HUMAN RESOURCE MANAGEMENT

UNIT - I : PERCEPTIVE IN HRM

Evolution of HRM The importance of the human factor objectives of HRM Inclusive growth and affirmative action Role of human resource manager. Human resource polices computer applications in human resource management Human resource accounting & audit.

DEFINITION

According to Edwin.B.Flipps HRM is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individuals, organizational and social objectives are accomplished . HRM can be defined as a process of procuring, developing and maintaining competent human resource in the organisation so that the goals of an organization are achived in an effetive and efficient manner.

HRM is an art of managing people at work is such a manner that they give their best to the oraganisation for achieving its set goals.

OBJECTIVES :
1. To help the organization to attain its goals effectively and efficiently by providing competent and motivated employees. 2. To utilize the available human resources effectively. 3. To increase to the fullest the employees job satisfaction and self actualization. 4. To develop and maintains quality of work life (QWL) which makes employment in the organization a desirable personal and social situation. 5. To help in maintain ethical policies and behavior inside and outside the organization. 6. To establish and maintain cordial relations between employees and management. 7. To reconcile individual / group goals with organizational goals.

HRM Objective & Supporting Function

Social Objective Legal Compliance Benefits Union_Mgt relations Individual / Personal Objectives. Training & development Compensation Assessment

Organizational Objective Functional Objectives. HR Planning Employee relation Selection Training & development

Appraisal Placement Assessment

Nature and Scope Of HRM

1. HRM is a Complex Dynamics. A close observation of employees reveals its complex nature dealing with economic physiological, psychological, sociological & ethical beings. 2. HRM is a Social System. Management tasks, dealing with human relationship, moulding & developing the human behaviour and attitude towards job & orgn requirement. HR manager involves himself in administering a social system. In this process the manager has to see that the economic satisfaction for a resonable livelyhood, social satisfaction of working together as members of a group & individual job satisfaction of a worker and attained

3. HRM is a Challenging Task:

The HR manager plays a crucial role in understanding the changing needs of the organization and society. Further he faces some challenging tasks in attaining the employee, organizational and social objective with the available resources. HR manager should equip himself with good knowledge of disciplines economics, commerce management, sociology, psychology, engineering & technology & laws.

Scope Of HRM
Control Human resource audit HR Accounting HR Information System. Acquisition

HR Planning Recruitment Selection Placement

Maintenance Remuneration Motivation Health & Safety Social Security Industrial relation Performance approvals

HR M
Development

Training Career development Org. Development Internal Mobility

The scope of HRM is indeed very vast & wide. It includes all activities staring from manpower planning till employees leaves the organization. Accordingly, the scope of HRM consist of acquisition, development, maintenance retention & control of human resources in the organization.

The National Institute of Personal Management Calcutta has specified the Scope of HRM as follows.
1.The Labour (or) Personnel Aspect : This is concerned with manpower planning, recruitment, selection, placement, transfer, promotion, training and development, lay-off and retrenchment, remuneration, incentives, production etc. 2.Welfare Aspect : It deals with working conditions and amenities such as canteen, crches rest and lunch room, housing, transport, medical assistance, education, health and safety, recreation facilities etc. 3.Industrial Relations Aspects : This covers union management relations joint consultation, collective bargaining, grievance and disciplinary actions, settlements of disputes etc

FUNCTIONS OF HUMAN RESOURCE MANAGEMENT

MANAGERIAL FUNCTION
PROCUREMENT DEVELOPMENT

OPERATIVE FUNCTION
COMPENSATION INTERGISTION MAINTANCE

PLANING ORGANISING STAFFING DIRECTING

CONTROLLING

JOB ANALYSIS HR PLANNING RECUIRIMENT SELECTION PLACEMENT INDUCTION TRANSFER PROMOTION SEPERATION

PERFORMANCE APPRAISAL TRANNING EXECUTIVE DEVELOPMENT CAREER PLANNING & DEVELOPMENT

JOB EVALUVATION WAGES & SALARY ADMINISTRATION BONOUS & INCENTIVES PAYROLL

MOTIVATION JOB SATISFACTION GRIEVANCE REDRESSAL. COLLECTIVE BARGAINING CONFLICT MANAGEMENT PARTICIPATION OF EMPLOYEES DISCIPLINE

HEALTH SAFETY SOCIAL SECURITY WELFARE SCHEMES PERSONNEL RECORDS PERSONNEL RESEARCH PERSONNEL AUDIT