HUMAN RESOURCE MANAGEMENT MEANING AND CONCEPT INTRODUCTION HRM

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, employeremployee 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. Features Managing people Development of individuals Management function Staffing function Achieving 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 DEVELOPMENT MEANING 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 Mutuality of interest are uppermost 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

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 1)

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