HRM NOTES (PRE-PHD )

UNIT 1
AN OVERVIEW OF HRM IN AN ORGANIZATION
WHAT IS HRM
Human Resource Management (HRM) is the
practice of managing people within an
organization. It involves hiring, training,
compensating, managing, and retaining
employees. HRM covers strategic planning,
decision-making, and work related to building and
maintaining a team.
Human Resource Management (HRM) in an organization
encompasses a wide array of functions and responsibilities
aimed at managing the organization's most valuable asset: its
people. Here are some key points to explain HRM:
1. Recruitment and Selection: HRM involves finding,
attracting, and selecting the right candidates for job
vacancies within the organization. This includes creating
job descriptions, advertising positions, conducting
interviews, and making hiring decisions.
2. Training and Development: HRM is responsible for
identifying the training needs of employees and providing
them with the necessary resources and opportunities to
 enhance their skills and knowledge. This may involve
organizing workshops, seminars, online courses, or on-the-
job training programs.
3. Performance Management: HRM oversees the process
of evaluating employee performance, setting performance
goals, providing feedback, and rewarding or disciplining
employees accordingly. This helps to ensure that
employees are meeting organizational objectives and
contributing effectively to the success of the business.
4. Compensation and Benefits: HRM is involved in
designing and implementing competitive compensation
and benefits packages to attract and retain top talent. This
 includes salary structures, bonuses, health insurance,
retirement plans, and other perks and incentives.
5. Employee Relations: HRM plays a crucial role in
maintaining positive relationships between management
and employees. This involves handling employee
grievances, resolving conflicts, promoting a healthy work
environment, and fostering a culture of open
communication and trust.
6. Legal Compliance: HRM ensures that the organization
complies with relevant employment laws and regulations.
This includes areas such as labor laws, equal employment
 opportunity (EEO) regulations, workplace safety standards,
and fair labor practices.
7. Strategic Planning: HRM aligns its functions with the
overall strategic objectives of the organization. This
involves workforce planning, succession planning, talent
management, and other strategic initiatives aimed at
supporting the long-term growth and success of the
business.
8. Organizational Development: HRM facilitates
organizational change and development initiatives to
adapt to evolving market conditions, technological
advancements, and other external factors. This may involve
 restructuring, mergers and acquisitions, or implementing
new policies and procedures.
9. Employee Engagement and Retention: HRM focuses on
keeping employees motivated, engaged, and committed to
the organization. This includes fostering a positive work
culture, recognizing and rewarding employee
contributions, and implementing initiatives to improve job
satisfaction and reduce turnover.
Overall, HRM plays a crucial role in managing the human
capital of an organization and ensuring that it remains
competitive, efficient, and capable of achieving its goals.
AN OVERVIEW OF HRM IN AN ORGANIZATION
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Human Resource Management (HRM) in an organization serves as
the backbone of its operations, ensuring that the organization
effectively utilizes its human capital to achieve its goals. Here's an
overview:
1. Strategic Alignment: HRM aligns its activities with the
strategic objectives of the organization. It ensures that the
workforce is equipped with the right skills, knowledge, and
capabilities to support the organization's mission and vision.
2. Talent Acquisition: HRM is responsible for attracting and
selecting qualified candidates to fill job vacancies. This involves
developing job descriptions, advertising positions, screening
resumes, conducting interviews, and making hiring decisions.
3. Employee Development: HRM provides opportunities for
employee growth and development through training programs,
skill-building workshops, and career advancement initiatives.
This helps employees to enhance their skills, stay motivated, and
contribute more effectively to the organization.
4. Performance Management: HRM oversees the performance
evaluation process, setting performance goals, providing
feedback, and recognizing and rewarding high performers. It also
addresses performance issues through coaching, counseling, or
disciplinary action when necessary.
5. Compensation and Benefits: HRM designs and administers
competitive compensation and benefits packages to attract,
retain, and motivate employees. This includes salary structures,
 bonuses, health insurance, retirement plans, and other perks and
incentives.
6. Employee Relations: HRM fosters positive relationships
between management and employees, handling grievances,
resolving conflicts, and promoting a healthy work environment.
It ensures that employees feel valued, respected, and treated
fairly.
7. Legal Compliance: HRM ensures that the organization
complies with relevant employment laws and regulations. This
includes areas such as labor laws, equal employment opportunity
(EEO) regulations, workplace safety standards, and fair labor
practices.
8. Organizational Culture: HRM plays a key role in shaping and
maintaining the organizational culture. It promotes values such
as transparency, integrity, diversity, and teamwork, fostering a
positive and inclusive work environment.
9. Strategic Planning: HRM contributes to strategic planning
initiatives by providing insights and recommendations on
workforce planning, succession planning, talent management,
and other human capital-related issues.
10. Continuous Improvement: HRM continuously evaluates and
improves its practices and processes to adapt to changing
business needs and market conditions. It seeks feedback from
employees and stakeholders to identify areas for improvement
and innovation.
Overall, HRM plays a critical role in managing the organization's
most valuable asset - its people - and ensuring that they are
effectively utilized, developed, and motivated to contribute to the
organization's success.
FRAMEWORK OF HRM PRESENT DAY CORPORATE SECTOR

In the present-day corporate sector, Human Resource Management (HRM) operates within a dynamic framework that responds to the evolving
needs of organizations and the workforce. Here's an overview of the framework of HRM in the current corporate sector:

