Download VTU (Visvesvaraya Technological University) MBA 2nd Semester (Second Semester) 17MBA21-Human Resource Management HRM Chapter 1 Important Lecture Notes (MBA Study Material Notes)
Human Resource Management
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Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
Functions of HRM
1-9
? Planning
? Organising
? Directing
? Controlling
Operative Functions
P/HRM
Managerial
functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal
mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and
potential appraisal
Compensation
administration
Incentives
benefits and
services
Maintenance:
Health
Safety
Welfare
Social security
Integration:
Grievances
Discipline
Teams and
teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers?
associations
Industrial relations
Emerging
Issues:
Personnel
records
Personnel audit
Personnel
research
HR accounting
HRIS
Job stress
Mentoring
International
HRM
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
Functions of HRM
1-9
? Planning
? Organising
? Directing
? Controlling
Operative Functions
P/HRM
Managerial
functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal
mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and
potential appraisal
Compensation
administration
Incentives
benefits and
services
Maintenance:
Health
Safety
Welfare
Social security
Integration:
Grievances
Discipline
Teams and
teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers?
associations
Industrial relations
Emerging
Issues:
Personnel
records
Personnel audit
Personnel
research
HR accounting
HRIS
Job stress
Mentoring
International
HRM
EVOLUTION OF HRM
The field of HRM evolved both in India and elsewhere over a number of
years to present level of sophistication and use of proactive methods
1-14
v The industrial revolution
v Scientific management
v Trade unionism
v Human relations movement
v Human resources approach
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
Functions of HRM
1-9
? Planning
? Organising
? Directing
? Controlling
Operative Functions
P/HRM
Managerial
functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal
mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and
potential appraisal
Compensation
administration
Incentives
benefits and
services
Maintenance:
Health
Safety
Welfare
Social security
Integration:
Grievances
Discipline
Teams and
teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers?
associations
Industrial relations
Emerging
Issues:
Personnel
records
Personnel audit
Personnel
research
HR accounting
HRIS
Job stress
Mentoring
International
HRM
EVOLUTION OF HRM
The field of HRM evolved both in India and elsewhere over a number of
years to present level of sophistication and use of proactive methods
1-14
v The industrial revolution
v Scientific management
v Trade unionism
v Human relations movement
v Human resources approach
Objectives
? Helping organisation to reach the goal
? Efficiently employing the skills and abilities of the work
force
? Providing Well trained and well motivated employees
? Increasing employees? job satisfaction and self actualisation
? Achieving quality of work life
? Communicating HRM policies to all Employees
? Maintaining Ethical policies and Socially responsible
behaviour
? Managing change
? Managing increased Urgency and Faster cycle time
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
Functions of HRM
1-9
? Planning
? Organising
? Directing
? Controlling
Operative Functions
P/HRM
Managerial
functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal
mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and
potential appraisal
Compensation
administration
Incentives
benefits and
services
Maintenance:
Health
Safety
Welfare
Social security
Integration:
Grievances
Discipline
Teams and
teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers?
associations
Industrial relations
Emerging
Issues:
Personnel
records
Personnel audit
Personnel
research
HR accounting
HRIS
Job stress
Mentoring
International
HRM
EVOLUTION OF HRM
The field of HRM evolved both in India and elsewhere over a number of
years to present level of sophistication and use of proactive methods
1-14
v The industrial revolution
v Scientific management
v Trade unionism
v Human relations movement
v Human resources approach
Objectives
? Helping organisation to reach the goal
? Efficiently employing the skills and abilities of the work
force
? Providing Well trained and well motivated employees
? Increasing employees? job satisfaction and self actualisation
? Achieving quality of work life
? Communicating HRM policies to all Employees
? Maintaining Ethical policies and Socially responsible
behaviour
? Managing change
? Managing increased Urgency and Faster cycle time
Evolution of the Personnel Function
1-15
Concept What is it all about?
The Commodity
concept
Labour was regarded as a commodity to be bought and sold. Wages
were based on demand and supply. Government did very little to
protect workers.
The Factor of Production
concept
Labour is like any other factor of production, viz, money, materials,
land, etc. Workers are like machine tools.
