1. HUMAN RESOURCE MANAGEMENT
MEANING AND CONCEPT

2. INTRODUCTION HRM is concerned with the human beings
Human resource is the total knowledge, abilities, skills, talents and aptitudes of an organisation’s work force.
It is a resource like any other natural resource.
It includes management of skills, attitudes and aspirations of people.
Humane approach
Also called labour-management relations, labour management, human capital mgt, employer-employee relations

3. MEANING AND FEATURES OF HRM
According to Edwin 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, organisational and social objectives are accomplished.
Features
Managing people
Development of individuals
Management function
Staffing function
Achieving competitive advantage

4. NATURE OF HRM Part of process of Management Comprehensive function
People oriented
Based on human relations
Pervasive function
Continuous process
Science as well as an art
interdisciplinary

5. EVOLUTION OF THE CONCEPT OF HRM
Labour as commodity- hired on the basis of need
Labour as a tool for higher production/ mechanistic approach- like material, capital.
Paternalistic approach-schemes introduced, trade unions, collective bargaining
Humanitarian concept/ humanistic concept/social system approach- physical, social and psychological needs, human relations concept.
Human resource concept- assets, satisfying aspirations of people, motivation, group dynamics etc
Emerging concept/ the partnership concept- quality of work life, emerging as special discipline & profession.

6. NEED OF HRM For better industrial relations
Develop organizational commitment
Coping with changing environment
Change in political philosophy
Increased pressure on employees

7. HRM Vs HUMAN RESOURCE DEVELOPMENT
MEANING
HRM
HRD
1) MEANING
It is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and reproduction of human resources to the end that individual, organisational and social objectives are accomplished.
It is a process concerned with an organised series of learning activities designed to produce behavioural changes that they acquire desired level of competence for present and future roles.
2) MECHANISMS
It considers salary and other economic factors as important motivators
It considers autonomous work groups, job enrichment, job challenges & creativity as the main motivating forces

8. 3) EMPHASIS ON CULTURE
Its emphasis is on increasing people efficiency
Its efficiency is on building the right type of culture in the organisation- a culture which has characteristics as mutual trust, openness, collaboration, clarity of goals
4)RESPONSIBILITY
Personnel dept or HRM
Concern of al managers in the org.
5) SCOPE
It has wider scope
It has narrow scope

9. PERSONNEL MGT vs HRM BASIS PERSONAL MGT HRM SCOPE
PM has limited scope & internal orientation
It has broader scope, broader horizon, viewpoint & integrated external orientation
2) TREATMENT OF LABOUR
Labour is treated as a tool whose behaviour is to be manipulated for meeting org. objectives
It treats people as assets to be used for the benefit of org., its employees & society
3) SUPREMACY OF INTEREST
Interest of the organisation are uppermost
Mutuality of interest exists, goal congruence exits
4) TYPE OF ACTIVITY
PM is treated as a routine activity to hire employees & maintaining personal records
HRM is treated as specialized function involving PODCC of PDMIC of human resources in org.

10. 5) MANAGERIAL TASK
Managerial task with respect to labour is monitoring
Managerial task with respect to labour is nurturing
6) NATURE
Traditional concept
Broader concept and includes personal mgt
7) STRATEGIC MANAGEMENT
PM is not considered as a part of strategic mgt of business
HRM is a significant part of strategic mgt. of business.

11. Scope of HRM Identifying and developing persons
Retaining suitable persons
Creating work culture
Educating managerial personnel
Conducting research
Developing a communication system.

12. LIMITATIONS OF HRM Recent origin Lack of top management support
Improper implementation
Inadequate information

13. FUNCTIONS OF HRM
MANAGERIAL FUNCTIONS
OPERATIVE FUNCTIONS

14. MANAGERIAL FUNCTIONS PLANNING ORGANISING DIRECTING CO-ORDINATING
CONTROLLING

15. HUMAN RESOURCE DEVELOPMENT
OPERATIVE FUNCTIONS
EMPLOYMENT
HUMAN RESOURCE DEVELOPMENT
COMPENSATION
HUMAN RELATIONS
MAINTENANCE

16. EMPLOYMENT:
Job analysis, human resource planning,recruitment, selection, placement, induction and orientation
2) Human resource development
Performance appraisal, training, management and development
3) Compensation
Job evaluation, wage and salary administration, fixing of incentives, fringe benefits, social security measures, job enrichment and job enlargement
4) Human relations- integration
Motivation, redressing employee grievances, handling disciplinary cases, counselling employees solving their problems and improving quality of work
5)Maintenance
Establishment of health, sanitation and safety standards

17. ADVISORY FUNCTIONS ADVICE TO TOP MANAGEMENT
ADVICE TO DEPARTMENTAL HEADS

18. IMPEDIMENTS/ HINDRANCES TO THE GROWTH OF HRM IN INDIA
Lacks adequate attention
Excessive labour laws
Authoritarian culture
Does not attract talented persons
Conflict with line managers
Result not measurable
Approach not fully developed
Lack of professional attitude

19. CHALLENGES FOR HRM Globalisation of business Social factors
Technological factors
Work force diversity
Trends in nature of work
Increase in education levels
Changes in legal environment