HUMAN RESOURCE
MANAGEMENT
MIHE
Mashal Institute of Higher Education
Introduction to HRM
Chapter # 01
Introduction to HRM
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Topic-1 Definitions of Human Resource Management:
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According to Garry Dessler, the process of acquiring,
training, appraising, and compensating employees, and of
attending to their labor relations, health and safety, and
fairness-justice concerns is called human resource
management.
OR
According to David A. Decenzo, HRM is a subset of
management that focuses on how to attract, hire, train,
motivate and maintain the employees.
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HRM
Introduction to HRM
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According to the EDWIN B.FLIPPO, ‘’Human resource
management deals with the planning, organizing, leading
and
controlling
of
procurement, development,
compensation, integration, and maintenance of people for
the purpose to contributing to organizational, individual
and societal goals.’’
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Getting the right Person for the right job at the right time
in the right place, train and develop them and give some
compensation.
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HRM
Topic-2 Why study HRM:
Human Resource Management is Important to All
Managers because in the absence of HRM many
mistakes has done by people in organizations. Now a
days they do not want to make these mistakes in
managing as it has created a lot of problems. For
example the managers do not want under mentioned
mistakes:
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HRM
Why study HRM:
Hire the wrong person for the job.
Experience high turnover.
Have your people not doing their best.
Waste time with useless interviews.
Have your company taken to court because of discriminatory
actions.
Have Your Company sited under federal occupational safety
laws for unsafe practices.
Have some employees think their salaries are unfair and
inequitable relative to others in the organization.
Allow a lack of training to undermine your department’s
effectiveness.
Stop to commit any unfair labor practices.
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HRM
Topic-3Line and staff aspects of HRM
Authority: the right to make decisions or to direct the
work of others and to give orders.
 We usually distinguish line and staff authority.
1. Line authority: this authority gives managers the right to
issue orders to other managers or employees. It creates
a superior-subordinate relationship.
2. Staff authority: this authority gives managers the right to
advise other managers or employees. It creates an
advisory relationship.
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HRM
Line and staff aspects of HRM
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Human resource managers are staff managers. They assist
and advice line managers in areas like recruiting, hiring,
and compensation. However line managers still have
human resource duties.
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HRM
Topic-4 Functions of HRM
Staffing
Maintenance
1.
2.
3.
4.
1. Safety and health
2. Communication
3. Employee relation
HR Planning
Job analysis and design
Recruitment
& Selection
HRM
FUNCTIONS
Motivation
1.
2.
3.
4.
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Motivation
Performance appraisal
Reward and compensation
Employee benefit
Training and Development
1. Orientation
2. Employee training
3. Employee developmen
Topic-5 Scope of HRM
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Human Resource Management: Scope
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The scope of HRM is very wide:
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(1) Personnel Aspect:
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This is concerned with
Manpower Planning, Recruitment, Selection
Placement, Transfer, Promotion
Training and Development
Layoff and Retrenchment
Remuneration
Incentives, Productivity
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HRM
Scope of HRM
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Human Resource Management: Scope
(2) Welfare Aspect:
It deals with working conditions and amenities such
as:
Canteens
Crèches
Rest and Lunch Rooms, Housing, Transport
Medical Assistance, Education
Health and Safety, Recreation Facilities etc.
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HRM
Scope of HRM
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Human Resource Management: Scope
(3) Industrial Relations Aspect:
This covers:
Union-Management Relations
Joint Consultation
Collective Bargaining
Grievance and Disciplinary Procedures
Settlement of Disputes, etc.
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HRM
Topic-6 Objectives of HRM
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To help organization reach its objectives.
Effective utilization of human resources.
To achieve and maintain high moral among employees.
To provide organization well trained and motivated
employees.
To develop and maintain a quality work life.
To develop overall personality of each employee in all
dimensions.
To make the employees’ job clear.
To exert team spirit, team work and inter-team
collaboration.
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Topic-7 Challenges to HRM
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Organizations are staffed and managed by people.
Without people, organizations can not exist. Indeed the
challenge, the opportunity and also the frustration of
creating and managing the organizations frequently stem
from the people related problems that arise within them.
These problems stem from the mistaken belief that
people are all alike that they can be treated identically.
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Challenges to HRM
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People differ considerably make up and psychological
character. Such differences demand attentions so that
each person can maximize his/her potential, so that
organizations can maximize their effectiveness and so that
society as a whole can make wisest us of its human
resources.
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Challenges to HRM
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Besides the individual differences, changes are occurring
in the environment of organizations that require
innovative HRM policies and practices. The HR Managers
of today may find it difficult because of the rapidly
changing business environment and therefore they should
update their knowledge and skills by looking at the
organization's need and objectives. The HRM challenges
are:
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Challenges to HRM
1. Globalization:
Globalization of the business refers to the free
movement of goods, services, capital, ideas, information
and people across national boundaries. Markets in
every country have become fierce battlegrounds where
both domestic and foreign competitors fight for
increasing market share. Every factor of production
other than workforce skills can be duplicated
anywhere in the world. Capital, technology, raw
material and information all -except the work force of
a company or a nation cannot move so easily.
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Challenges to HRM
2.Technology:
It is no exaggeration to say that modern technology is
changing the ways we live and work. There will be
unemployment due to modern technology and this could
be corrected by assessing manpower needs and finding
alternate employment. The information revolution will
transform every thing it touches and it will touch every
thing. Information and ideas is key to the new creative
economy. In the creative economy, the most important
property is the intellectual capital that resides in people.
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Challenges to HRM
3. Ecommerce:
The Internet is the foundation for a new business world.
The web continues to fundamentally change the
customers’ expectations about convenience, speed,
comparability, price and service. All the people who make
online business possible are the knowledge workers. The
organizations they work for have to address the human
resource challenges of attracting; retaining and motivating
people to better serve customers in the changed business
world.
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Challenges to HRM
4. Workforce/Culture Diversity:
Another challenge that lies ahead for HR mangers to
effectively manage workforce that comes from different
backgrounds with respect to region, culture, race, creedbelief and gender. Today organizations conduct business
activities in different countries and it is simply illogical to
apply uniform policies in diverse situations. The HR
managers have to tailor human resource policies and
practices according to local culture and environment
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Challenges to HRM
5. Employees Satisfaction:
Managers should be aware of techniques to motivate
their employees so that their higher level needs can be
satisfied.
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