HRM

 Deals with the “people" dimension in

management
 HRM encompasses those activities
designed to provide for and coordinate
human resources of an organisation
 Personnel /Human Resource Management
is the function performed in the
organisation that facilitate the most
effective use of people to achieve
organisational and individual goals
 Every organisation consists of people and
acquiring, utilising their services,
developing their skills, motivating themto
enhance their performance and ensuring
that they remain committed to the
organization are essential for the
accomplishment of organisational goals :
HRM is a process that basically consists of
four functions – acquiring, developing,
motivating and retaining human resources
 History of HRM
 The industrial revolution
 Scientific management
 Trade unionism
 Human relations movement
 Human resources approach
 Scientific management
approach
 One best way of doing the job
involving high degree of
standardization and usually required
little mental effort
 Time and motion study
 Economic man theory – piece rate
system
 Human relations approach
 Emp productivity is not only affected
by job design and economic rewards
but also by some social and
psychological factors
 Group relationships and
management support
 Treating employees with respect
 Growing strength of the unions were
also responsible for shift to human
relation approach
Limitations of Human relations
approach
 Based on over simplified concept of
human behavior . The assumption that
happy worker is a hard worker is found to
valid for only a part of workforce
 Did not recognize individual differences.
Each employee is unique
 Did not recognize need for job structure, it
did not give adequate importance to
procedures , standards and work rules that
help achieve goals
 Failed to recognize-PM, career
development, job enrichment , career
planning
Human resources approach
 Which treats the organisational goals and
employees needs as being mutual and
compatible, and which can be persued in
unison
 Based on a number of principles such as:-
1. Employees are asset to the the
organisation
2. programs , policies and practices must
cater to the needs of the employees and
should help in their work and personal
development
3. create and maintain conducive
environment to encourage employees to
develop and use their KSA for benefits of
 Scope of HRM
 Personnel aspect- manpower planning,
recruitment, selection ,placement,
promotion, training and development,
layoff and retrenchment
 Welfare aspect- canteens, creches, rest
and lunch rooms, housing , transport,
medical, education, health and safety,
recreation facilities
 Industrial relations aspect- union
management relations, participation,
collective bargaining, grievance and
disciplinary procedures, conflict
management