DR. MALHAR KOLHATKAR

VMV COMMERCE, JMT ARTS & JJP SCIENCE

COLLEGE, NAGPUR

Unit One

B. Com VI Semester

Human Resource Management

Introduction

❑ Human resource management is to maximise the return on investment

from the organisation’s human capital and minimise financial risk.

❑ Presently Human Resource Management is an integral but distinctive

part of management. Its objective is the maintenance of better human

relations in the organisation by the development, application and

evaluation of policies, procedures and programs relating to human

resources to optimise their contribution towards the realization of

organisational objectives.

❑ HRM helps in attaining maximum individual development, desirable

working relationship between employees and employers, employees

and employees, and effective modeling of human resources as

contrasted with physical resources. It is the recruitment, selection,

development, utilisation compensation and motivation of humanresources by the organisation.

Introduction of HRM

A) Meaning :

The human resource management is the management of people at work and

management of manager. It studies the various aspects of human beings. It gives

proper scope for the enhancement of efficiency and skill of employees.

B) Definitions :

1) Michael V. P. :

“Human resource management is that part of management process which develops,

and manages the human elements of enterprise considering the resourcefulness of

the organisation’s own people in terms of total knowledge, skills, creative abilities,

talents, aptitudes and potentialities for effectively actuating.”

2) French Wendell:

"Human resource management is the recruitment, selection, development, utilisation,

compensation and motivation of human resources by the organisation".

Introduction of HRM

C) Objectives :

Societal Objectives

Organisational Objectives

Functional Objectives

Personal Objectives

Objectives of HRM

1) Societal Objectives :

Organisation becomes socially responsible to the

needs and challenges of the society while minimizing

the negative impact upon the organisation.

2) Organisational Objectives :

a) Human Capital

b) Developing Organisational Climate

c) Maintain Performance Standards And Increase

Productivity

3) Functional Objectives:

This is to maintain the department’s contribution at a

level appropriate to the organisation’s needs.

4) Personnel Objectives:

a) Maintain Harmony

b) Developing Programs

F) Functions of HRM :

Introduction of HRM

1. Planning2. Organizing 3. Directing4. Controlling5. Innovation6. Representation7. Coordination8. Decision-making

1. HR Planning2. HR Acquisition 3. Compensation

and Benefits 4. Occupational

Safety and Health

5. Integration and Maintenance Employee Relations

1. Human Resource Policy

2. Career and Succession Development

3. Training and Development

4. Performance Management Total Quality Management

1. HR Consultation2. HR Research 3. HR Management

Reform

1. HR Strategy 2. HR Outsourcing3. HR Mergers

D) Scope of HRM :

Introduction of HRM

E) Scope of HRM :

1) Human Resources Planning:

Human resource planning is a process by which the company to identify the number

of jobs vacant, whether the company has excess staff or shortage of staff and to deal

with this excess or shortage.

2) Job Analysis Design:

Job analysis gives a detailed explanation about each and every job in the company.

3) Recruitment and Selection:

Company prepares advertisements and publishes them in the news papers. A

number of applications are received after the advertisement is published, interviews

are conducted and the right employee is selected.

4) Orientation and Induction:

Once the employees have been selected an induction or orientation program is

conducted. The employees are informed about the background of the company.

Introduction of HRM

E) Scope of HRM :

5) Training and Development:

Every employee goes under training program which helps him to put up a better

performance on the job.

6) Performance Appraisal:

HR department checks the performance of the employee. Based on these appraisal

future promotions, incentives, increments in salary are decided.

7) Compensation Planning and Remuneration:

There are various rules regarding compensation and other benefits.

8) Motivation, Welfare, Health and Safety:

Motivation becomes important to sustain the number of employees in the company.

9) Industrial Relations:

Another important area of HRM is maintaining co-ordinal relations with the union

members.

Introduction of HRM

G) Importance of HRM :

1) Proper Recruitment

2) Optimum Utilisation of Resources

3) Reasonable Remuneration

4) Efficiency of the Workers

5) Self-Development of Workers

6) Healthy Relations

7) Expansion and Development of the Organisation

8) Evolution of Programmes and Policies

The Importance of Human Resource Management :

Introduction of HRM

H) Practices and Policies of HRM :

HRM refers to practices and policies framed for the management of human

resource organisation, including Recruiting, screening, reward in grand appraising

Practices of HRM

Safe, Healthy & Happy

Workplace Open Book Management

Style :

Performance - linked Bonuses

360 Degree Performance Management

Feedback System

Fair Evaluation System for Employees Knowledge

Sharing

Highlight Performer

Open House Discussion Feedback

Mechanism

Reward Ceremonies

Delight Employees

with Unexpected

Introduction of HRM

H) Practices and Policies of HRM :

• Leadership and Strategy

• Recruiting and Hiring

• Employee Development

• Compensation

• Workplace Challenges

• Discrimination Issues

• Manpower Planning

• Recruitments

• Motivation

• Principle

• Procedures

• Performance Appraisal

• Promotion

• Principles

• Promotion Procedures

• Training

• Induction

• Management development

• Vocational

• Language and communication

• Welfare

Policies

of

HRM

Introduction of HRM

Quality of a Ideal Human Resource Managers

•Knowledge and Expertise in HR

•Engaging Presentation Skills

•Mental-ability to understand and learn

•Sense of Ethics

•Strong Communication Skills

•Leadership Abilities

•Ability to Motivate Others

•Strong Conflict Management Skills

•Quick Decisions

•Integrity

•Patience

•Formal Authority

•Social Responsibility