Hrm

Instructor
Mr. Shyamasundar Tripathy
Management Faculty(HR)

Introduction
 Challenges faced by organizations
 Global competitiveness – implications on HR
 Work force diversity
 Ethical issues
 Advances in technology and communication
 Sensitive approach to environment
 Shift in employees need for meaningful work

What is HRM?
•HRM is concerned with the people’s dimension
in the organization
•Facilitating the competencies and retention of
skilled force
• Developing management systems that promote
commitment
• Developing practices that foster team work
• Making employees feel valued and rewarded.

Definition
•HRM refers to acquisition, retention, motivation and
maintenance of Human Resources in an organization.
•HRM is the planning, organising, directing & controlling
of the procurement, development, compensation
integration, maintenance and separation of human
resources to the end that individual, organizational and
social objectives are accomplished.

Human Resource Management:
Evolution
 The early part of the century saw a concern for
improved efficiency through careful design of work.
 During the middle part of the century emphasis
shifted to the employee’s productivity.
 Recent decades have focused on increased concern for
the quality of working life, total quality management
and worker’s participation in management.
 These three phases may be termed as
welfare, development and empowerment.

Nature
Human Resource Management is a process of bringing
people and organizations together so that the goals of each
are met. The various features of HRM include:
• 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 multidisciplinary activity, utilizing knowledge
and inputs drawn from psychology, economics, etc.

Scope of HRM
 Very Vast
 Covers all major
activities in the
working life of a
worker
 From time an
individual enters
into an
organization until
he or she leaves
comes under the
purview of HRM
Prospects
of HRM
HRM
Nature of
HRM
Industrial
Relations
Employee
Maintenance
Employee
Hiring
Employee
&
Executive
Remunera
tion
Employee
Motivation

The scope of HRM is very wide:
1. Personnel aspect-This is concerned with manpower
planning, recruitment, selection, placement, transfer,
promotion, training and development, layoff and
retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and
amenities such as canteens, rest and lunch rooms, housing,
transport, medical assistance, education, health and safety,
recreation facilities, etc.
3. Industrial relations aspect-This covers union-
management relations, joint consultation, collective
bargaining, grievance and disciplinary procedures,
settlement of disputes, etc.

Beliefs
 The Human Resource Management philosophy is
based on the following beliefs:
• Human resource is the most important asset in the
organization and can be developed and increased to an
unlimited extent.
• A healthy climate with values of
openness, enthusiasm, trust, mutuality and
collaboration is essential for developing human
resource.
• HRM can be planned and monitored in ways that are
beneficial both to the individuals and the
organization.
.

• Employees feel committed to their work and the
organization, if the organization perpetuates a feeling
of belongingness.
• Employees feel highly motivated if the organization
provides for satisfaction of their basic and higher level
needs.
• Employee commitment is increased with the
opportunity to discover and use one’s capabilities and
potential in one’s work.
• It is every manager’s responsibility to ensure the
development and utilization of the capabilities of
subordinates

Objectives
• To help the organization reach its goals.
• To ensure effective utilization and maximum
development of human resources.
• To ensure respect for human beings. To identify and
satisfy the needs of individuals.
• To ensure reconciliation of individual goals with
those of the organization.
• To achieve and maintain high morale among
employees.
• To provide the organization with well-trained and
well-motivated employees.

• To increase to the fullest the employee’s job
satisfaction and self-actualization.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of
society.
• To develop overall personality of each employee in its
multidimensional aspect.
• To enhance employee’s capabilities to perform the
present job.
• To equip the employees with precision and clarity in
transaction of business.
• To inculcate the sense of team spirit, team work and
inter-team collaboration

Functions
In order to achieve the above objectives, Human Resource
Management undertakes the following activities:
1. Human resource or manpower planning.
2. Recruitment, selection and placement of personnel.
3. Training and development of employees.
4. Appraisal of performance of employees.
5. Taking corrective steps such as transfer from one job to
another.

 6. Remuneration of employees.
7. Social security and welfare of employees.
8. Setting general and specific management policy for
organizational relationship.
9. Collective bargaining, contract negotiation and
grievance handling.
10. Staffing the organization.
11. Aiding in the self-development of employees at all
levels.

12. Developing and maintaining motivation for
workers by providing incentives.
13. Reviewing and auditing manpower management in
the organization
14. Potential Appraisal. Feedback Counseling.
15. Role Analysis for job occupants.
16. Job Rotation.
17. Quality Circle, Organization development and
Quality of Working Life.

Major Influencing Factors
In the 21st century HRM will be influenced by following
factors, which will work as various issues affecting its
strategy:
• Size of the workforce.
• Rising employees’ expectations
• Drastic changes in the technology as well as Life-style
changes.
• Composition of workforce. New skills required.
• Environmental challenges.
• Lean and mean organizations.
• Downsizing and rightsizing of the organizations.
• Culture prevailing in the organization etc.

Futuristic Vision
On the basis of the various issues and challenges the following
suggestions will be of much help to the philosophy of HRM with
regard to its futuristic vision:
1. There should be a properly defined recruitment policy in the
organization that should give its focus on professional aspect
and merit based selection.
2. In every decision-making process there should be given
proper weightage to the aspect that employees are involved
wherever possible. It will ultimately lead to sense of team
spirit, team-work and inter-team collaboration.
3. Opportunity and comprehensive framework should be
provided for full expression of employees’ talents and manifest
potentialities.
4. Networking skills of the organizations should be developed
internally and externally as well as horizontally and vertically.

5. For performance appraisal of the employee’s emphasis should
be given to 360 degree feedback which is based on the review by
superiors, peers, subordinates as well as self-review.
6. 360 degree feedback will further lead to increased focus on
customer services, creating of highly involved
workforce, decreased hierarchies, avoiding discrimination and
biases and identifying performance threshold.
7. More emphasis should be given to Total Quality Management.
TQM will cover all employees at all levels; it will conform to
customer’s needs and expectations; it will ensure effective
utilization of resources and will lead towards continuous
improvement in all spheres and activities of the organization.
8. There should be focus on job rotation so that vision and
knowledge of the employees are broadened as well as
potentialities of the employees are increased for future job
prospects.

 9. For proper utilization of manpower in the organization
the concept of six sigma of improving productivity should
be intermingled in the HRM strategy.
10. The capacities of the employees should be assessed
through potential appraisal for performing new roles and
responsibilities. It should not be confined to organizational
aspects only but the environmental changes of
political, economic and social considerations should also
be taken into account.
11. The career of the employees should be planned in such a
way that individualizing process and socializing process
come together for fusion process and career planning
should constitute the part of human resource planning.

 To conclude Human Resource Management should be
linked with strategic goals and objectives in order to
improve business performance and develop
organizational cultures that foster innovation and
flexibility. All the above futuristic visions coupled with
strategic goals and objectives should be based on 3 H’s
of Heart, Head and Hand i.e., we should feel by
Heart, think by Head and implement by Hand

Hrm

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