The Goodwill concept
Welfare measures like safety, first aid, lunch room, rest room will
have a positive impact on workers? productivity
The Paternalistic
concept/ Paternalism
Management must assume a fatherly and protective attitude towards
employees. Paternalism does not mean merely providing benefits but
it means satisfying various needs of the employees as parents meet
the requirements of the children.
Cont?
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
Functions of HRM
1-9
? Planning
? Organising
? Directing
? Controlling
Operative Functions
P/HRM
Managerial
functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal
mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and
potential appraisal
Compensation
administration
Incentives
benefits and
services
Maintenance:
Health
Safety
Welfare
Social security
Integration:
Grievances
Discipline
Teams and
teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers?
associations
Industrial relations
Emerging
Issues:
Personnel
records
Personnel audit
Personnel
research
HR accounting
HRIS
Job stress
Mentoring
International
HRM
EVOLUTION OF HRM
The field of HRM evolved both in India and elsewhere over a number of
years to present level of sophistication and use of proactive methods
1-14
v The industrial revolution
v Scientific management
v Trade unionism
v Human relations movement
v Human resources approach
Objectives
? Helping organisation to reach the goal
? Efficiently employing the skills and abilities of the work
force
? Providing Well trained and well motivated employees
? Increasing employees? job satisfaction and self actualisation
? Achieving quality of work life
? Communicating HRM policies to all Employees
? Maintaining Ethical policies and Socially responsible
behaviour
? Managing change
? Managing increased Urgency and Faster cycle time
Evolution of the Personnel Function
1-15
Concept What is it all about?
The Commodity
concept
Labour was regarded as a commodity to be bought and sold. Wages
were based on demand and supply. Government did very little to
protect workers.
The Factor of Production
concept
Labour is like any other factor of production, viz, money, materials,
land, etc. Workers are like machine tools.
The Goodwill concept
Welfare measures like safety, first aid, lunch room, rest room will
have a positive impact on workers? productivity
The Paternalistic
concept/ Paternalism
Management must assume a fatherly and protective attitude towards
employees. Paternalism does not mean merely providing benefits but
it means satisfying various needs of the employees as parents meet
the requirements of the children.
Cont?
1-16
The Humanitarian
concept
To improve productivity, physical, social and psychological needs of
workers must be met. As Mayo and others stated, money is less a
factor in determining output, than group standards, group incentives
and security. The organisation is a social system that has both
economic and social dimensions.
The Human Resource
concept
Employees are the most valuable assets of an organisation. There
should be a conscious effort to realise organisational goals by satisfying
needs and aspirations of employees.
The Emerging concept Employees should be accepted as partners in the progress of a
company. They should have a feeling that the organisation is their own.
To this end, managers must offer better quality of working life and
offer opportunities to people to exploit their potential fully. The focus
should be on Human Resource Development.
Evolution of the Personnel Function
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
Functions of HRM
1-9
? Planning
? Organising
? Directing
? Controlling
Operative Functions
P/HRM
Managerial
functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal
mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and
potential appraisal
Compensation
administration
Incentives
benefits and
services
Maintenance:
Health
Safety
Welfare
Social security
Integration:
Grievances
Discipline
Teams and
teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers?
associations
Industrial relations
Emerging
Issues:
Personnel
records
Personnel audit
Personnel
research
HR accounting
HRIS
Job stress
Mentoring
International
HRM
EVOLUTION OF HRM
The field of HRM evolved both in India and elsewhere over a number of
years to present level of sophistication and use of proactive methods
1-14
v The industrial revolution
v Scientific management
v Trade unionism
v Human relations movement
v Human resources approach
Objectives
? Helping organisation to reach the goal
? Efficiently employing the skills and abilities of the work
force
? Providing Well trained and well motivated employees
? Increasing employees? job satisfaction and self actualisation
? Achieving quality of work life
? Communicating HRM policies to all Employees
? Maintaining Ethical policies and Socially responsible
behaviour
? Managing change
? Managing increased Urgency and Faster cycle time
Evolution of the Personnel Function
1-15
Concept What is it all about?
The Commodity
concept
Labour was regarded as a commodity to be bought and sold. Wages
were based on demand and supply. Government did very little to
protect workers.
