1. HUMAN RESOURSE MANAGEMENT

2. HUMAN RESOURSE MANAGEMENT
Managing HR important because
HR are heterogenous
Modern employees more educated
Himself determines what he contributes
Drucker---Of all the resources available i.e.mgmt. of materials,methods, money machine most imp.is M for MEN

3. HR is the total knowledge, skills, creative abilities, talents & aptitudes of an org’s workforce,as well as value, attitudes &beliefs of the individuals involved. Flippo “Personnel management is the planning, organizing,directing,controlling of the procurement, dev.,compensation.integration ,maintenance &separation of human resources to the end that individual,organizational & societal objectives are achieved

4. HRM is concerned with most effective use of people to achieve org
HRM is concerned with most effective use of people to achieve org.al & individual goals.
Acc. To National Institute Of personnel mgmt. in India “it is that part of mgmt which is concerned with people at work & their relationships in the org. It seeks to bring together men & women who make up an enterprise, enabling each to make its own best contribution to its success both as individual & as a member of working group.

5. Features
Individually oriented---to develop potential,encourage &motivate
Action oriented----problems of employees solved, not just record keeping.
People oriented---both as individuals & groups.
Future oriented
Pervasive force----+nt in all the org.& at all levels
Development oriented

6. Integrating mechanism
Comprehensive function—concerned with many org.al decisions which has an impact on workforce\potential workforce
Auxiliary service----to assist & advice the line mgrs.
Inter-disciplinary function---inputs from psychology,sociology,anthropology, economics
Continuous function

7. Importance of HRM attract and retain talent
train people for challenging roles
develop skills and competencies
promote team spirit
develop loyalty and commitment
increase productivity and profits
improve job satisfaction
enhance standard of living
generate employment opportunities
Good HR Practices help

8. Functions of HRM P/HRM Operative Functions Managerial functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human resources development strategies
Motivation and Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and potential appraisal
Compensation administration
Incentives benefits and services
Maintenance:
Health
Safety
Welfare
Social security
Emerging Issues:
Personnel records
Personnel audit
Personnel research
HR accounting
HRIS
Job stress
Mentoring
International HRM
– Planning
– Organising
– Directing
– Controlling
Integration:
Grievances
Discipline
Teams and teamwork
Collective bargaining
Participation
Empowerment
Trade unions
Employers’ associations
Industrial relations

9. Shifts in HR management in India
Emerging HR practice
Strategic role
Proactive
Key part of organisational mission
Service focus
Process-based organisation
Cross-functional eams, teamwork most important
People as key investments/assets
Traditional HR practice
Administrative role
Reactive
Separate, isolated from company mission
Production focus
Functional organisation
Individuals encouraged, singled out for praise, rewards
People as expenses