1. Human Resource Management
Nature, Scope and Objectives

2. Meaning
Human Resource simply means the people. It is a whole consisting of inter-related, inter-dependent and interacting physiological, psychological, sociological and ethical components.
Human Resource Management is the process of making the efficient and effective use of Human Resources so that the set goals are achieved.

3. Definition Flippo states that:
“ Personnel 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 social objectives are accomplished ”

4. Scope of HRM
HRM
Acquisition
Development
Maintenance
Control

5. Scope of HRM
National Institute of Personnel Management has specified the scope of HRM as:
The Labour or Personnel Aspect : concerned with HR planning, recruitment, selection, placement, promotion, transfer, training & development, compensation, etc.
Welfare Aspect : deals with working conditions and amenities
Industrial Relations Aspect : covers union-management relations, joint consultations, collective bargaining, grievance and disciplinary actions, etc.

6. Objectives of HRM
The primary objective is to ensure the availability of right people for right jobs so that the organizational goals are achieved effectively
To help the organization attain its goals by providing competent and motivated employees
To utilize the available human resources effectively
To increase to the fullest the employee’s job satisfaction and self-actualization

7. Objectives of HRM
To develop and maintain the QWL which makes the employment a desirable personal and social situation
To help maintain ethical policies and behaviour inside and outside the organization
To establish and maintain cordial relations between employees and management
To reconcile individual/group goals with organizational goals

8. Nature of HRM
It is concerned with managing people to “rank and file employees at work”. In other words, it covers all levels of personnel
It is concerned with employees, both as individuals as well as groups
It is concerned with helping employees develop their potentialities and capacities to the maximum possible extent

9. Nature of HRM It is an integral part of any organization
It is continuous in nature
It aims at getting the willing co-operation of the people for the attainment of the desired goals

10. Functions of HRM Managerial Functions Operative Functions Planning
Organizing
Staffing
Directing
Controlling
Operative Functions
Procurement
Development
Compensating
Integration
Maintenance

11. The Role of a Personnel Manager
Welfare
Role
Administrative
Role
Legal
Role
Advisory
Research
Time-keeping
Grievance handling
HRP, Recruitment and Selection
Managing services
Salary and Wage Administration
Settlement of disputes
Training and Development
Group dynamics
Handling disciplinary actions
Maintenance of records
Measurement and Assessment of Individual and Group Behaviour
Human Engineering
Collective bargaining
Joint consultation

12. Organizational structure of the HR Department
The internal organizational structure of the HR department varies widely in different companies, depending upon their size
In small organizations, HR functions are discharged by line executives
A separate HR department is organized for large companies, where personnel activities are generally of a complex nature

13. Social Security Records
Personnel Functions in a Small Company
President
Production Manager
Sales Manager
Treasurer
Shop Superintendent
Employment Dept.
Employee Insurance
Accountant
Foreman
Social Security Records
General Accounting
Cost Accounting
Workers

14. Personnel Functions in a Large Company
President
Vice President Marketing
Vice President Production
Vice President Personnel
Vice President Finance
Wage & Salary
Labour Relations
Training & Development
Health, Safety & Benefits

15. Organizational structure of the HR Department
Personnel Departments or units may be organized on three basis:
Functional basis
Service basis
Clientele basis

16. Employee Service & Benefits
Functional basis
According to functional basis, departments are grouped into different functions
Personnel Director
Employment
Wage & Salary
Safety
Employee Service & Benefits
Training
Industrial Relations

17. Service basis
This basis takes into consideration the service rendered or the purpose achieved. It tries to prevent dissatisfaction through hygiene maintenance, and promotion of satisfaction through motivators
Personnel Director
Motivational Needs Programme
Hygiene Needs Programme
Education
Motivation
Services
Industrial Relation
Job Design
Salary

18. Cliental basis
Propounded by Soholik whose thesis is that requirements of different types of employees’ is different
Personnel Director
Managers for
Scientific and Technical Personnel
Management Development & Compensation
Industrial Relations
Integration of new workers
Handicapped Persons
Women Employees