The Factor of Production
concept
Labour is like any other factor of production, viz, money, materials,
land, etc. Workers are like machine tools.
The Goodwill concept
Welfare measures like safety, first aid, lunch room, rest room will
have a positive impact on workers? productivity
The Paternalistic
concept/ Paternalism
Management must assume a fatherly and protective attitude towards
employees. Paternalism does not mean merely providing benefits but
it means satisfying various needs of the employees as parents meet
the requirements of the children.
Cont?
1-16
The Humanitarian
concept
To improve productivity, physical, social and psychological needs of
workers must be met. As Mayo and others stated, money is less a
factor in determining output, than group standards, group incentives
and security. The organisation is a social system that has both
economic and social dimensions.
The Human Resource
concept
Employees are the most valuable assets of an organisation. There
should be a conscious effort to realise organisational goals by satisfying
needs and aspirations of employees.
The Emerging concept Employees should be accepted as partners in the progress of a
company. They should have a feeling that the organisation is their own.
To this end, managers must offer better quality of working life and
offer opportunities to people to exploit their potential fully. The focus
should be on Human Resource Development.
Evolution of the Personnel Function
Principles of HRM
? Principle of scientific selection
? Principle of employee development
? Principle of labour management cooperation
? Principle of free flow of commutation
? Principles of fair remuneration
? Principles of incentive
? Principles of dignity of labour
? Principle of participation
? Principle of team spirit
? Principle of contribution
FirstRanker.com - FirstRanker's Choice
Chapter 1
Human Resource Management
? HUMAN RESOURCE OR HUMAN RELATIONS
MANAGEMENT
? Personnel Management is a function of
managing people.
? PM is also called HRM.
? HRM is the effective use of human resources in order
to enhance organizational performance.
? Activities an organization conducts to use its human
resource effectively
? HRM proposes that people are a capital resource
(Human capital) and return on people is the
measurable outcome.
?
? Origins. - HRM-type themes, including ?human
capital theory? and 'human asset accounting', can
be found in the literature from the 1970s.
? The modern view of HRM gained prominence in
1981 - introduction in the prestigious MBA course
at Harvard Business School.
? Simultaneously, other interpretations were being
developed in Michigan and New York
What is HRM ?
? ?HRM is the function performed in Organisations that facilitates
the most effective use of people to achieve organizational and
individual goals?
- Ivancevich & Glucck.
? HRM is ?planning, organizing, directing and controlling of the
procurement, development, compensation, integration,
maintenance and reproduction of human resource to the end that
individual, organizational and societal objectives are
accomplished,?
- Flippo.
? ? the management of human resources is viewed as a system in
which participants seeks to attain both individual & group goals.?
- Dale Yoder.
Why care about HRM?
?Impact on you as employees
?Impact on you as managers
?Potential future roles as HR professionals
?Impact of HRM on organizations
Nature of HRM
q A NATURE OF HRM ? is to reflect its new
philosophy , a new outlook, approach and strategy
which views an Organizations manpower as its
resource and assets not as liabilities or mere
hands.
qMechanization and IT have brought in more
humans with different attitudes and behavior into
Organizations.
qHRM looks into the individual needs and
motivates them to work. Human element in the
enterprise has paved the way for effective
management of the organization.
Scope of HRM
Just employment, maintenance of salary records has
enlarged to
? Providing welfare
? Performance Appraisal / Management
? Human Relations
? Strategic HR
? Employee Involvement
? Industrial relation
? It?is?pervasive?in?nature?as?it?is?present?in?all?enterprises.
? Its?focus?is?on?results?rather?than?on?rules.
? It?tries?to?help?employees?develop?their?potential?fully.
? It?encourages?employees?to?give?their?best?to?the?
organization.
? It?is?all?about?people?at?work,?both?as?individuals?and?
groups.
? It?tries?to?put?people?on?assigned?jobs?in?order?to?
produce?good?results.
? It?helps?an?organization?meet?its?goals?in?the?future?by?
providing?for?competent?and?well-motivated?employees.
? It?tries?to?build?and?maintain?cordial?relations?between?
people?working?at?various?levels?in?the?organization.
? It?is?a?multi-disciplinary?activity,?utilizing?knowledge?and?
inputs?drawn?from?psychology,?economics,?etc.
