CHAPTER : INTRODUCTION TO HRM

Definition - Edwin Flippo defines HRM as “planning, organizing, directing,

controlling of procurement, development, compensation, integration , maintenance
and separation of human resources to the end that individual, organizational and
social objectives are achieved.”

Features of HRM or characteristics or nature

1. HRM involves management functions like planning, organizing, directing and
controlling
2. It involves procurement, development, maintenance of human resource
3. It helps to achieve individual, organizational and social objectives
4. HRM is a multidisciplinary subject. It includes the study of management
psychology communication, economics and sociology.
5. It involves team spirit and team work.
6. It is a continuous process.

Evolution of HRM
The evolution of HRM can be traced back to Kautilya’s Artha Shastra where he
recommends that government must take active interest in public and private
enterprise. He says that government must provide a proper procedure for regulating
employee and employee relation
In the medieval times there were examples of kings like Allaudin Khalji who
regulated the market and charged fixed prices and provided fixed salaries to their
people. This was done to fight inflation and provide a decent standard of living
During the pre independence period of 1920 the trade union emerged. Many
authors who have given the history of HRM say that HRM started because of trade
union and the First World War.
The Royal commission in 1931 recommended the appointment of a labour
welfare officer to look into the grievances of workers. The factory act of 1942 made it
compulsory to appoint a labour welfare officer if the factory had 500 or more than
500 workers.
The international institute of personnel management and national institute of
labour management were set up to look into problems faced by workers to provide
solutions to them. The Second World War created awareness regarding workers rights
and 1940’s to 1960’s saw the introduction of new technology to help workers.
The 1960’s extended the scope of human resource beyond welfare. Now it was
a combination of welfare, industrial relation, administration together it was called
personnel management.
With the second 5 year plan, heavy industries started and professional
management became important. In the 70’s the focus was on efficiency of labour
while in the 80’s the focus was on new technology, making it necessary for new rules
and regulations. In the 90’s the emphasis was on human values and development of
people and with liberalization and change in style of working people became more
and more important there by leading to HRM which is an advancement of personnel
management.
Scope of HRM/functions of HRM
Start with defn of HRM--------------------------
The scope of HRM refers to all the activities that come under the banner of HRM.
These activities are as follows
1. Human resources planning :-
Human resource planning or HRP refers to a process by which the company to
identify the number of jobs vacant, whether the company has excess staff or
shortage of staff and to deal with this excess or shortage.
2. Job analysis design :-
Another important area of HRM is job analysis. Job analysis gives a detailed
explanation about each and every job in the company. Based on this job
analysis the company prepares advertisements.
3. Recruitment and selection :-
Based on information collected from job analysis the company prepares
advertisements and publishes them in the news papers. This is recruitment. A
number of applications are received after the advertisement is published,
interviews are conducted and the right employee is selected thus recruitment
and selection are yet another important area of HRM.
4. Orientation and induction :-
Once the employees have been selected an induction or orientation program is
conducted. This is another important area of HRM. The employees are
informed about the background of the company, explain about the
organizational culture and values and work ethics and introduce to the other
employees.
5. Training and development :-
Every employee goes under training program which helps him to put up a
better performance on the job. Training program is also conducted for existing
staff that have a lot of experience. This is called refresher training. Training
and development is one area were the company spends a huge amount
6. Performance appraisal :-
Once the employee has put in around 1 year of service, performance appraisal
is conducted that is the HR department checks the performance of the
employee. Based on these appraisal future promotions, incentives, increments
in salary are decided.
7. Compensation planning and remuneration :-
There are various rules regarding compensation and other benefits. It is the job
of the HR department to look into remuneration and compensation planning.
8. Motivation, welfare, health and safety :-
Motivation becomes important to sustain the number of employees in the
company. It is the job of the HR department to look into the different methods
of motivation. Apart from this certain health and safety regulations have to be
followed for the benefits of the employees. This is also handled by the HR
department.
9. Industrial relations :-
Another important area of HRM is maintaining co-ordinal relations with the
union members. This will help the organization to prevent strikes lockouts and
ensure smooth working in the company.
Challenges before the HR manager/before modern personnel management

Personnel management which is know as human resource management has adapted

itself to the changing work environment, however these changes are still taking place
and will continue in the future therefore the challenges before the HR manager are

