings, career counseling, communication
to employees through newsletters, intranet, etc.,
TCS has initiated an initiative called Maitree. It essentially tries to engage
with employees outside their work domain through initiatives such as
photography clubs, dance clubs, adventure clubs.
Integrating diverse workforce still remains a challenge for TCS with its
increased scale of operation.

ASSIGNMENT 1
1. Can you think about similar cases from

other industry where increasing scale of

operation has created integration challenges
in HR domain? How did they meet these
integration challenges?
2. Can you suggest what more TCS needs to

do to integrate its diverse workforce?