1. Concept Of HRM-HRM is art of Managing people at work insuch a way that they give their best for theorganization for achieving the goal.HRM is the planning ,organizing, directing& controlling of the procurement,development, compensation, integration,maintenance & separation of humanresource to the end that individual ,organizational and social objectives areaccomplished. Proff.Rahul Manajre

2. Evolution Of HRM:-Commodity Approach:- Worker is treated as commodity.The factor of production concept:- Labour is like any otherfactor of production e.g. money, material, machineWelfare Approach :- welfare approach like safety ,lunch, restroom etc.Protective Concept :- Mgmt. must assume protective attitudetowards employee it means satisfying various needs ofemployees.The Humatarion concept:- To improve productivity socialand psychological needs of workers must be satisfied.Human Resource Concept:- Employees are most valuableassets of organization.Emerging concept:- Employee should accept as a partner inorganizations progress. Proff.Rahul Manajre 3. Scope of HRM:-Scope of HRM is indeed very Vast & wide it includes allactivities starting form man power planning Personal aspects:- This is concern with the manpowerplanning, recruitment, selection, placement, etc Welfare aspects:- working conditions & amenities suchcanteen, rest & lunch, education, health & safety etc. Industrial aspects:- This covers Union Mgmt., Collectivebargaining etc.AND OTHERS ARE Control:-HR Audit, HR Accounting, HRIS Acquisition:-HR Planning, Recruitment, Selection etc. Maintenance:- Remuneration, Motivation, Health & Safety etc. Development:- Training & development, Career Planning, ODetc. Proff.Rahul Manajre 4. Objective Of HRM Primary Objective:- To provide competent & motivatedworkforce to the organization. Social Objective:- HRM being ethically & sociallyresponsible for the needs and challenges of society. Organizational Objective:- To establish and maintainsound organizational structure and desirable workingrelationship between employees. Functional Objective:- To attain & effective utilization ofhuman resource in the achievement of organizationalgoal & providing training & development program. Personal Objective:- To identify & satisfy individual &group needs. Proff.Rahul Manajre 5. HR PROCESSProff.Rahul Manajre 6. HR PROCESS1.Recruitment & Selection2.Placement & Induction3.Training & Development4.Performance Management5.Compensation Management6.MaintenanceProff.Rahul Manajre 7. Role of HR Administrative Role Operational Role Strategic RoleProff.Rahul Manajre 8. Administrative Role Policy Maker:- Formation of policies e.g. recruitment,training & development, performance appraisal,compensation etc. Administrative Expert:-Record keeping e.g. Personalfiles, company documents etc. Advisor:- Maintaining employee relations, training &development, selection etc. Counselor:- Career planning, personal help etc. Welfare Officer:- Canteen, hospital, education etc. Proff.Rahul Manajre 9. Operational Role Recruiter Trainer Co-ordinator Mediator Proff.Rahul Manajre 10. Strategic Role Strategy Formulation Strategy Selection Strategy ImplementationProff.Rahul Manajre 11. HRshould define an organization architecture i.e. itshould identify the underlying model of the companysway of doing businessHRneeds to be accountable for conducting anorganizational audit.Hr as a strategic partner is to identify methods forrenovating the parts of organizational structure.HR must take stock of its own work and set clearpriorities.Proff.Rahul Manajre 12. Business Strategies Corporatelevel strategy SBU level strategy Functional level strategy Proff.Rahul Manajre 13. Business StrategiesStability strategy:-i. Maintenance of status queii. Sustainable growthGrowth strategy:-i. Mergersii. Takeoveriii. Joint VenturesRetrenchment strategy:-i. Turn Aroundii. LiquidationProff.Rahul Manajre 14. Linking Business strategy and HR strategyIn many companies HR manager is responsible for strategic mgmt. process.A. EmploymentB. DevelopmentC. CompensationD. Industrial RelationE. Organizational CultureProff.Rahul Manajre 15. TQM And HRMTQM:-TQM is a continuous process of improvement for individuals, group of people and the total organization.Principles of TQM:-a. Delight the customerb. Management by factc. People based managementd. TQM is continuous processProff.Rahul Manajre 16. Following forces shape the HRM towardsTQM Economic liberalization announced by governmentof INDOA in 1991 Opening Indian economy for the rest of world Focusing on private sector to restructuring anddeveloping Indian economy Successful organizations proactively andsystematically