1. Human Resource M ANAGEMENT L ECTURE N O. 1

2. I NTRODUCTION T O HR M ANAGEMENT Human Resource management is concerned with the effective use of the skills of people. They may be salespeople in a store, clerks in an office, operators in a factory, or technicians in a research laboratory. In a business, HUMAN Resource management starts with the recruiting and hiring of qualified people and continues with directing and encouraging their growth as they encounter problems and tensions that arise in working toward established goals.

3. D EFINITION O F HR M ANAGEMENT Human Resource Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational, and societal objectives are accomplished.

4. HUMAN RESOURCE MANAGEMENT PLANNINGDEVELOPMENT ORGANIZINGCOMPENSATION DIRECTINGINTEGRATION CONTROLLINGMAINTENANCE PROCUREMENTSEPARATION F UNCTION OF HR M ANAGEMENT

5. Human Resource Management Planning: Planning means the determination in advance of a personnel program that will contribute to goals established for the enterprise. Organizing: Organizing means to design the structure of relationships among Jobs, Personnel and physical factors.

6. Human Resource Management Directing: This function are also called as actuation, command and motivation. At any rate, a considerable number of difficulties are involved in getting people to go to work willingly and effectively. Controlling: The Control is that the observation of action and its comparison with plans and the correction of any deviations that may occur.

7. Human Resource Management Procurement: This first operative function of Human Resource management is concerned with the obtaining of the proper kind and number of personnel necessary to accomplish organizational goals. Development: Development has to do with the increase of skills, through training, that is necessary for proper job performance.

8. Human Resource Management Compensation: This function is defined as the adequate and equitable remuneration of personnel for their contribution. Integration: It is concerned with the attempt to effect a reasonable reconciliation of individual, societal and organizational interests..

9. Human Resource Management Maintenance: The maintenance of willingness is heavily affected by communications with employees, the physical condition of the employee should be maintained their health and safety too. Separation: It is concerned with the attempt to effect a reasonable reconciliation of individual, societal and organizational interests..

10. R ESPONSIBILITIES O F HR M ANAGER There are some basic responsibilities of a HR manager are: 1.To classify jobs and prepare wage and salary scales. 1.To counsel employees. 2.To deal with disciplinary problems. 3.To negotiate with labor unions and service union contracts. 4.To develop safety standards and practices. Continue…

11. R ESPONSIBILITIES O F HR M ANAGER 6.To manage benefit programs, such as group insurance, health, and retirement plans. 7.To provide for periodic reviews of the performance of each individual employee, and for recognition of his or her strengths and needs for further development. 8.To assist individuals in their efforts to develop and qualify for more advanced jobs. 9.To plan and supervise training programs. 10.To keep continuous agenda of developments in personnel management.

12. C HALLENGES O F M ODERN HR M ANAGEMENT 1.Changing mix of the work force 2.Changing personal values of the work force 3.Changing expectations of citizen employees 4.Changing demands of government Among the many challenges the following FIVE are the most critical and commonly applicable.

13. 1.C HANGING M IX OF THE W ORK F ORCE 1.Increased numbers of minority members entering occupations requiring greater skills. 2.Increasing levels of formal education for the entire work force. 3.More female employees. 4.More married female employees. 5.More working mothers and 6.A steadily increasing majority of white collar employees in place of the blue collar.

14. 2.C HANGING P ERSONAL V ALUES O F T HE W ORK F ORCE Work is regarded as having spiritual meaning, buttressed by such behavioral norms as punctuality, honesty, diligence and frugality. One’s job is a central life interest and provides the dominant clue in interpersonal assessment. A work force with this set of values is highly adapted to use by business organizations in their pursuit of the values of productivity, efficiency and effectiveness.

15. 3.C HANGING E XPECTATIONS OF C ITIZEN E MPLOYEES 1.Freedom of speech. 2.The right to privacy. 3.Drinking / smoking habits. 4.Kinds of friends. 5.Type of neighborhood. 6.Records of arrest. 7.Ability to pay bills in queue. 8.Ever received psychiatrics counseling.