1. Retention of the employees :-

One of the most important challenge the HR manager faces is retention of
labour force. Many companies have a very high rate of labour turnover
therefore HR manager are required to take some action to reduce the turnover
2. Multicultural work force :-
With the number of multi cultural companies are increasing operations in
different nations. The work force consists of people from different cultures.
Dealing with each of the needs which are different the challenge before the
HR manager is integration of multicultural labour work force.
3. Women in the work force :-
The number of women who have joined the work force has drastically
increased over a few years. Women employees face totally different problems.
They also have responsibility towards the family. The organization needs to
consider this aspect also. The challenge before the HR manager lies in creating
gender sensitivity and in providing a good working environment to the women
employees.
4. Handicapped employees :-
This section of the population normally faces a lot of problems on the job,
very few organization have jobs and facilities specially designed for
handicapped workers. Therefore the challenge before the HR manager lies in
creating atmosphere suitable for such employees and encouraging them to
work better.
5. Retrenchment for employees :-
In many places companies have reduced the work force due to changing
economic situations, labourers or workers who are displaced face severe
problems. It also leads to a negative atmosphere and attitude among the
employees. There is fear and increasing resentment against the management.
The challenge before the HR manager lies in implementing the retrenchment
policy without hurting the sentiments of the workers, without antagonizing the
labour union and by creating positive attitude in the existing employees.
6. Change in demand of government :-
Most of the time government rules keep changing. While a lot of freedom is
given to companies some strict rules and regulations have also been passed.
The government has also undertaken the disinvestment in certain companies
due to which there is fear among the employees regarding their job. The
challenge before the HR manager lies in convincing employees that their
interest will not be sacrificed.
7. Initiating the process of change :-
Changing the method of working, changing the attitude of people and
changing the perception and values of organization have become necessary
 today. Although the company may want to change it is actually very difficult
to make the workers accept the change. The challenge before the HR manager
is to make people accept change.
8. Employee discipline and grievance procedure:
The HR manager should be able to introduce disciplinary measures in the
organization in such a manner that he brings impartiality in the procedure and
he should inform employees about the grievance procedure of the organization
so that any employee who has a grievance knows what he needs to do and
whom he has to approach. The procedure should be implemented in the true
spirit only then will the employees believe and take interest in the working of
the organization. Implementing the right procedure and maintaining the right
discipline is the challenge for the HR manager.

OBJECTIVES OF HRM
Start with defn of HRM and features of HRM
Then explain
1. Individual objectives
2. Organizational objectives
3. Social objectives
Then explain all the points from the answer- functions of HRM

Advantages/benefits/Significance/importance/need of HRM
HRM becomes significant for business organization due to the following reasons.
1. Objective :-
HRM helps a company to achieve its objective from time to time by creating a
positive attitude among workers. Reducing wastage and making maximum use
of resources etc.
2. Facilitates professional growth :-
Due to proper HR policies employees are trained well and this makes them
ready for future promotions. Their talent can be utilized not only in the
company in which they are currently working but also in other companies
which the employees may join in the future.
3. Better relations between union and management :-
Healthy HRM practices can help the organization to maintain co-ordinal
relationship with the unions. Union members start realizing that the company
is also interested in the workers and will not go against them therefore chances
of going on strike are greatly reduced.
4. Helps an individual to work in a team/group :-
Effective HR practices teach individuals team work and adjustment. The
individuals are now very comfortable while working in team thus team work
improves.
5. Identifies person for the future :-
Since employees are constantly trained, they are ready to meet the job
requirements. The company is also able to identify potential employees who
can be promoted in the future for the top level jobs. Thus one of the
advantages of HRM is preparing people for the future.
6. Allocating the jobs to the right person :-
If proper recruitment and selection methods are followed, the company will be
able to select the right people for the right job. When this happens the number
 of people leaving the job will reduce as the will be satisfied with their job
leading to decrease in labour turnover.
7. Improves the economy :-
Effective HR practices lead to higher profits and better performance by
companies due to this the company achieves a chance to enter into new
business and start new ventured thus industrial development increases and the
economy improves.

DIFF BETWEEN HR AND PM -

Start with the defn and features of HRM------------

PM preceded HRM. HRM differs in scope and orientation – it views people as an

asset and aims at promoting mutuality – mutual goals and respect, gives rewards and
responsibility. It believes its policies will obtain commitment.

PM has limited scope and inverted orientation. Views labour as a tool which can be
manipulated for the benefit of the organization and replaced when it s worn out. The
dept itself was not treated with respect and was treated as activity meant to hire new
employees and maintain records. It was never considered a strategic tool.
DIMENSION PM HRM

Employment contract careful delineation of written contract aim to go

beyond contract

Rules devise clear rules impatient with

rules

Guide to mgmt actn procedures business need

Mgl task monitoring nurturing

Speed of decision slow fast

Mgmt role transactional transformational

Communicn indirect direct

Pay job evaluation performance related

Labour mgmt collective bargaining contract indl contract

Job design division of labour team work

Trng & dvpt controlled access to courses learning co’s

Shared interests interest of orgn uppermost mutuality of

interests

Evolution preceeds hrm latest in the evoln