Intro to
HUMAN RESOURCE
MANAGEMENT
Objectives
What is HRM?
 Its need / importance
 Its scope / functions
 Its evolution
 Diverse HR Practices in India
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What is Management
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The creation of a technical & human
environment that supports optimum
utilisation of resources and
competencies for achieving
organisational goals.
What is Human Resource
Management
The people’s dimension of management
 The management function which aims at
ensuring the availability of a competent
& committed workforce i.e the right
people at the right place & time.
 It helps recruit, select, train & develop
members for an organisation.
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Definition of HRM
Edwin Flippo : HRM is the :
 Planning, organising , directing &
controlling the
 Procurement, development,
compensation, integration , maintenance
and separation of human resources to
meet
 Individual, organisational and social
objectives.
The Scope : An overview
a
Competence building
HR Planning
Managing corporate Culture
Recruitment & Selection
Leadership & Teambuilding
Performance Management
Compensation /
remuneration /
Wages & Salary admn.
The Functions
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HR Planning
Job Anaysis & Design
Recruitment & Selection
Induction & Placement
Training & Development
Performance Appraisal
Job Evalutation
Remuneration
Communication
Negotiation with Trade Unions
Industrial Relations
Motivation
Welfare
Safety
Health
Employee Procurement
Employee
Development,
motivation &
maintenance
Functions of HR
MANAGERIAL
FUNCTIONS
OPERATIVE
FUNCTIONS
Planning
Staffing
Organising
Directing
Controlling
Development
Compensation
Motivation
Maintenance
Integration
Operative functions of HR
STAFFING
DEVELOPMENT
COMPENSATION
& MOTIVATION
Job analysis, HRP, Recruitment,
Selection, Placement, Induction,
Internal Mobility
Competency profiling, Training and
development, Performance &
potential management, Career
management, 360 degree feedback
Job design, Work scheduling, Job
evaluation, Compensation
administration, Incentives and
benefits
Operative functions of HR (contd.)
MAINTENANCE
INTEGRATION
Health, Safety, Welfare,
Social security
Employment relations, Grievance,
Discipline, Trade unions,
Participation, Collective
bargaining
The 4 aspects of HRM
Personnel aspect – Recruitment,
Selection, Transfer, Promotion etc.
 Development aspect – Training, areer
Planning, quality of work life , employee
participation schemes.
 Welfare aspect – Housing, Lunch room,
Health and Safety, Transport,
education etc.
 Industrial relations aspect – Union
Management relations, Negotiation,
Grievance handling etc.
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Evolution of HRM
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Influenced by :
Taylor’s Scientific management
Hawthorne Studies
Behavioural School (Maslow, Herzberg,
Mc.Gregor)
IT sector boom
Upto 1930’s : Personnel Mgt.
Contemporary : HRM , HRD, HCM
India : Pioneered by Udai Pareek & T.V Rao
Early adopters : BHEL , SBI, SAIL, ONGC
Personnel Mgt. Vs. HRM
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Is it simply the old wine in a new bottle?
No… its different in philosophy, scope &
orientation.
The diff.
Parameter
The Employee
PM
tool
HRM
asset
Aims
organisational uppermost
ind, org & societal
Employment
Contract
carefully dilineated
written contract
aim to go beyond
contract
Rules
V. Imp. Clear rules
Guide to
Managerial
Action
Procedure
Impatience with
rules
Business needs
Managerial
Task
Monitoring
Nurturing
The diff.
Parameter
Key Relations
PM
Labour – Mgt
HRM
Customer
Speed of Decisions
Slow
Fast
Communication
Indirect
Direct
Employee selection
Separate task
Integrated key task
Basis of Payment
Job evaluation
Performance
Job Categories
Many
A few
Job Design
Division of labour
Team work
Diverse HR Practices in India
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Name ….. your dream companies
TCS : 30000 software enfineers frm 32
countries
Unique system of hiring
Develops a strong network with academic inst.
Wipro : EXIT intervies
Toyota : Suggestion schemes : 2 lakh
suggestions p.a i.e 33 per employee / year –
95 % are implemented i.e 5000 improvements
per day.
British Airways : employee suggestions
have helped cut costs by 4.5 million
puonds
 HSBC : saved upto Rs. 50 Lac p.a
through a single suggestion.
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On the negative side :
 Child Labour
 Sexual harrasment
 Exploitation of contract labour
 Unduly low wages in the unorganised
sector
 Unhealthy working conditions &
occupational diseases
 Bureaucracy & corruption
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