Human Resource
Management
For MBA [F&C ; Marketing ; IB ; E&FB]
Dr. Pallavi Thacker
Human Resource Management
❖ Introduction to Human Resource
Management (HRM)
❖ Evolution of HRM
Unit 1 ❖ Trends shaping HRM
❖ Strategic Human Resource Management
❖ HRM Models-Harvard model, Guest model,
Ulrich’s HR model, AMO framework
❖ Line and Staff aspects of HRM
2
For IMS, University of Lucknow
Human Resource Management
Human + Resource + Management
• Human Resource Management 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 social objectives are accomplished.”
Human Resource Management 3
“Human resource management is
concerned with policies and practices that
ensure the best use of the human
Introduction resources for fulfilling the organizational
and individual goals.”
-Edwin B. Flippo
4
People oriented
Development and Action oriented
Pervasive
Characteristics Continuous process
/ Features
A science; but also an art
Future oriented
A challenge to handle
5
Objectives of HRM
• To act as a liaison between the top management
and the employees.
• To arrange and maintain adequate manpower
• To devise employee benefit schemes
• To ensure and enhance the quality of work life
• To offer training and development
• To help keep up ethical values and behaviour in
the organization
• To maintain high morale and good human
relations within the organization.
• To acquire, develop and retain competent
individuals
6
HR Objectives of
TATA Group
• Tata company shall provide equal opportunities to all its
employees.
• HR policies shall promote diversity and equality in the
workplace.
• Employees shall be treated with dignity.
• Maintain a work Environment free of all forms of
harassment.
• Respect for the right to privacy and the right to be heard.
• Equal opportunity to all eligible.
• Decisions are based on merit.
For students of IMS, University of Lucknow 7
Functions of
HRM
• Acquisition
• Development
• Motivation
• Maintenance
For students of IMS, University of Lucknow 8
Evolution of HRM
• The Industrial revolution
• Scientific Management
• Trade unionism
• Human Relations movement
• Human Resources approach
For IMS, University of Lucknow Human Resource Management – Unit 1 1
The Industrial Revolution
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Scientific Management Era
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Trade Union Movement Era
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Human Relations Era
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Human Resource Management Era
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Trends shaping Human
Resource Management
• Trend 1: The increased globalisation of
the Economy
• Trend 2: Technological changes,
Challenges and Opportunities
• Trend 3: The need to be flexible in
response to changing business
environments
• Trend 4: Increasing laws and
legislature related to HRM
• Trend 5: Changing characteristics of
the Workforce
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Strategic Strategic human resource management may be described
Human as the linking of human resource strategy with strategic
goals and objectives in order to improve business
Resource performance and foster an organizational culture of
innovation and flexibility
Management
Characteristics
• Connection between a company’s HR with its strategies, objectives and goals.
• Holistic / Integrated
• A proactive process
• Assumption: HR = Strategic Partner
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Strategic Human Resource
Management
• Focus on strategic issues
• SHRM tries to develop a consistent, aligned collection
of practices, programmes and policies to facilitate the
achievement of the organization’s strategic objectives
• It tries to shift the attention, as against traditional HR’s
focus on employee relations, to partrnerships with
internal and external groups.
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Objectives Benefits of SHRM
of SHRM
• Increased job satisfaction
• To advance flexibility,
innovation and • Better work culture
Competitive Advantage
• To develop a purposeful • Improved customer satisfaction
fit for organizational
culture • Efficient resource management
• Improve business
performance • Boosts productivity
For IMS, University of Lucknow Human Resource Management – Unit 1 1
❖ The Harvard HRM model is considered one
of the most influential ‘soft HRM’
approaches due to its focus on people rather
Harvard than outcomes. The Harvard HRM model
seeks to provide an optimal context for
Model of people to do their best work.
HRM
❖ Proposed / developed in 1984
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Harvard
Model of
HRM
Proposed by David Guest in 1997
Guest
Model of HRM Strategies
HRM Logical sequence HRM Practices
HRM Outcomes
between six Behavioral Outcomes
components Performance Outcomes
Financial Outcomes
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Guest Model
of HRM
The Ulrich model of HR is a model that helps to
organize roles and responsibilities across HR
departments.
Ulrich’s It defines who is responsible and accountable
Model of for the key tasks that contribute to the smooth
running of any business.
HRM
Introduced by David Ulrich in 1995 as a way of
organizing HR functions.
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Ulrich’s
Model of
HRM
AMO Framework
A = Ability
M = Motivation
O = Opportunity
According to this framework, organizational interests are best served by a system that
attends to the employees’ ability, motivation, and opportunity all together (AMO).
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Line and Staff aspects are determined as per “Authority”
Line and Authority: Rights inherent in a managerial position to give
orders and expect the orders to be fulfilled. Authority is related
to one’s designation/position and ignores personal
Staff characteristics
Aspects of Types:
Line
Staff
HRM
Staff Managers - Assist Line managers in accomplishing their
objectives
For IMS, University of Lucknow Human Resource Management – Unit 1 1
Thank you
Human Resource Management – Unit 1 27
