Why

Human Resource Management?

Acc to Megginson Human resources refer to the total knowledge , skills, creative abilities, talents of an organizations workforce as well as the values , attitudes and beliefs of the individuals involved.

Acc to Edwin B. Flippo Human resource management is the planning, organizing, directing and controlling of the procurement , development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organizational and societal objectives are accomplished.

I. II. III. IV. V. VI.

Comprehensive function People oriented Action oriented Individual oriented Pervasive function Continuous function

I.

To help the organization attain its goals by providing well

trained and well motivated employees.

II. III.

To well utilize human resource. To enhance job satisfaction of employees by encouraging and assisting every employee to realize his/her full potential.

IV.

To establish and maintain productive , self respecting and internally satisfying working relationships among all the members of the organization.

 Significance I.

for an enterprise:

Attracting and retaining the required talent through

HR planning, recruitment, selection, placement ,

compensation and promotion policies.
II.

Developing necessary skills with the help of training and development, performance appraisal. Securing willing cooperation of employees through motivation, participation and grievance handling. Utilizing effectively the available human resource.

III.

IV.

 Providing maximum opportunities for personal development

of each employee. Maintaining healthy relationships among individuals . Allocating work properly.

Managerial functions:
Planning Organizing Directing Controlling


a) b) c) d) e) f)

Procurement function: its concerned with securing

and employing right person for right job. job analysis human resource planning recruitment selection placement induction or orientation

Performance appraisal Training Executive development

Compensation

function:

Job evaluation Wages and salary administration Bonus

The labor or human resource aspect: its concerned with manpower planning etc. The welfare aspect: this aspect is concerned with working conditions and amenities. The industrial relation aspect: its concerned with companys relations with its employees.

. The commodity concept : It is the era when labor were considered as commodity to be bought and sold. . The factor of production concept: under this concept employees were considered as factor of production like land, material.

. The paternalist concept: employees organized together on the basis of their common interest and formed trade unions to improve their lot.

The humanitarian concept: this is the era when Hawthorne experiment was conducted and it was emphasized that not only monetary but non monetary benefits are also very important for job satisfaction.

The human resource concept: several studies were conducted to analyze and understand human behavior in organizations . These studies led to the application of behavioral sciences to the problems of individual and group behavior at work

period

development

outlook

focus

status

1920-1940

beginning

legalistic

Statutory welfare paternalism

clerical

1940-1970

Struggling for recognition Introduction of sophisticated techniques Promising

Technical and legalistic Impersonal and professional philosophical

administrative

1970-1990

Regulatory conformance

management

1990-2000

Human values productivity

executive

2000-

bright

psychological

Development of potential

Top level