1. Chapter 1
Nature and Scope of HRM
Prof.Sujeesha Rao

2. TOPICS TO BE COVERED Introduction Meaning & Definition of HRM
Scope of HRM
Differences between PM & HRM
The Nature of employment relationship
HRM-Functions & Objectives
Evolution of HRM in India
Why Study HRM?
Prof.Sujeesha Rao

3. Introduction Challenges faced by organizations
Global competitiveness – implications on HR
Work force diversity
Ethical issues
Advances in technology and communication
Sensitive approach to environment
Shift in employees need for meaningful work
Prof.Sujeesha Rao

4. What is HRM?
HRM is concerned with the people’s dimension in the organization
Facilitating the competencies and retention of skilled force
Developing management systems that promote commitment
Developing practices that foster team work
Making employees feel valued and rewarded.
Prof.Sujeesha Rao

5. Definition HRM refers to acquisition, retention, motivation and
maintenance of Human Resources in an organization.
HRM is the planning, organising, directing & controlling of the procurement, development, compensation integration, maintenance and separation of human resources to the end that individual, organizational and social objectives are accomplished.
Prof.Sujeesha Rao

6. Employee & Executive Remuneration
Scope of HRM
Prospects of HRM
Nature of HRM
Very Vast
Covers all major activities in the working life of a worker
-from time an individual enters into an organization until he or she leaves
comes under the purview of HRM
Industrial Relations
Employee
Hiring
HRM
Employee Maintenance
Employee & Executive Remuneration
Employee Motivation

7. Differences between PM & HRM
Dimension
Personnel Management
Human Resources Management
Employment Contract
Careful delineation of written contracts
Aim to go beyond contract
Rules
Importance of guiding clear rules
Can do outlook, impatience with rule
Behaviour referent
Norms/customs/practices
Values/mission
Managerial task
Monitoring
Nurturing
Management Role
Transactional
Transformational leadership
Communication
Indirect
Direct
Conflict handling
Reach temporary truce
Manage climate & culture
T&D
Controlled access to courses
Learning organization
Focus of attention for interventions
Personnel procedures
Wide ranging cultural, structural & personnel strategies
10. Shared interests
Interests of the org. are uppermost
Mutuality of interests
Prof.Sujeesha Rao

8. The Nature of the Employment Relationship
Prof.Sujeesha Rao

9. Functions Functions of HRM include: employees
Facilitating the retention of skilled and competent
employees
Building the competencies by facilitating continuous
learning and development
Developing practices that foster team work and flexibility
Making the employees feel that they are valued and
rewarded for their contribution
Developing management practices that endanger high
commitment
Facilitating management of work force diversity and
availability of equal opportunities to all.
Prof.Sujeesha Rao

10. Functions of HR MANAGERIAL FUNCTIONS Planning Organising Directing
Controlling
OPERATIVE FUNCTIONS
Staffing
Development
Compensation
Motivation
Maintenance
Integration
Emerging Issues
Prof.Sujeesha Rao

11. Operative functions of HR
Job analysis, HRP, Recruitment, Selection, Placement, Induction, Internal Mobility
STAFFING
Competency profiling, Training and development, Performance & potential management, Career management, 360 degree feedback
DEVELOPMENT
Job design, Work scheduling, Job evaluation, Compensation administration, Incentives and benefits
COMPENSATION & MOTIVATION
Prof.Sujeesha Rao

12. Operative functions of HR (contd.)
Health, Safety, Welfare, Social security
MAINTENANCE
Employment relations, Grievance, Discipline, Trade unions, Participation, Collective bargaining
INTEGRATION
HRIS, HR audit, HR scorecard, International HRM, Workforce Diversity
EMERGING ISSUES
Prof.Sujeesha Rao

13. Objectives of HRM Societal objectives
To be ethically & socially responsible to the needs of the society while minimizing the negative impact of such demands upon the organization
Organizational objectives
To recognize the role of HRM in bringing about organizational effectiveness
Functional objectives
To maintain the department’s contribution at a level appropriate to the organization’s needs
Personal objectives
To assist employees in achieving their personal goals in a manner that their personal goals enhance the individual’s contribution to the organization
Prof.Sujeesha Rao

14. HRM and 3 P’s Any resource can be replaced but not HR
People – core strength of an organization
Any resource can be replaced but not HR
Processes – evolve over a period of time
IT enabled environment facilitates engineering effortlessly
Performance – the pillars of performance are people and IT
Organizational performance in terms of value creation and return on investment
Prof.Sujeesha Rao

15. Evolution of HRM in India
Welfare (1920s-1930s)
Administration (1930s- 1940s)
Employee relations ( s)
Functional expertise (1970s-1980s)
Business partner / player
(1990s)
Prof.Sujeesha Rao

16. Why Study HRM? Taking a look at people is a rewarding experience
People possess skills, abilities and aptitudes that offer competitive advantage to any firm
No computer can substitute human brain, no machines can run without human intervention & no organization can exist if it cannot serve people’s needs.
HRM is a study about the people in the organization-how they are hired, trained, compensated, motivated & maintained.
Prof.Sujeesha Rao

17. THANK YOU
Prof.Sujeesha Rao