HUMAN RESOURCE MANAGEMENT

INTRODUCTIONThe 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’

SRI VENKATESWARA COLLEGE OF COMPUTER APPLICATIONS AND

MANAGEMENTApproved by AICTE, New Delhi and Affiliated to AUT,

Coimbatore

SVCCAM, Coimbatore

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

SVCCAM, Coimbatore

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

SVCCAM, Coimbatore

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.

SVCCAM, Coimbatore

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 CommunicatorSVCCAM, Coimbatore

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

SVCCAM, Coimbatore

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

SVCCAM, Coimbatore

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

SVCCAM, Coimbatore

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

SVCCAM, Coimbatore

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.

SVCCAM, Coimbatore

Period Emphasis Status Roles

1920-30 Welfare ManagementPaternalistic Practices

Clerical Welfare Administrator

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

Administrative AppraiserAdvisorMediatorFire Fighting

1970-80 Efficiency and Effectiveness

Developmental Change AgentTrainerEducator

1900s-onwards

Productivity gains through human assets

Proactive DeveloperCounselorCoachMentor

SVCCAM, Coimbatore

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.

SVCCAM, Coimbatore

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.

SVCCAM, Coimbatore

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,

crèches 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.

SVCCAM, Coimbatore

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. SVCCAM, Coimbatore

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 res ponsive 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.

SVCCAM, Coimbatore

ROLE OF HR MANAGER Policy Initiation

Advisory Role

Linking Pin Role

Representative Role

Decision-making Role

Mediator Role

Leadership Role

Welfare Role

Research Role

SVCCAM, Coimbatore