1. HUMAN RESOURCE MANAGEMENT

2. Approved by AICTE, New Delhi and Affiliated to AUT, Coimbatore
SRI VENKATESWARA
COLLEGE OF COMPUTER APPLICATIONS AND MANAGEMENT
Approved by AICTE, New Delhi and Affiliated to AUT, Coimbatore
INTRODUCTION
The term Human Resources is used for the individuals who work in a firm
Human Resources may be defined as the total knowledge, skills, creative abilities, talents and aptitudes of an organization's workforce
Several terms have been used to represent human resources. These include ‘personnel’ , ‘people at work’ , ‘manpower’, staff and ‘employees’
SVCCAM, Coimbatore

3. HUMAN RESOURCE MANAGEMENT
"People are our most valuable asset"
The ultimate aim of the function is to: "ensure that at all times the business is correctly staffed by the right number of people with the skills relevant to the business needs",
Failure in not having a carefully crafted human resources management strategy, can and probably will lead to failures in the business process itself
SVCCAM, Coimbatore

4. DEFINITION
Human Resource Management is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
HRM is concerned with the most effective use of people to achieve organizational and individual goals
SVCCAM, Coimbatore

5. SHORT DEFINITION
It may be defined as the art of procuring , developing and maintaining competent workforce to achieve the goals of an organization in an effective and efficient manner.
SVCCAM, Coimbatore

6. QUALITIES OF HR MANAGER
Physical – Health, Vigour
Mental – Ability to understand and learn
Moral
Educational
Technical
Experience
Ability to take decisions
Should be patience
Good leader to guide his subordinates
Good Communicator
SVCCAM, Coimbatore

7. EVOLUTION OF HRM
Evolution of Personnel management started in 19th century
There was no department as such for taking care of above problem only welfare officers
The exact growth of personnel management started during First World War because the number of munitions manufactured at a large scale
So the number of employees needed to manufacture increased on the other hand the welfare officer also increased by 1300
SVCCAM, Coimbatore

8. Contd..
During war women recruited at a large scale to fill the gap of men who left the factories to joint war
Which in turn leads to employ unskilled women
The title labour manager or employment manager came in the year 1920
Companies started merger and acquisition as strategy to grow
They created their own specialist personnel department to unify the different policies
SVCCAM, Coimbatore

9. SECOND WORLD WAR LEADS TO IMPROVEMENT IN PERSONNEL MANAGEMENT
Second world war increased the importance of having personnel department
Again in second world war the number of women employees is more to fill the gap left by men
Again re-training proper recruitment taken place
Government saw the there is a huge need to have personnel department to take care of all employees
The role of personnel management during war time was small
SVCCAM, Coimbatore

10. Contd…
But there is an increasing in the bargaining between employer and unions during pre world war.
The bargaining power of unions has increases which resulted in unnecessary official and unofficial strikes
The situation becoming worse and worse
Due to this reason personnel manager was blaming for lacking of negotiation skill to resolve these situation
In the year mid of 1960's organization started giving much importance to employ the personnel specialist to perform different activities
Improvement in selection training appraisal and new management techniques

11. RISING ROLE OF HRM
The role of HRM has gain more important in the year 1980
During 1990,s the success of large Japanese corporation took surprise to many western companies
Success of these Japanese firm is due to effective management of workforce
The practice of these companies also started practiced by western companies
SVCCAM, Coimbatore

12. EVOLUTION OF HRM – Contd…
The Commodity Concept – Labour are regarded as commodity, wages are based on demand and supply. Government role is less
The Factor of Production Concept – Workers are like machine tools
The Paternalistic Concept – As parents meet the requirements of children
The Humanitarian Concept – To improve productivity, social and psychological needs must be met
The Behavioural Human Resource Concept – Employees are assets of an organization
The Emerging Concept – Employees should feel that the organisation is their own.
SVCCAM, Coimbatore

13. Paternalistic Practices Clerical Welfare Administrator 1940-60
Period
Emphasis
Status
Roles
Welfare Management
Paternalistic Practices
Clerical
Welfare Administrator
Expanding role to cover labour, welfare, industrial relations
Administrative
Appraiser
Advisor
Mediator
Fire Fighting
Efficiency and Effectiveness
Developmental
Change Agent
Trainer
Educator
1900s-onwards
Productivity gains through human assets
Proactive
Developer
Counselor
Coach
Mentor
SVCCAM, Coimbatore

14. Nature of HRM
Pervasive force:. It is present in all enterprises. It permeates all levels of management in organizations
Action oriented: The problems of employees at work solved through rational policies.
Individually oriented: It tries to help employees develop their potential fully. It encourages them to give their best to the organizations
People oriented: HRM is all about people at work both as individuals and groups. It tries to put people on assigned jobs in order to produce good results.
SVCCAM, Coimbatore

15. Contd.,
Future oriented: Helps an organization meet its goals in the future by providing for competent and well motivated employees.
Development oriented: HRM intends to develop the full potential of employees. The reward structure is tuned to the needs of employees. Training is offered to sharpen and improve their skills. Employees are rotated on various jobs so that they gain experience and exposure.
Integrating mechanism: HRM tries to build and maintain cardinal relations between people working at various levels in the organization.
SVCCAM, Coimbatore

16. Contd.,
Comprehensive functions: HRM is concerned with managing people at work. It covers all types of people at levels in the organization
Auxiliary service: HR departments exist to assist an advice the line or operating managers to do their personnel work more effectively. HR manager is a specified advisor.
Inter disciplinary function: HRM is a multi disciplinary activity, utilizing knowledge and inputs drawn from psychology, sociology, economics etc.
Continuous functions: It cannot be practiced only one hour each day or one day a week. It requires a constant alertness and awareness of human relations and their importance in every day operations.

17. SCOPE OF HRM
Personnel aspect: This is concerned with manpower planning, recruitment, selection, placement, transfer promotion, training ad development lay off and retrenchment remuneration incentives productivity etc
Welfare aspect: It deals with working conditions and amenities such as canteens, crèches rest and lunch room housing transport medical assistance education , healthy and safety recreation facilities etc
Industrial relations aspects: This covers union management relations joint consultation collective bargaining grievances and disciplinary procedures settlement of disputes etc.
SVCCAM, Coimbatore

18. OBJECTIVES OF HRM To help the organization reach its goals.
To ensure effective utilization and maximum development of human resources.
To ensure respect for human beings.
To identify and satisfy the needs of individuals.
To ensure reconciliation of individual goals with those of the organization.  
To achieve and maintain high morale among employees.
To provide the organization with well-trained and well-motivated employees.
SVCCAM, Coimbatore

19. Contd.,
To increase to the fullest the employee's job satisfaction and self-actualization.
To develop and maintain a quality of work life.
To be ethically and socially res­ponsive to the needs of society.
To develop overall personality of each employee
To enhance employee's capabilities to perform the present job.  
To equip the employees with precision and clarity in transaction of business.  
To inculcate the sense of team spirit, team work and inter-team collaboration.
SVCCAM, Coimbatore

20. ROLE OF HR MANAGER Policy Initiation Advisory Role Linking Pin Role
Representative Role
Decision-making Role
Mediator Role
Leadership Role
Welfare Role
Research Role
SVCCAM, Coimbatore