understand and respond to currentand future customer needs The IT revolution is replacing the core competencies Proff.Rahul Manajre 17. HR Strategy to TQMThe HR plans can be four typesa. Strategic-high profile i.e. Change agentb. Strategic-low profile i.e. Hidden persuaderc. Operation-high profile i.e. Internal contractord. Operation-low profile i.e. FacilitatorProff.Rahul Manajre 18. HR Policies TheHR policy manual is a companion volume to the employee handbook. HRpolicy helps organization to maintain good work culture within the organization Proff.Rahul Manajre 19. HR policies mainly focus on :- Recruitment, selection & placement Training & manpower development Performance Mgmt. Termination of employee Compensation Transfer & Promotion Complaints & Grievance procedure Employee benefits Conducts , Discipline & apple rule Employee health & Safety Internal Communication Other Personnel policies and procedure Proff.Rahul Manajre 20. HR Audit HR Audit means the systematic verification of job analysis and design, recruitment and selection, orientation and placement, training and development, performance appraisal and job evaluation, employee and executive remuneration, motivation and morale, participative management, communication, welfare and social security, safety and health, industrial relations, trade unionism, and disputes and their resolution.Proff.Rahul Manajre 21. Scope of Audit Audit of all the HR function. Audit of managerial compliance of personnelpolicies, procedures and legal provisions. Audit of corporate strategy regarding HR planning,staffing, IRs, remuneration and other HR activities. Audit of the HR climate on employee motivation,morale and job satisfaction.Proff.Rahul Manajre 22. Benefits of HR Audit It helps to find out the proper contribution of the HRdepartment towards the organization. Development of the professional image of the HRdepartment of the organization. Reduce the HR cost. Motivation of the HR personnel. Find out the problems and solve them smoothly. Provides timely legal requirement. Sound Performance Appraisal Systems. Systematic job analysis. Smooth adoption of the changing mindset.Proff.Rahul Manajre 23. HUMAN RESOURCE ACCOUNTING HRA is an attempt to identify and record investmentmade in the human resources. Its an information system reporting the cost and valueof the human factor to the organization According to Woodruff Jr., VP of R.G. BarryCorporation U.S.A, HRA is an attempt to identifyand report investment made in human resources ofan organization that are not accounted for underconventional accounting practice. Its an informationsystem that tells the management what changes overtime are occurring to the human resources of thebusiness.Proff.Rahul Manajre 24. Characteristics Of HRA Itsa system of accounting in whichidentification of human resources is made. Investment made in human resources isrecorded. Measurement of costs and values are made. Changes occurring in human resources overa period of time are also recorded. Communicates information through financialstatements to interested partiesProff.Rahul Manajre 25. Helps the management to gain knowledge ofthe various aspects of employees which isnecessary to take vital decisions for theprogress of the organization. HRA is a part of MIS. Joint efforts of behavioral scientists,accountants and managements are neededfor the working and development of HRA.Proff.Rahul Manajre 26. Objectives Of HRA Propermanagement of human resources Improvement of human resources. Depicting the true value of the organization. Provides quantitative information on humanresources which helps the managers andinvestors in making decisions. HRA communicates the worth of humanresources to the organization and to thepublic.Proff.Rahul Manajre 27. Methods/Models Of HRA Historical Cost Method:Actual cost incurred for recruiting, hiring, trainingand developing the human resources of theorganization are capitalized and amortized over theexpected useful life of the human resources. Replacement Cost Method:This is the measure of the cost to replace a firmsexisting human resources. This method has theadvantages of adjusting the human value of pricetrends in the economy Proff.Rahul Manajre 28. Opportunity Cost Method: In this method, the human resource of anorganization has to be valued on the basis of theeconomists concept of opportunity cost which isvalue of benefit foregone by putting it to present use.Proff.Rahul Manajre 29. Work-Life BalancePolicies Part-timeemployment Job Share Annualised salary Flexi-time Contract Employment Planned Career Breaks Voluntary-reduced working time Occasional working at homeProff.Rahul Manajre