1. Strategic HRM: HRM is deeply integrated into the strategic planning process of the organization. It aligns its functions with the overall
business strategy, ensuring that human capital initiatives support the achievement of organizational goals and objectives.
2. Talent Acquisition and Recruitment: HRM utilizes a variety of channels and techniques to attract top talent, including online job portals,
social media recruitment, employer branding, and employee referrals. It focuses on identifying candidates who not only possess the
required skills and qualifications but also fit the organization's culture and values.
3. Employee Experience and Engagement: HRM places a strong emphasis on enhancing the employee experience and fostering high levels of
engagement. It creates a positive work environment through initiatives such as employee wellness programs, flexible work arrangements,
recognition and rewards programs, and opportunities for professional development and career growth.
4. Performance Management and Feedback: HRM emphasizes continuous performance management practices that go beyond traditional
annual performance reviews. It encourages ongoing feedback, coaching, and goal-setting conversations between managers and
employees, fostering a culture of continuous improvement and development.
5. Learning and Development: HRM invests in employee learning and development initiatives to build a skilled and adaptable workforce. This
includes offering training programs, workshops, e-learning platforms, and mentoring opportunities to help employees enhance their skills
and stay abreast of industry trends and best practices.
6. Diversity, Equity, and Inclusion (DEI): HRM promotes diversity, equity, and inclusion within the organization, recognizing the value of a
diverse workforce and creating an environment where all employees feel respected, valued, and included. It implements policies and
practices to mitigate biases, foster diversity of thought, and ensure equitable opportunities for career advancement.
 7. Technology Integration: HRM leverages technology to streamline its processes and enhance efficiency. This includes the use of human
resource information systems (HRIS), applicant tracking systems (ATS), performance management platforms, and data analytics tools to
automate administrative tasks, gather insights, and make data-driven decisions.
8. Workforce Planning and Succession Management: HRM engages in workforce planning to anticipate future talent needs and ensure the
organization has the right people in the right roles at the right time. It identifies key talent within the organization and develops
succession plans to fill critical positions and mitigate talent gaps.
9. Remote and Hybrid Work Arrangements: HRM adapts to the changing landscape of work by implementing remote and hybrid work
arrangements in response to technological advancements and shifting employee preferences. It establishes policies, guidelines, and
infrastructure to support remote work while maintaining productivity, collaboration, and employee well-being.
10. Compliance and Ethics: HRM ensures that the organization complies with relevant employment laws, regulations, and ethical standards. It
promotes a culture of integrity, fairness, and ethical behavior, providing guidance and training to employees and managers on legal and
ethical responsibilities.

Overall, the framework of HRM in the present-day corporate sector is characterized by strategic alignment, employee-centric practices,
technological innovation, diversity and inclusion, and adaptability to change. It plays a vital role in driving organizational success by effectively
managing and developing the organization's most valuable asset - its people.

WHAT IS ENVIRONMENTAL SCANING ?

Environmental scaning is the process of gathering information
about events and relationship within an organizations internal
and external environments.

The basic purpose of envirionmental scanning is to help

management determine the future direction of the
organization.
Its help decision making .
Factor of environmental scaning include :
Events , trends issues,expectations.

Its is a continuous &Dynamics process.

Techniques of environmental scaning :
1 swot
2.PESTEL
3.ETOP (Analysis)
Environment threat and opportunity profile.
Is the process by which organisations monitor their relevant
environment to identify opportunities and threats affecting
their business for the purpose of taking strategic decisions.
It was develop by glueck.
4. QUEST
It is developed by burt nanous & selwin enzer in 1980s.
Quest: the quick environmental scaning technique is a
scaning procedure design to assist executers and planners to
keep side by side of change and its implication for the
organizational stragies and plans.

Building Up skills for effective HR Manager ?

Becoming an effective HR manager requires a diverse set of skills encompassing both interpersonal and technical abilities. Here's a breakdown of
some key skills you might want to focus on:

1. Communication Skills: HR managers interact with employees at all levels of the organization. Effective communication involves active
listening, clarity in conveying information, and the ability to articulate ideas clearly.
2. Conflict Resolution: Being able to resolve conflicts between employees or between employees and management is crucial. This involves
being a mediator, understanding different perspectives, and finding mutually beneficial solutions.
3. Emotional Intelligence: Understanding and managing emotions, both your own and others', is essential in HR. It helps in building rapport,
resolving conflicts, and fostering a positive work environment.
4. Legal Knowledge: Familiarize yourself with employment laws and regulations relevant to your jurisdiction. This includes areas such as
discrimination, harassment, labor laws, and employee rights.
 5. Recruitment and Selection: Developing skills in sourcing, interviewing, and selecting candidates who fit the company culture and
requirements is fundamental to building a strong team.
6. Performance Management: Implementing performance evaluation systems, providing feedback, and facilitating employee development
are key aspects of HR management.
7. Training and Development: Identifying training needs, designing programs, and facilitating learning opportunities for employees to
enhance their skills and knowledge.
8. Change Management: HR often plays a crucial role in organizational change initiatives. Being able to manage change effectively, including
communicating changes, addressing concerns, and supporting employees through transitions, is important.
9. Data Analysis: Utilize HR analytics to make informed decisions. This includes tracking key metrics related to employee performance,
turnover, engagement, and diversity.
10. Ethical Decision Making: HR managers often deal with sensitive information and situations. Upholding ethical standards and making fair
and impartial decisions is essential.
11. Strategic Thinking: Align HR initiatives with the overall strategic goals of the organization. Understand how HR can contribute to the
company's success in the long term.
12. Adaptability: The HR landscape is constantly evolving. Being adaptable and open to new ideas, technologies, and ways of working is crucial
for staying relevant.
13. Networking: Building relationships within the industry can provide valuable insights and resources. Attend HR conferences, join
professional associations, and engage with peers to expand your network.
14. Leadership: HR managers often lead HR teams and initiatives. Developing leadership skills such as delegation, motivation, and team
building is important for success in this role.

Continuous learning and development are key to becoming an effective HR manager. Consider pursuing certifications, attending workshops, or
seeking mentorship to further enhance your skills.

THANKYOU