HRM

• Human Resource Management (HRM)

is a strategic approach to managing people
effectively within an organization to
ensure they contribute to the organization’s
success while also enhancing their
personal and professional development. It
involves a wide range of functions and
practices designed to recruit, retain,
develop, and motivate employees.
 Functions of HRM
• Recruitment and Selection: Attracting and hiring the right talent through job postings, interviews, and assessments.

• Training and Development: Equipping employees with the necessary skills and knowledge to perform their roles
effectively and preparing them for future roles.

• Performance Management: Setting goals, monitoring performance, providing feedback, and conducting appraisals.

• Compensation and Benefits: Designing salary structures, bonuses, benefits, and incentives to motivate employees.

• Employee Relations: Maintaining healthy relationships between the organization and its employees, resolving conflicts,
and ensuring workplace harmony.

• Workforce Planning: Analysing current and future workforce needs to align with organizational goals.

• Compliance with Labor Laws: Ensuring adherence to employment laws and regulations to avoid legal issues.

• Health and Safety: Creating a safe and healthy work environment to promote employee well-being.

• Employee Engagement and Retention: Building a positive work culture to enhance job satisfaction and reduce
turnover.

• Strategic HR Planning: Aligning HR practices with organizational strategy to achieve long-term goals.
 Definition
• Human resource management (HRM) is the practice of
recruiting, hiring, deploying and managing an
organization's employees. HRM is often referred to
simply as human resources (HR).
• Human Resource Management is defined by Edwin
Flippo as “planning, organizing, directing, controlling of
procurement, development, compensation, integration,
maintenance and separation of human resources to the
end that individual, organizational and social objectives
are achieved.”
 Nature of Human Resource Management
1. People-Oriented
2. Comprehensive Function
3. Continuous Process
4. Goal-Oriented
5. Strategic and Operational
Strategic: Focused on long-term goals, like workforce planning and leadership
development.
Operational: Handling day-to-day activities, like hiring and payroll management.
6. Dynamic in Nature
7. Interdisciplinary Approach
8. Development-Oriented
9. Universal Application
10. Focus on Mutual Benefit
11. Human-Centric and Ethical
12. Legally Compliant
 Scope of HRM
1.Human resources planning: – A process by which the company identifies the number of
jobs vacancy, whether the company has excess staff or shortage of staff and to deal with
this excess or shortage.
2.Job analysis design: – It gives a detailed explanation about each and every job in the
company based on which advertisements are prepared.
3.Recruitment and selection: – The advertisements are published in the news papers and
number of applications are received; interviews are conducted and the right employee is
selected thus recruitment and selection are yet another important areas of HRM.
4.Orientation and induction: – Once the employees have been selected an induction or
orientation program is conducted. The employees are informed about the background of
the company. They are told about the organizational culture and values and work ethics
and introduce to the other employees.
5.Training and development: – Every employee goes under training program which helps
him to put up a better performance on the job. Training program is also conducted for
existing staff that have a lot of experience.
 Cont………
6. Performance appraisal: – Once the employee has put in around 1 year of
service, performance appraisal is conducted i.e. the HR department checks the
performance of the employee. Based on these appraisal future promotions,
incentives, increments in salary are decided.
7. Compensation planning and remuneration: – There are various rules
regarding compensation and other benefits. It is the job of the HR department to
look into remuneration and compensation planning.
8. Motivation, welfare, health and safety: – Motivation becomes important to
sustain the number of employees in the company. It is the job of the HR
department to look into the different methods of motivation. Apart from this certain
health and safety regulations have to be followed for the benefits of the employees.
9. Industrial relations: – Another important area of HRM is maintaining co-
ordinal relations with the union members. This will help the organization to
prevent strikes lockouts and ensure smooth working in the company.
 Objectives of HRM

 To recruit and retain talented individuals.

 To provide opportunities for employee growth and development.
 To create a positive and inclusive work culture.
 To ensure legal compliance and ethical practices.
 To optimize employee performance and productivity.
 To manage changes and transitions in the organization
effectively.
 Cont….
 Talent acquisition: Finding and hiring qualified employees who fit the company's
culture and job roles
 Employee retention: Keeping valued employees engaged and committed through
benefits, career development, and work-life balance programs
 Training and development: Ensuring employees have the proper training and skills to
perform their jobs
 Performance management: Evaluating & improving employee performance
 Compensation management: Designing fair & competitive compensation packages
 Workplace health and safety: Ensuring a safe and healthy work environment
 Diversity and inclusion: Promoting a workplace that values diversity and inclusivity,
and addressing discrimination and bias
 Societal objectives: Ensuring the organization meets the psychological, behavioral,
economic, social, and ethical needs of employees
 Corporate social responsibility: Working towards corporate social responsibility (CSR)
involving employees
 Functions of HRM
1. Managerial Functions: – Human Resource Planning
Organizing
Directing
Controlling
2. Operative Functions: – Job analysis and Design
Selection and Recruitment
Training and Development
Wage and Salary Administration
Performance Appraisal
Employee Welfare
Employee Relations
Maintenance
Employee Research
Employee Record
3. Advisory Functions: – Advising Top Management
Advising Department Heads
 ROLE OF HUMAN RESOURCE
MANAGER
• The role of HRM is to plan, develop and administer policies and programs designed
to make optimum use of an organizations human resources.
• It is that part of management which is concerned with the people at work and with
their relationship within enterprises.
• The ultimate goal of every HR person should be to develop a linkage between the
employee and organization because employee‘s commitment to the organization is
crucial.
• The first and foremost role of HR personnel is to impart continuous education to
the employees about the changes and challenges facing the country in general and
their organization in particular.
• The employees should know about the balance sheet of the company, sales
progress, and diversification of plans, share price movements, turnover and other
details about the company.
• The HR professionals should impart such knowledge to all employees through small
booklets, video films and lectures.
• To develop a thorough knowledge of corporate culture, plans and policies.
• To act as an internal change agent and consultant .
• To initiate change and act as an expert and facilitator.
• To involve actively in company‘s strategy formulation.
• To keep communication line open between the HRD function and
individuals and groups both within and outside the organization.
• To identify and evolve HRD strategies in consonance with overall business
strategy.
• To facilitate the development of various organizational teams and their
working relationship with other teams and individuals.
• To try and relate people and work so that the organization objectives are
achieved efficiently and effectively.
• To diagnose problems and determine appropriate solution particularly in
the human resource areas.
• To provide co-ordination and support services for the delivery of HRD
programmes and services.
• To evaluate the impact of an HRD intervention or to conduct research so
as to identify, develop or test how HRD In general has improved individual
and organizational performance.