Dr.Karthik Mohandoss H UMAN RESOURCE M ANAGEMENT

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1 HUMAN RESOURCE MANAGEMENT CHAPTER I 1 I NTRODUCTION TO H UMAN RESOURCE M ANAGEMENT

2 LEARNING OUTCOMES At the end of this chapter you will be able to understand and have knowledge about The definition of Human Resource Management. Human Resource Management Activities. Scope of Human Resource Management. Importance of Human Resource Management. Evolution of Human Resource Management. Objectives of Human Resource Management. 2

3 DEFINITION 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. -Edwin B. Flippo - HRM is management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organization - -Aswathappa 3

4 HRM ACTIVITIES HR Planning Job Analysis and Design Recruitment and Selection Training and Development Remuneration Welfare Safe and Healthy Work Environment Industrial relations 4

5 SCOPE OF HRM Prospects of HRM Introduction of HRM Employee Hiring Career Development HRM Employee Remuneration Industrial Relation Employee Maintenance Employee Motivation 5

6 IMPORTANCE OF HUMAN RESOURCE MANAGEMENT Social Significance Effective management of human resource satisfies social needs of the people in the organization. It enhances the dignity of the organizational members. Professional Significance Effective human resource Management emphasizes Team Work which is inevitable for professional excellence. The environment of Team Work helps personal development. Individual Significance Creating the right attitude among employees through effective motivation fulfilling their own social and other psychological needs of recognition, love, affection, belongingness, esteem and self-actualization. 6

7 EVOLUTION OF HUMAN RESOURCE MANAGEMENT 7

8 Evolution of HR Management Professionalization of HR Management 1948 Growth of Government Regulations 1930 Human Relations Movement 1920 Industrial & Organizational Psychology 1898 Scientific Management 1880 Industrial Revolution

9 INDUSTRIAL REVOLUTION (1830) The Industrial Revolution was a period from the 18th to the 19th century where major changes in agriculture, manufacturing, mining, and transport had a profound effect on the socioeconomic and cultural conditions in the world. 9

10 SCIENTIFIC MANAGEMENT (1880) Scientific management is a theory of management that analyzes and synthesizes workflows, with the objective of improving labor productivity. The core ideas of the theory were developed by Frederick Winslow Taylor in the 1880s. 10

11 INDUSTRIAL / ORGANIZATIONAL PSYCHOLOGY (1898) Industrial and organizational psychology is the study of the behavior of people in the workplace. Human Relations Movement (1920) Human Relations Movement refers to those researchers of organizational development who study the behavior of people in groups, in particular workplace groups. It originated in the 1920s' Hawthorne studies, which examined the effects of social relations, motivation and employee satisfaction on factory productivity. e. 11

12 GROWTH OF GOVERNMENT REGULATIONS (1930) Labor law refers to laws regulating employment in a particular country. India. Traditionally governments seek to ensure a high degree of protection for workers. So for instance, a permanent worker can be sacked only for proven misconduct or for habitual absence. 12

13 PROFESSIONALIZATION OF HRM (1948) Human resource management has become more professional than how it has been before. The features of human resource management as a profession are its existence of knowledge, professional ethics, and professional affiliations to HR societies. 13

14 OBJECTIVES OF HUMAN RESOURCE MANAGEMENT Human resource management objective is to maximize the return on investment from the organization's human capital and minimize financial risk. 1. Effective Utilization of Human Resources 2. Formulation and Maintenance of well-balanced Organizational Structure 3. Establishing Smooth Working Relationship among members 4. Incorporation of the organizational members and groups with the Organization 5. Development of Organizational Members and Groups 6. Recognizing and Gratifying Individual Needs and Group Goals 7. Maintaining High Morale 8. Excellent Human Relations 14

15 Effective Utilization of Human Resources After procuring the human resource and placing them at the right place, it is the objective of Human Resource Management to make use of it in the most effective way. Formulation and Maintenance of well-balanced Organizational Structure The organizational structure should be formulated and maintained in such a way that it has to very clearly convey how the total workload of the organization is divided and allocated to what kind of people, how the authority is delegated, how the responsibility is assigned, whether it is assigned at par of the authority and how the accountability is created. 15

16 Establishing Smooth Working Relationship among members Smooth working relationship among members can be established by resolving grievances and complaints and considering suggestions and recommendations favorably by the Human Resource Manager. Incorporation of the organizational members & groups with the Organization Individuals and groups have to be incorporated with the organization to benefit the organization with their loyalty, commitment and involvement in their work. 16

17 Development of Organizational Members and Groups Development of organizational members paves the way for team-development and ultimately it reflects on the organizational performance. Recognizing and Gratifying Individual Needs & Group Goals Satisfied employees will be more loyal, sincere, involved and committed to the organization than dissatisfied employees and they achieve their personal objectives toiling and contributing to achieving the organizational goals at large. 17

18 Maintaining High Morale High morale leads the employees to greater self-confidence, ability to take on challenges and eliminates the resistance to changes. Excellent Human Relations It is the responsibility of the Human Resource Manager to take initiative to understand human problems arising from organizational and interpersonal relations and solve those empathetically. 18

19 Thank you 19

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