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HUMAN RESOURCE MANAGEMENT

Submitted by,

Shyamasundar
Vijayakarthikeyan Naveen kumar Avinash

Jagadish kumar J

AGENDA
INTRODUCTION

EVOLUTION OF HRM
OBJECTIVES OF HRM GLOBALIZATION CHALLENGES FOR HR MANAGER PRIVATE SECTOR vs PUBLIC SECTOR SHRM vs TRADITIONAL HR

LIBERALIZATION and HRM HYPOTHESIS in HRM

INTRODUCTION
Human resource management is the effective use of human resources

in order to enhance organizational performance.

HRM is the organizational function that deals with issues related to

people such as compensation, hiring, performance management,


organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

EVOLUTION OF HRM
Human resource management had its roots as early in 1930s and 40s and it

had set its focus mainly on labor relations and staffing.


Personnel management is part of mechanistic form of business and does not

involve strategic areas of business .


HRM is an approach which designs the organization. SHRM deals with organizational effectiveness, performance and changing

requirements.

OBJECTIVES OF HRM
Objectives of personnel management includes social,organisational,functional

and individual means.


To create and utilize able and motivated work force, along with desirable

working relationship among al the members in organization.


Utilizing the resources available towards achieving the organizational goals

along with opening the opportunities.


To identify and satisfy the individual by proving necessary compensation to

them.
SHRM provides on for the direct responsibility for the people and for the

partnership among internal and external groups.

GLOBALIZATION
Globalization involves in the form of buying ,selling of the resources available .

This involves usage of resources by getting it from local means and to its

greatest level of effectiveness by partnering it all along with an external or foreign means.
This had exposed each and every organization to an ever-changing scenario of

new and effective challenges.

CHALLENGES FOR HR MANAGER


Responsible for manpower planning ,selection along with measurement of

individual and group behaviors


Researching about organizational problems and constant checking of group

dynamics, counseling, leadership and communication levels.


Maintaining human engineering and man machine relationship. Must be ready enough in handling disputes, taking disciplinary actions,

handling of grievances.
Facing time keeping issues and record maintenance which favors on for

administration purposes.

Private Sector
The private sector is usually composed of organizations that are

privately owned and not part of the government. These usually


includes corporations (both profit and non-profit), partnerships, and charities.
An easier way to think of the private sector is by thinking of

organizations that are not owned or operated by the government. For example, retail stores, credit unions, and local businesses will operate in the private sector.

Public Sector
The public sector is usually composed of organizations that are owned

and operated by the government. This includes federal, provincial,


state, or municipal governments, depending on where you live. Privacy legislation usually calls organizations in the public sector a public body or a public authority.

PRIVATE vs PUBLIC SECTOR


The difference between private and public sector is that the public

sector is usually composed of organizations that are owned and


operated by the government, while private sector is usually composed of organizations that are privately owned and not part of the government. The public sector is not profit-driven, while this is the case with the private sector.

SHRM vs Traditional HR
Traditional HR

Helps people and organisation to adopt, learn and act quickly.


Focus on employee relations, to partnership with internal and external groups.

Strategic HR SHRM realises that people can make or break an organisation. Decisions made regarding finance, marketing, operations or technology are made by an organisations people.

Liberalization and HRM


The economic liberalization of 1991 created a massive change in HR

perspective in India
It forced Indian organizations to think and implement innovative

measures to attract and retain employees.


Indian workforce is globally acknowledged as a dedicated intelligent

and well-informed workforce.

Hypothesis in HRM
There are several Hypothesis in HRM, some of them are as follows,

1. The HRM practices of Indian sector will be less rationalized and structured than those in Indian public sector firms. 2. Indian private- sector firms are less likely to adopt a formal approach in their recruitment and selection practices. 3. Indian public-sector firms are less likely to compensate their employees based on performance and competencies. 4. Indian private sector firms are less likely to emphasize training and development of their employees.

Conclusion
For HR professionals, the study provides crucial

information regarding the specific nature of HRM that can be used to develop new HR programmes and policies for firms operating in India.

THANK YOU