HUMAN RESOURCE MANAGEMENT

MEANING AND CONCEPT

INTRODUCTION

HRM is concerned with the human beings Human resource is the total knowledge,

abilities, skills, talents and aptitudes of an organisation’s work force.

It is a resource like any other natural resource. It includes management of skills, attitudes and

aspirations of people. Humane approach Also called labour-management relations,

labour management, human capital mgt, employer-employee relations

MEANING AND FEATURES OF HRM

According to Edwin Flippo,Human Resource management is the planning,

organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organisational and social objectives are accomplished.

FeaturesManaging peopleDevelopment of individualsManagement functionStaffing functionAchieving competitive advantage

NATURE OF HRM

Part of process of Management Comprehensive function People oriented Based on human relations Pervasive function Continuous process Science as well as an art interdisciplinary

EVOLUTION OF THE CONCEPT OF HRM

Labour as commodity- hired on the basis of need Labour as a tool for higher production/

mechanistic approach- like material, capital. Paternalistic approach-schemes introduced, trade

unions, collective bargaining Humanitarian concept/ humanistic concept/social

system approach- physical, social and psychological needs, human relations concept.

Human resource concept- assets, satisfying aspirations of people, motivation, group dynamics etc

Emerging concept/ the partnership concept- quality of work life, emerging as special discipline & profession.

NEED OF HRM

For better industrial relations Develop organizational commitment Coping with changing environment Change in political philosophy Increased pressure on employees

HRM Vs HUMAN RESOURCE DEVELOPMENTMEANING HRM HRD

1) MEANING It is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organisational and social objectives are accomplished.

It is a process concerned with an organised series of learning activities designed to produce behavioural changes that they acquire desired level of competence for present and future roles.

2) MECHANISMS It considers salary and other economic factors as important motivators

It considers autonomous work groups, job enrichment, job challenges & creativity as the main motivating forces

3) EMPHASIS ON CULTURE

Its emphasis is on increasing people efficiency

Its efficiency is on building the right type of culture in the organisation- a culture which has characteristics as mutual trust, openness, collaboration, clarity of goals

4)RESPONSIBILITY Personnel dept or HRM

Concern of al managers in the org.

5) SCOPE It has wider scope It has narrow scope

PERSONNEL MGT vs HRM

BASIS PERSONAL MGT HRM

1) SCOPE PM has limited scope & internal orientation

It has broader scope, broader horizon, viewpoint & integrated external orientation

2) TREATMENT OF LABOUR

Labour is treated as a tool whose behaviour is to be manipulated for meeting org. objectives

It treats people as assets to be used for the benefit of org., its employees & society

3) SUPREMACY OF INTEREST

Interest of the organisation are uppermost

Mutuality of interest exists, goal congruence exits

4) TYPE OF ACTIVITY PM is treated as a routine activity to hire employees & maintaining personal records

HRM is treated as specialized function involving PODCC of PDMIC of human resources in org.

5) MANAGERIAL TASK

Managerial task with respect to labour is monitoring

Managerial task with respect to labour is nurturing

6) NATURE Traditional concept Broader concept and includes personal mgt

7) STRATEGIC MANAGEMENT

PM is not considered as a part of strategic mgt of business

HRM is a significant part of strategic mgt. of business.

Scope of HRM

Identifying and developing persons Retaining suitable persons Creating work culture Educating managerial personnel Conducting research Developing a communication

system.

LIMITATIONS OF HRM

Recent origin Lack of top management support Improper implementation Inadequate information

FUNCTIONS OF HRM

MANAGERIAL FUNCTIONS

OPERATIVE FUNCTIONS

MANAGERIAL FUNCTIONS

PLANNING

ORGANISING

DIRECTING

CO-ORDINATING

CONTROLLING

OPERATIVE FUNCTIONS

EMPLOYMENT

HUMAN RESOURCE DEVELOPMENT

COMPENSATION

HUMAN RELATIONS

MAINTENANCE

1) EMPLOYMENT:Job analysis, human resource planning,recruitment, selection,

placement, induction and orientation2) Human resource developmentPerformance appraisal, training, management and development3) CompensationJob evaluation, wage and salary administration, fixing of

incentives, fringe benefits, social security measures, job enrichment and job enlargement

4) Human relations- integrationMotivation, redressing employee grievances, handling

disciplinary cases, counselling employees solving their problems and improving quality of work

5)MaintenanceEstablishment of health, sanitation and safety standards

ADVISORY FUNCTIONS

ADVICE TO TOP MANAGEMENT ADVICE TO DEPARTMENTAL HEADS

IMPEDIMENTS/ HINDRANCES TO THE GROWTH OF HRM IN INDIA

Lacks adequate attention Excessive labour laws Authoritarian culture Does not attract talented persons Conflict with line managers Result not measurable Approach not fully developed Lack of professional attitude

CHALLENGES FOR HRM

Globalisation of business Social factors Technological factors Work force diversity Trends in nature of work Increase in education levels Changes in legal environment