HRM People Functions Include:?
? Performance Management
? Communication
? Training and Development
? Employee commitment
? Equal opportunity
? Health and safety
? Grievances/labor relations
? Job analysis
? Labour needs
? Recruitment
? Selection
? Orientation and training
? Wages and salaries
? Incentives and benefits
?
HRM FUNCTIONS
Primary
? Human resource planning
? Equal employment opportunity
? Staffing (recruitment and selection)
? Compensation and benefits
? Employee and labor relations
? Health, safety, and security
? Human resource development
Secondary functions
? Organization and job design
? Performance management/ performance appraisal
systems
? Research and information systems
Importance
? attract and retain talent
? train people for challenging roles
? develop skills and competencies
? promote team spirit
? develop loyalty and commitment
? increase productivity and profits
? improve job satisfaction
? enhance standard of living
? generate employment opportunities
Functions of HRM
1-9
? Planning
? Organising
? Directing
? Controlling
Operative Functions
P/HRM
Managerial
functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal
mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human
resources
development
strategies
Motivation and
Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and
potential appraisal
Compensation
administration
Incentives
benefits and
services
Maintenance:
Health
Safety
Welfare
Social security
Integration:
Grievances
Discipline
Teams and
teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers?
associations
Industrial relations
Emerging
Issues:
Personnel
records
Personnel audit
Personnel
research
HR accounting
HRIS
Job stress
Mentoring
International
HRM
EVOLUTION OF HRM
The field of HRM evolved both in India and elsewhere over a number of
years to present level of sophistication and use of proactive methods
1-14
v The industrial revolution
v Scientific management
v Trade unionism
v Human relations movement
v Human resources approach
Objectives
? Helping organisation to reach the goal
? Efficiently employing the skills and abilities of the work
force
? Providing Well trained and well motivated employees
? Increasing employees? job satisfaction and self actualisation
? Achieving quality of work life
? Communicating HRM policies to all Employees
? Maintaining Ethical policies and Socially responsible
behaviour
? Managing change
? Managing increased Urgency and Faster cycle time
Evolution of the Personnel Function
1-15
Concept What is it all about?
The Commodity
concept
Labour was regarded as a commodity to be bought and sold. Wages
were based on demand and supply. Government did very little to
protect workers.
The Factor of Production
concept
Labour is like any other factor of production, viz, money, materials,
land, etc. Workers are like machine tools.
The Goodwill concept
Welfare measures like safety, first aid, lunch room, rest room will
have a positive impact on workers? productivity
The Paternalistic
concept/ Paternalism
Management must assume a fatherly and protective attitude towards
employees. Paternalism does not mean merely providing benefits but
it means satisfying various needs of the employees as parents meet
the requirements of the children.
Cont?
1-16
The Humanitarian
concept
To improve productivity, physical, social and psychological needs of
workers must be met. As Mayo and others stated, money is less a
factor in determining output, than group standards, group incentives
and security. The organisation is a social system that has both
economic and social dimensions.
The Human Resource
concept
Employees are the most valuable assets of an organisation. There
should be a conscious effort to realise organisational goals by satisfying
needs and aspirations of employees.
The Emerging concept Employees should be accepted as partners in the progress of a
company. They should have a feeling that the organisation is their own.
To this end, managers must offer better quality of working life and
offer opportunities to people to exploit their potential fully. The focus
should be on Human Resource Development.
Evolution of the Personnel Function
Principles of HRM
? Principle of scientific selection
? Principle of employee development
? Principle of labour management cooperation
? Principle of free flow of commutation
? Principles of fair remuneration
? Principles of incentive
? Principles of dignity of labour
? Principle of participation
? Principle of team spirit
? Principle of contribution
Shifts in HR management in India
Emerging HR practice
v Strategic role
v Proactive
v Key part of organisational
mission
v Service focus
v Process-based organisation
v Cross-functional eams,
teamwork most important
v People as key
investments/assets
Traditional HR practice
v Administrative role
v Reactive
v Separate, isolated from
company mission
v Production focus
v Functional organisation
v Individuals encouraged,
singled out for praise, rewards
v People as expenses
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This post was last modified on 18 February 2020