Human resource management - Introduction and Evaluation

2. Course Structure
 Syllabus

3. Evaluation Components
 External Examination : 70%
 Internals : 30%
 Announced Quizzes : 10%
 Surprise Quizzes : 5%
 Group Assignment : 5%
 Class Participation : 5%
 Attendance : 5%

4. Why Study Human Resource
Management?

5. The Changing Environment
 The advent of Technology
 Lesser value of emotions at the workplace
 Outcome driven environment
 Globalisation and Liberalisation
 Changed need levels (Maslow’s Hierarchy of needs)

6. What is Human Resource
Management
“HRM is management function concerned with
hiring , motivating and maintaining people in an
organization. It focuses on people in the
organization”

7.  The application of management functions and
principles related to employees
 HRM functions applicable every where (not for profit
and profit driven organizations)
 All activities from employee entry to managing
performance and training until he or she leaves

8. Scope of Human Resource
Management

9. The Semantics (1)
Personnel Management
Human Resource Management
 PM and HRM are different in scope and orientation
 HRM is broad concept
 PM and HRD (Human Resource Development) are
part of HRM

10. Nature of HRM
 HRM: the application of management functions
and principles related to employees
 HRM functions applicable every where, even for
NGOs

12. The Semantics (2)
Human Resource Development (HRD)
Human Resource Management (HRM)
 HRD : a function more concerned with training and
development, career planning and organisational
development
 HRD is thus a subset of HRM

13. The Semantics (3)
Industrial Relations Management
Human Resource Management
 IRM : concerned with employee grievances and their
settlement, unionisation, and the like
 IRM is one wing of HRM

14. The Bigger Picture…
Calls for bigger words : Strategy

15. Strategic Human Resource
Management
 A 2-way concept
 How HRM is affected by strategy
 How HRM affects strategy formulation
 How HRM is affected by strategy : Discuss (for class
participation points  )
 How HRM affects strategy formulation : Assignment
for Group 1

16. HRM : Functions & Objectives
The main objective of HRM is to ensure the availability
of willing and competent force to an organization
There are other objectives of HRM too
 Societal objectives
 Functional objectives
 Organizational objectives
 Personal objectives

17. Personal
Objectives
• Assist employees in achieving their personal goals
• Maintain employee performance and satisfaction
Functional
Objectives
• Maintain department’s contribution
• Tailor the department’s service level to fit organisation
Organisational
Objectives
• Recognize the role of HRM in bringing organisational
effectiveness
• Assist the organisation with its primary objectives
Societal
Objectives
• Be ethical and socially responsible to the needs of the
society
• Adhering to the law of the land