Human Resource Management

– an Introduction
Prof. Sumithra Sreenath
Objective

 To understand the evolution of HRM

 To understand the concept of HRM
 To know about the scope and functions of HRM
Evolution of Human Resource Management
- Mid 1980s contribution by Pascale and Athos
- ASTD developed Human Resource wheel 1983
.
Employee
assistance Union /labour
relations
C&B T&D

HR functions OD
Personnel and information HR functions
research systems
Selection organizing and
& Job design
staffing HRP
 Evolution of Human Resource Management
- HRM concept by Michigan school (Fomburn
1984) Human resource cycle
 Selection

 Appraisal

 Rewards

 Development
 Evolution of Human Resource Management
- The Harvard framework for HRM (BEER 1984)

 Stake holders interests

 HRM policies
 HRM outcomes
 Long-term consequences
 Situational factors
 Evolution of Human Resource Management
- Other contributors
- David guest 1987
- Story 1989
- Karen Legge1989
- Keith Sission 1990
 Indian scenario
-government interventions
- Royal commission of labour 1931
- Post Independence era (factories act)
- Indian institute of personnel management, Kolkota.
- National institute of labour management, Mumbai.
- National institute of personnel management, Kolkota.
Definitions of HRM

 .. A series of integrated decisions that form the employment

relationship; their quality contributes to the ability of the organizations
and the employees to achieve their objectives.
 ..is concerned with people dimension in management. Since every
organization is made up of people, acquiring their services,
developing of the skills, motivating them to higher level of
performance and ensuring that they continue their commitment o the
organization are essential to achieve the organizational objectives.
This is true regardless the type of organization, government,
business, education, health, recreation or social action.
Objectives

 HRM objectives are four fold

 Societal objectives
 Organizational objectives
 Functional objectives
 Personal objectives
Scope of HRM

 Employee hiring
 Employee and executive remuneration
 Employee motivation
 Employee maintenance
 Industrial relations
Functions of HRM

 Employment
 Job analysis
 HRP
 Recruiting and selecting
 Orienting and training
 Organizational development
 Performance management
 Compensation management
 Perspectives of human resource
management

 HR is multidisciplinary: It applies the disciplines of

Economics (wages, markets, resources), Psychology
(motivation, satisfaction), Sociology (organization
structure, culture) and Law (min. wage, labor
contracts)

 HR is embedded within the work of all managers,

and most individual contributors due to the need of
managing people (subordinates, peers and superiors)
as well as teams to get things done.
HR Strategy: Strategic Fit

Corporate Strategy

Business Strategy

HR Strategy

HR System
(Performance Mgmt.) Training Rewards
HR Strategy: HR System Internal Fit

HR Strategy
Goal Setting

Appeal Performance
Measurement

Coaching

Rewards Performance Evaluation

Performance Management System