HUMAN RESOURCE MANAGEMENT

1. MEANING AND CONCEPT HUMAN RESOURCE MANAGEMENT

2. 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

3. 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. Features Managing people Development of individuals Management function Staffing function Achieving competitive advantage

4. 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

5. 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.

6. NEED OF HRM • For better industrial relations • Develop organizational commitment • Coping with changing environment • Change in political philosophy • Increased pressure on employees

7. HRM Vs HUMAN RESOURCE DEVELOPMENT

9. PERSONNEL MGT vs HRM

11. Scope of HRM • Identifying and developing persons • Retaining suitable persons • Creating work culture • Educating managerial personnel • Conducting research • Developing a communication system.

12. LIMITATIONS OF HRM • Recent origin • Lack of top management support • Improper implementation • Inadequate information

14. MANAGERIAL FUNCTIONS

15. OPERATIVE FUNCTIONS

16. EMPLOYMENT: Job analysis, human resource planning,recruitment, selection, placement, induction and orientation 2) Human resource development Performance appraisal, training, management and development 3) Compensation Job evaluation, wage and salary administration, fixing of incentives, fringe benefits, social security measures, job enrichment and job enlargement 4) Human relations- integration Motivation, redressing employee grievances, handling disciplinary cases, counselling employees solving their problems and improving quality of work 5)Maintenance Establishment of health, sanitation and safety standards

17. ADVISORY FUNCTIONS • ADVICE TO TOP MANAGEMENT • ADVICE TO DEPARTMENTAL HEADS

18. 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

19. 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