Nan. Ch.
01 Human Resource
Management
● Introduction
● A brief history of HRM
● Strategic importance of HRM
● HRM and organizational effectiveness
● Objectives of HRM function
● Who performs HRM activities
● HR department operations
1
1. Introduction
● Ivancevich: HRM is the function performed in
organizations that facilitates the most effective use
of people (employees) to achieve organizational
and individual goals.
● Boxall and Purcell: HRM refers to the activities of
management in the employment relationship.
● Noe: HRM refers to the management’s policies,
practices, and systems that influence employees’
behavior, attitudes and performance.
● Stone: HRM is managing people within
2 employer-employee relationship.
1. Introduction
● HRM involves productive use of people in
achieving (i) organization’s strategic business
objectives and (ii) the satisfaction of the
employee needs.
● It is much more than a set of activities
relating to a coordination of an organization’s
HR.
● HRM is a major contributor to the success of
an enterprise.
● HRM influences customers, business results
3 and share-holder value.
1. Introduction
● Names for administrative departments such
as personnel management, HRM (now
mostly used), industrial relations and
employee relations are used.
● HRM consists of numerous activities of
management:
● Compliance with equal employment
opportunity (EEO) and other laws.
● Job analysis
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● Human resource planning (HRP)
1. Introduction
● Employee recruitment, selection, motivation
and orientation
● Performance evaluation and compensation
● Training and development
● Labor relations
● Safety, health and wellness.
● Four features of HRM should be stressed:
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1. Introduction
● 1. It is action-oriented, focuses on action
rather than record-keeping, written
procedures and rules.
● Emphasizes solution of problems relating to
(i) organizational objectives, and (ii)
employee development and satisfaction.
● 2. It is people-oriented,
● treats employees as individuals and
● offers services to the employees and others.
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1. Introduction
● 3. It is globally oriented. Good HRM practices
can review practices from other countries.
● Many organizations around the world treat
people fairly and with respect and sensitivity.
● One country can review best-in-class HRM
practices from another country and
● examine if they can be applied to work there.
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1. Introduction
● 4. It is future-oriented. It helps in achieving its
objectives in the future
● by selection and training of employees.
● HRM needs to be incorporated in
● long-term organizational planning and
● business planning.
