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INTRODUCTION TO HRM MANAGEMENTINTRODUCTION TO HRM MANAGEMENT

K

BY- ARUNPREET KAUR

KANIKA KAPOOR

&

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Meaning of HRMMeaning of HRM

HRM is a management function thatHRM is a management function that

helps organisation to recruit, select,helps organisation to recruit, select,

train, develop and manage itstrain, develop and manage its

members. Simply stated, HRM is allmembers. Simply stated, HRM is allabout management of people in theabout management of people in the

organisation from Recruitment toorganisation from Recruitment to

Retirement. HRM refers to set ofRetirement. HRM refers to set of

programs, functions, and activitiesprograms, functions, and activitiesdesigned and carried out in order todesigned and carried out in order to

maximise both employee as well asmaximise both employee as well as

organisational effectivenessorganisational effectiveness

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DefinitionDefinition of HRMof HRM

HRM is planning, organizing,HRM is planning, organizing,

directing and controlling of thedirecting and controlling of the

procurement, development,procurement, development,compensation, integration,compensation, integration,

maintenance and separation ofmaintenance and separation of

human resources to the end thathuman resources to the end that

individual, organizational andindividual, organizational andsocial objectives aresocial objectives are

accomplished.accomplished.

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DefinitionDefinition of HRMof HRM

HRMHRM isis concernedconcerned withwith thethe peoplepeopledimensionsdimensions inin managementmanagement.. SinceSinceeveryevery organizationorganization isis mademade upup of of

people,people, acquiringacquiring theirtheir services,services,developingdeveloping theirtheir skills,skills, motivatingmotivatingthemthem toto higherhigher levelslevels ofof performanceperformanceandand ensuringensuring thatthat theythey continuecontinue totomaintainmaintain theirtheir commitmentcommitment toto thetheorganizationorganization areare essentialessential totoachievingachieving organizationalorganizational objectivesobjectives..ThisThis isis true,true, regardlessregardless ofof thethe typetype ofofthethe organizationorganization government,government,

business,business, education,education, health,health,

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Features of HRMFeatures of HRM

Managing People.Managing People.

People oriented process.People oriented process.

Develops employees potentialities.Develops employees potentialities.

Integral part.Integral part.

Continuous activity.Continuous activity.

Secures CoSecures Co--operation.operation.

Future Oriented.Future Oriented.

Challenging function/activity.Challenging function/activity.

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Who Is an HR Manager?Who Is an HR Manager?

In the course carrying out theirIn the course carrying out their

duties, every operating managerduties, every operating manager

is, in essence, an HR manager.is, in essence, an HR manager.

HR specialists design processesHR specialists design processes

and systems that operatingand systems that operating

managers help implement.managers help implement.

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ROLE OF HR MANAGERSROLE OF HR MANAGERS 1.1.Humanitarian Role:Humanitarian Role: Reminding moral and ethicalReminding moral and ethical

obligations to employees.obligations to employees.

2.2.Counsellor:Counsellor: Consultations to employees aboutConsultations to employees aboutmarital, health, mental, physical and career problems.marital, health, mental, physical and career problems.

3.3.Mediator:Mediator: Playing the role of a peacemaker duringPlaying the role of a peacemaker duringdisputes, conflicts between individuals and groups ordisputes, conflicts between individuals and groups or

management.management. 4.4.Spokesman:Spokesman: To represent the company in MediaTo represent the company in Media

and other forums because he has better overall pictureand other forums because he has better overall pictureof his companys operations.of his companys operations.

5.5.Problem Solver:Problem Solver: Solving problems of overallSolving problems of overallhuman resource management and longhuman resource management and long--termtermorganizational planning.organizational planning.

6.6.Change Agent:Change Agent: Introducing and implementingIntroducing and implementinginstitutional changes and installing organizationalinstitutional changes and installing organizationaldevelopment programsdevelopment programs

7.7.Management ofManpower Resources:Management ofManpower Resources: BroadlyBroadlyconcerned with leadership both in the group andconcerned with leadership both in the group andindividual relationships and labourindividual relationships and labour--managementmanagement

relations.relations.

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Managerial Functions of HR ManagerManagerial Functions of HR Manager

1.1. Planning:Planning: Research and planResearch and plan

about wage trends, labour marketabout wage trends, labour market

conditions, union demands andconditions, union demands andother personnel benefits.other personnel benefits.

Forecasting manpower needs etc.Forecasting manpower needs etc.

2.2. Organizing:Organizing: OrganizingOrganizing

manpower for the achievement ofmanpower for the achievement oforganizational goals and objectives.organizational goals and objectives.

3.3.Staffing:Staffing: Recruitment & SelectionRecruitment & Selection

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Managerial Functions of HR ManagerManagerial Functions of HR Manager

4.4.Directing:Directing: Issuance of orders andIssuance of orders and

instructions, providing guidance andinstructions, providing guidance and

motivation to managers and employees.motivation to managers and employees.

5.5.Controlling:Controlling: Regulating personnelRegulating personnel

activities and policies according to plans.activities and policies according to plans.

Observations and comparisons of deviationsObservations and comparisons of deviations

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Operational Functions of HR ManagerOperational Functions of HR Manager

1.1.Procurement:Procurement: Planning, RecruitmentPlanning, Recruitmentand Selection, Induction and Placementand Selection, Induction and Placement

2.2.Development:Development: Training, Development,Training, Development,Career planning and counselling.Career planning and counselling.

3.3.Compensation:Compensation:

Wage and Salary

Wage and Salarydetermination and administrationdetermination and administration

4.4. Integration:Integration: Integration of humanIntegration of humanresources with organization.resources with organization.

5.5.Maintenance:Maintenance: Sustaining and improvingSustaining and improving

working conditions, retentions, employeeworking conditions, retentions, employeecommunicationcommunication

6.6.Separations:Separations: Managing separationsManaging separationscaused by resignations, terminations, laycaused by resignations, terminations, layoffs, death, medical sickness etc.offs, death, medical sickness etc.

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Challenges of a HR ManagerChallenges of a HR Manager

Challenges relating to Recruitment,Challenges relating to Recruitment,

Selection and Development of ManpowerSelection and Development of Manpower

Challenges related to industrial relations.Challenges related to industrial relations.

Challenges related to welfare facilitiesChallenges related to welfare facilities Challenges related to ManpowerChallenges related to Manpower

management.management.

Challenges relating information collection,Challenges relating information collection,

storage and ready availability whenstorage and ready availability whenrequired.required.

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Challenges of a HR ManagerChallenges of a HR Manager

Challenges relating to research onChallenges relating to research onpersonnel management.personnel management.

Challenges related to expansion,Challenges related to expansion,Modernization, and automation.Modernization, and automation.

Challenges related to collective bargaining.Challenges related to collective bargaining.

Challenges related to execution ofChallenges related to execution ofpersonnel policies.personnel policies.

Challenges related to trade union activities.Challenges related to trade union activities.

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THANK YOU..