Submitted by:

Mrs. Binoo Gupta

Associate Professor

P.G. Deptt. Of Commerce & Management

Hans Raj Mahila Maha Vidyalaya,Jalandhar

Introduction to

HRM

Part 1

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Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them

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HRM is the art of Procuring, developing and maintaining competent workforce to achieve organisational goals effectively.

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The process of employing people, developing their resources, utilizing, maintaining & compensating their service in tune with the job & organisational requirements with a view to contribute to the goals of the organisation, individual & the society.

Meaning of HRM

DEFINITION

According to Wendell L French “ the human resource management refers to the philosophy, policies, procedures, & practice related to the management of people within an organisation.”

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According to Stephen P Robbins, “HRM is a process consisting of the acquisition, development, motivation & maintenance of human resources.”

Objectives of HRM:

• To establish and use a workforce that is able and motivated, in order to achieve the goals of an organization.

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• To create the desirable organizational structure and working relationships among all the members of the organization.

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• To integrate individuals and/or groups within the company by matching their goals with those of the company.

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• To ensure individuals and groups have the right opportunities to develop and grow with the organization.

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• To use what human resources a company has in the most effective way to achieve organizational goals.

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• To ensure wages are fair and adequate and provide incentives and benefits thereby satisfying both individuals and groups. Also, to ensure ways of allowing recognition for challenging work, prestige, security and status.

• To have continual high employee morale and good human relations by establishing and improving conditions and facilities within the organization.
• To improve the human assets by providing appropriate training programs on a continual basis.
• To try to effect socio-economic change in areas such as unemployment, under-employment and inequality by distributing income and wealth and added employment opportunities for women and the disadvantaged.
• To offer opportunities for expression.
• To ensure that the organizational leadership works in a fair, acceptable and efficient manner.
• To ensure a good working atmosphere and employment stability by having proper facilities and working conditions.

• OBJECTIVES OF HRM
• Societal Objectives :-
• To manage human resources in an ethical & socially responsible manner.
• To ensure compliance with legal & ethical standards.
• To minimise the negative impact of societal demands upon the organisation.

2) Organisational Objective:-

• HR department, like any other department in an organisation, should focus on achieving the goals of the organisation first. If it does not meet this purpose, the HR department cannot exist in the long run.

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• HR department should recognise its role in bringing about organisational effectiveness.
• HRM is not an end in itself. It is only a means to assist the organisation with its primary objectives.

3) Functional Objectives:-

• To maintain the HRM departments contribution at a level appropriate to the organisation’s needs. Resources are wasted when HRM is either more or less sophisticated to suit the organisation’s demands.

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• The department’s level of service must be tailored to fit the organisation it serves.

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• HRM should employ the skills & abilities of the workforce efficiently. It should aim at making the people’s strength more productive & beneficial to the organisation.

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• HRM should aim at providing the organisation with well trained & well motivated employees.

4) Personnel Objectives

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• HRM should increase employees job satisfaction to the fullest extent.
• HRM should also meet the self actualisation needs of the employees. It should stimulate every employee to achieve his potential.

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• HRM should assist the employees in achieving their personal goals, at least in so far as these goals enhance the individual’s contribution to the organisation.

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• HRM should develop & maintain a quality of work life. It makes employment in the organisation a desirable, personal & social situation. Organisational performance can never be improved without the quality of work life.

Nature of Human Resource Management

1. HRM is based on certain principles and policies contribute to the achievement of organizational objectives.

�2. HRM is a pervasive function – Human resource management is not specific to an individual department, rather it is a broader function and spread throughout the organization, it manages all type of people from lower level to top level departments of the organization.

�3. HRM is people oriented – People or human resource is the core of all the activities of human resource management. Human resource management works with and for people. It brings people and organization together to achieve individual and organizational goals.

�4. HRM is continuous activity – All factors of production are required to be continuously updated and improved to cope up with the changes and increased competition. Similarly, human resource also continuously trained, developed, or replaced to face the next level of competition. Hence, it is a continuous activity.

�5. HRM is a part of management function.

�6. HRM aims at securing maximum contribution.

�7. HRM aims at optimum use of personnel power.

Scope of Human Resource Management

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1. Personnel Aspect

Human Resource Planning – It is the process by which the organization identifies the number of jobs vacant

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Job Analysis and Job Design – Job analysis is the systematic process for gathering, documenting, and analyzing data about the work required for a job. Job analysis is the procedure for identifying those duties or behaviour that define a job.

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Recruitment and Selection – Recruitment is the process of preparing advertisements on the basis of information collected from job analysis and publishing it in newspaper. Selection is the process of choosing the best candidate among the candidates applied for the job.

�Orientation and Induction – Making the selected candidate informed about the organization’s background, culture, values, and work ethics.

�Training and Development – Training is provided to both new and existing employees to improve their performance.

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Performance Appraisal – Performance check is done of every employee by Human Resource Management. Promotions, transfers, incentives, and salary increments are decided on the basis of employee performance appraisal.

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Compensation Planning and Remuneration – It is the job of Human Resource Management to plan compensation and remunerate.

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Motivation – Human Resource Management tries to keep employees motivated so that employees put their maximum efforts in work.

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2. Welfare Aspect –

Human Resource Management have to follow certain health and safety regulations for the benefit of employees. It deals with working conditions, and amenities like - canteens, creches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.

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It also covers appointment of safety officers, making the environment worth working, eliminating workplace hazards, support by top management, job safety, safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical care, sickness benefits, employment injury benefits, personal injury benefits, maternity benefits, unemployment benefits and family benefits.

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It also relates to supervision, employee counseling, establishing harmonious relationships with employees, education and training.

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3. Industrial Relation Aspect –

HRM works to maintain co-ordinal relation with the union members to avoid strikes or lockouts to ensure smooth functioning of the organization. It also covers - joint consultation, collective bargaining, grievance and disciplinary procedures, and dispute settlement. It is a highly sensitive area, it needs careful interactions with labor or employee unions, addressing their grievances and settling the disputes problems with mutual efforts, understanding human behavior and maintaining work relations, collective bargaining and settlement of disputes.

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The main aim is to safeguarding the interest of employees by securing the highest level of understanding to the extent that does not leave a negative impact on organization.

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It is about establishing, growing and promoting industrial democracy to safeguard the interests of both employees and management.

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