Location via proxy:   [ UP ]  
[Report a bug]   [Manage cookies]                
SlideShare a Scribd company logo

Human Resource Management

•Download as PPTX, PDF•
•
S
SIMARAN SHAHEEN

This document discusses human resource management (HRM). It defines HRM as the strategic management of people in an organization to help gain a competitive advantage. The key functions of HRM include planning, organizing, staffing, and developing employees. HRM aims to maximize both employee and organizational effectiveness from recruitment through retirement. Objectives of HRM are to help the organization achieve its goals, ensure effective use of human resources, and satisfy individual employee needs while aligning them with organizational objectives. The core processes of HRM involve human resource planning, employee remuneration and benefits, and performance management.

1 of 16
HUMAN RESOURCE MANAGEMENT Simaran Shaheen Asst. Prof. Ghanshyam Binani Academy of Management Sciences, Mirzapur
Introduction of HRM Human Resource Management is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives.Human Resource Management (HRM) is the term used to
Meaning of HRM • Human Resource Management (HRM) can be defined as the set of programs, functions, and activities designed and performed in order to maximize both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, training, developing and managing its members. HRM is concern with the management of people in the organization from Recruitment to Retirement.
Definition of HRM • • According to Flippo, “human resource management is the planning , organizing , directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resource to the end that individual, organizational and social objectives are accomplished.” • According to decenzo and Robbins, “HRM is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher level of
Functions of HRM  The functions of HRM can be broadly classified into two categories:- A. Managerial Functions B. Operative Functions.  A: Some of the managerial functions of HRM are:-  1. Planning  2. Organising  3. Staffing
Operative functions of HRM are:-  1. Procurement of Human Resource / Employment  2. Employee Compensation  3. Development of Human Resource  4. Developing Healthy Human Relations  5. Integration of Conflicting Interest  6. Safety and Health of Employees
Objectives of HRM
 Societal Objectives: To be ethically and socially responsible to the needs and challenges of the while minimizing the negative impact of such demands upon the organization. The failure of organizations to use their resources for the society’s benefit in ethical ways may lead to restrictions. For example, the society may limit HR decisions through laws that enforce reservation in hiring and laws that address
 Organizational objectives: To recognize the role of HRM in bringing about organizational effectiveness. HRM is not an end in itself. It is only a means to assist the organization with its primary objectives. Simply stated, the department exists to serve the rest of the organization.
 Functional Objectives: To maintain the department’s contribution at a level appropriate to the organization’s needs. Resources are wasted when HRM is either more or less sophisticated to suit the organization’s demand. The department’s level of service must be tailored to fit the organization it serves.
 Personal objectives: To assist an employee in achieving their personal goals, at least insofar as these goals enhance the individual’s contribution to the organization. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline and employees may leave the organization.
Some others Objectives of HRM 1)To help the organization reach its goals. 2)To ensure effective utilization and maximum development of human resource. 3)To ensure respect for human beings. To identify and satisfy the needs of individuals. 4)To ensure reconciliation of individual goals with those of the organization. 5)To achieve and maintain high moral among employees. 6) To provide the organization with well-trained and well-motivated employees.
7) To increase to the fullest the employee’s job satisfaction and self- actualization. 8) To develop and maintain a quality of work life. 9) To be ethically and socially responsive to the needs of society. 10) To develop overail personality of each employee in its multidimensional aspect. 11) To enhance employee’s capabilities to perform the present job. 12) To equip the employees with precision and clarity in trans-action of business.
Process of HRM
The following are the various HR processes: Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff). Employee remuneration and Benefits Administration Performance Management. Employee Relations.
Human Resource Management

More Related Content

Human Resource Management

  • 1. HUMAN RESOURCE MANAGEMENT Simaran Shaheen Asst. Prof. Ghanshyam Binani Academy of Management Sciences, Mirzapur
  • 2. Introduction of HRM Human Resource Management is the strategic approach to the effective management of people in a company or organization such that they help their business gain a competitive advantage. It is designed to maximize employee performance in service of an employer's strategic objectives.Human Resource Management (HRM) is the term used to
  • 3. Meaning of HRM • Human Resource Management (HRM) can be defined as the set of programs, functions, and activities designed and performed in order to maximize both employee as well as organizational effectiveness. It is a management function that helps organization in recruiting, selecting, training, developing and managing its members. HRM is concern with the management of people in the organization from Recruitment to Retirement.
  • 4. Definition of HRM • • According to Flippo, “human resource management is the planning , organizing , directing and controlling of the procurement, development, compensation, integration, maintenance, and separation of human resource to the end that individual, organizational and social objectives are accomplished.” • According to decenzo and Robbins, “HRM is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher level of
  • 5. Functions of HRM  The functions of HRM can be broadly classified into two categories:- A. Managerial Functions B. Operative Functions.  A: Some of the managerial functions of HRM are:-  1. Planning  2. Organising  3. Staffing
  • 6. Operative functions of HRM are:-  1. Procurement of Human Resource / Employment  2. Employee Compensation  3. Development of Human Resource  4. Developing Healthy Human Relations  5. Integration of Conflicting Interest  6. Safety and Health of Employees
  • 8.  Societal Objectives: To be ethically and socially responsible to the needs and challenges of the while minimizing the negative impact of such demands upon the organization. The failure of organizations to use their resources for the society’s benefit in ethical ways may lead to restrictions. For example, the society may limit HR decisions through laws that enforce reservation in hiring and laws that address
  • 9.  Organizational objectives: To recognize the role of HRM in bringing about organizational effectiveness. HRM is not an end in itself. It is only a means to assist the organization with its primary objectives. Simply stated, the department exists to serve the rest of the organization.
  • 10.  Functional Objectives: To maintain the department’s contribution at a level appropriate to the organization’s needs. Resources are wasted when HRM is either more or less sophisticated to suit the organization’s demand. The department’s level of service must be tailored to fit the organization it serves.
  • 11.  Personal objectives: To assist an employee in achieving their personal goals, at least insofar as these goals enhance the individual’s contribution to the organization. Personal objectives of employees must be met if workers are to be maintained, retained and motivated. Otherwise, employee performance and satisfaction may decline and employees may leave the organization.
  • 12. Some others Objectives of HRM 1)To help the organization reach its goals. 2)To ensure effective utilization and maximum development of human resource. 3)To ensure respect for human beings. To identify and satisfy the needs of individuals. 4)To ensure reconciliation of individual goals with those of the organization. 5)To achieve and maintain high moral among employees. 6) To provide the organization with well-trained and well-motivated employees.
  • 13. 7) To increase to the fullest the employee’s job satisfaction and self- actualization. 8) To develop and maintain a quality of work life. 9) To be ethically and socially responsive to the needs of society. 10) To develop overail personality of each employee in its multidimensional aspect. 11) To enhance employee’s capabilities to perform the present job. 12) To equip the employees with precision and clarity in trans-action of business.
  • 15. The following are the various HR processes: Human resource planning (Recruitment, Selecting, Hiring, Training, Induction, Orientation, Evaluation, Promotion and Layoff). Employee remuneration and Benefits Administration Performance Management. Employee Relations.