1. Learning Objectives1. To provide introductory overview of HRM2. To understand the concept of HRM and PM3. To understand importance & evolution of HRM

2. HRMIntroduction:HRM aims at developing people through workDefinition:The policies and practices involved in carrying out the people or human resourceaspects of management position, including recruiting, screening, training,rewarding and appraising-Gary DesslerHuman resources termed as Human Capital 3. Importance of HRM1. As a necessary part of the organizing function ofmanagement2. As an important strategic tool3. Adds value to the firm. Activation of non human resources. Means for developing competitive advantage. Source of creative energy 4. Objectives Societal Organizational Functional Personal 5. HR ChallengesEnvironmental influencesOrganizational demandsRegulatory issues 6. HR Activities 7. HRM & PM Def of HRM Def of PM Comparison of HRM & PM Common features 8. Difference bet HRM & PMHRM It places emphasis on continuousdevelopment of ppl @ work. Proactive function. It is not onlyconcerned with present org needs butanticipates future needs & actsaccordingly. Sub system of org. linked with all otherparts of the org. System, broad view. Not only improvingefficiency of the ppl but creating properorg al culture to utilize the efficiency..PM It is routine, maintenanceoriented administrative fn. Reactive function Responds todemand of the org wheneverarises Independent function Narrow view. Concentrate onlyon improving the efficiency ofpersonnel 9. HRM & PMHRM Emphasis on satisfaction ofhigher needs for motivatingppl like creativity challengingjobs etc. Better performance is a sourceof satisfaction & high moralePM Emphasis on economicrewards & traditional jobdesign for motivating ppl. It considers job satisfaction nmorale as cause of improvedperformance 10. Qualities of HR Manager Conceptual Qualities Analytical Qualities Motivational Qualities Emotional Stability Empathy Communicative Quality Human Relation Quality Technical Quality 11. Role of HR Manager1. Conscience role2. Counselor3. Mediator4. Spokesman5. Problem Solver6. Change Agent7. Welfare role8. Clerical role9. Fire Fighting role 12. HumanResourcePlanningRecruitment SelectionTrainingOrientationCareerDevelopmentCompensation& BenefitsPerformanceManagementIdentify & SelectCompetentEmployeeUpdating Knowledge& SkillsRetainCompetent &EligibleEmployeesSeparationHuman Resource Management Process 13. Human Relation Intro:Human relation is an aid to HRM. The main objective is toestablish a cordial atmosphere & organizational climate. Itimproves org. behavior. Human relations aims at improving teamwork & team spirit in the org.Def:It can be defined as the cordial atmosphere in the org inwhich ppl practice the art of living in such way that theycommunicate, act, interact & transact in a cordial mannerrecognizing each others needs, views, values & temperamentswhich lead to better morale & motivation of ppl in the org. 14. Objectives of human relationa. To aid the HRMb. To help establish the cordial relation bet themgmt & employeesc. To enable the mangers to hv an integratedapproach to the situationd. To establish mutual regard & recognitione. To facilitates employees involvement in theaffairs of the org leading to better productivity. 15. f. To facilitate effective org communicationg. Expected to improve team work & team spirit.h. To act as a good motivator & to facilitate mutualco-ordinationi. It is meant to improve org behavior.j. To improve employees morale & job satisfaction.k.To achieve executive skills, interpersonal skills 16. Evolution of HRM 17. A commodity concept: employees were treated asa commodity which can be bought and sold. Production concept: employees became a part of5 ms of management. Paternalistic concept: employees startedrecognizing themselves;. 18. Humanitarian concept: the employees are notonly to be rewarded materialistic but. Behavioral concept: employees became thevaluable assets of the organization. The emerging concept: employees are consideredas the partners of the company.