1. An Introduction to Human Resource Management
Dr. Anil Mehta

2. Definition
“The personnel function is concerned with procurement, development, compensation, integration and maintenance of the personnel of an organisation for the purpose of contributing towards the accomplishments of the organization's objectives. Therefore, personnel management is the planning, organisation, directing, and controlling of the performance of those operative functions”
Edward B. Flippo

3. “Human Resource Management is a process of bringing people and organisation together so that the goals of each are met. It is that part of management process which is oncerned with management of human resources in an organisation. It tries to secure the best from people by winning their wholehearted cooperation. It is an art of procuring, developing and maintaining competent workforce to achieve the goals of an organisation in an effective and efficient manner”

4. Characteristics of Human Resource Management
It is concerned with employees.
It covers all level of employees.
The concern for the employees to help them.
It is inherent in all organizations.
It is of continuous nature.
It attempts at getting the willing cooperation of the people for the attainment of desired goals.

5. Objectives of HRM Personal Objectives Organisational Objectives
Functional Objectives
Organisational Objectives
Societal Objectives

6. Objectives of Human Resource Management
To help the organisation to reach its goals
To employ the skills and abilities of the workforce efficiently
To provide organisation with well-trained and well-motivated employees
To increase the employees satisfaction and self-actualization
To develop and maintain the quality of work life
To communicate HR policies to all employees
To help maintain ethical polices and behavior

7. Scope of HRM Nature of HRM Prospects of HRM Employees Hiring Human
Resource
Management
Industrial
Relations
Employees
and Executive
Remuneration
Employee
Maintenance
Employee
Motivation

8. Evolution of HRM in India
Period Development Outlook Emphasis Status
Status
1920s-30s Beginning Pragmatism of Statutory, welfare Clerical capitalism paternalism
1940s-1960s Struggling Technical Introduction Administrative for Legalistic of techniques recognition s-1980s Achieving Professional Regulatory Managerial sophistication Legalistic conforming imposition of standard son other functions
1990s Promising Philosophical Human values Executive productivity through people

9. HRM HRM and its Environment Cultural Unions Technological
Organisational
Culture And
Climate
Economic
Political-legal
Professionalism,

10. Difference Between HRM and PM
Dimension PM HRM
1Employment contract
Careful delineation of written contracts
Aim to go beyond contract
2 Rules
Importance of devising clear rules
Impatience with rules
3 Behavior referent
Norms, customs and practices
Values, missions
4 Managerial task
Monitoring
Nurturing
5 Goals of management action
Procedures
Business Needs
Contd..

11. Piecemeal Labor management
6 Initiatives
Piecemeal
Incremental
7 Key relations
Labor management
Customer
8 Speed of decision
Slow
Fast
9 Communi-cation
Indirect
Direct
10 Management role
Transactional
Transformational
11 Pay
Job evaluation
Performance related
12 Job design
Division of labor
Team work
13 Training & development
Controlled access to courses
Learning companies
Contd..

12. Labour is treated as a tool which is expendable and replaceable
14 Respect for employees
Labour is treated as a tool which is expendable and replaceable
People are treated as assets to be used for the benefit of an organisation, its employees and society as a whole
15 Shared interests
Interest of the employees are uppermost
Mutual interest
16 Evolution
Precedes
Latest in the evolution of the subject

13. Difference between Personnel Function and HRD
Basis of Distinction
Personnel Function
HRD
1 Maintenance oriented
Orientation
Development oriented
2 Independent Function
Structure
Inter-dependent
3 Reactive Function
Philosophy
Pro-active Function
4 Exclusive responsibility of personnel department
Responsibility
Responsibility of all the managers
5 Emphasis on monitory rewards
Motivation
Emphasis on higher order needs
6 Tries to improve efficiency of people and administration
Aim
Tries to develop the organisation as a whole and its culture

14. Emerging Issues in HRM 1 Increasing size of workforce
2 Increase in educational level
3 Technological Advances
4 Changes in Political Environment
5 Increasing Aspirations of Employees
6 Changing Psycho-social system
7 Computerized Information System
8 Mobility of Professional Personnel
9 Changes in Legal Environment
10 Management of Human Relations