Slides of Introduction to HRM

1.  Human resource: Some peoples in the organization
who are willing to contribute their skills, talents and
attitude in orders to achieve organizational goals.
 Management : An art of getting things done through
others.
 HRM: Management of people element in the
organization. It is concerned with the effective
mobilization of available human resources in the
organization in a systematic manner.

2.  According to S. P. Robbins, “Human resource
management is a process of four functions: acquisition,
development, motivation and maintenance of human
resources.”
 According to French, “Human resource management is
the systematic planning, development and control of
network of interrelated process affecting and involving all
member of organization.”

3.  According to Byars and Rue: “Human resource
management encompasses those activities designed to
provide for and coordinate the human resources of an
organization.
 According to Gary Dessler, “HRM refers to the policies
and practices one need to carry out the people or
human resource aspects of a management position
including recruiting, screening, training, rewarding
and appraising.”

5. 1. Early Philosophy: Main Contributors of this
period are;
Robert Owen( An industrialist of Scotland)
 Establishment of Cooperative namely ‘Rochdale
Society of Equitable Pioneers’ and safeguarded
his workers from the financial oppression of
middlemen.
 Publish a book ‘ A new view of Society and
Manufacturers and enlighten the importance of
employees in an organization.

6. Charles Babbage
Published a book ‘ On the Economy of Machinery and
Manufacturers’ and argued on the behalf of workers and
their rights /interest.
Andrew Ure (British Industrialist)
Published a book ‘Philosophy of Manufacturers’ and
identify the employees as a vital machine of organization.
Ure is the first person who spokes in opposition of child
labor in organization.

7. 2. Scientific Management Movement:
Main leader of this movement is F. W. Taylor
His theory of scientific management has changed the
landscape of view towards employees
He started Time, motion and fatigue in the
organization.
Differential piece rate system, division of labor
Then after Henry Gantt, Lillion Gilbreth, M.L.
Cooh , Harrington and Frank Gilbreth supported
the Taylors’ arguments and principle.

8. 3. Welfare Movement :
This stage is spontaneous revolution is the sector of
Human resource management as the result of past two
stages.
In this stage concepts regarding the health of
employees, social status, insurance facility, pension,
welfare and other physical conditions were emerged.

9. 4. Behavioral Science Movement: This stage is
considered as most important stage in the evolution of
HRM. Initiator of this stage was
Elton Mayo (Professor of Harvard Business School/
A management Expert)
Mayo conducted a research program in Western
Electric company namely, Hawthorne Experiment.
The study was conducted up to five years.
Major findings are;

10.  Prime resource of organization.
 Treat employees as a social element .
 Informal group formation in organization.
 Participative management system.
 Good working environment for employees.
 Humanistic approach.
 Recognition, appreciation and group cohesion.

11. Later on Douglas McGregor, Frederic Herzberg, Peter
Drucker, Mary Parker Follet Abraham Maslow, J.S.
Mauton has supported the view of Elton Mayo.

12. 5. Organization Development
Movement: following are the key achievement of
this stage;
humanistic and democratic view towards employees.
Use of Theory Y of motivation instead of Theory X.
Improvement in organizational structure.
Cope with change by training and development.

13. 6. Corporate Culture Analysis: this stage begins
after 1980s.
Whole world was impressed from the Japanese
management.
Richard Pascal published a book ‘ The art of Japanese
Management’ in 1981.
Anthony Athos published the book ‘In the Search of
Excellence’.

14. Concept of shared Value of formal and informal group.
People oriented approach of organization.
Both authors has describe about the humanistic view,
consideration of employee needs and positive culture
of the organization are the key to success of
organization.

15.  According to David A. DeCenzo and Stephen P.
Robbins HRM process consists four major activities,
they are;
1) Acquisition
2) Development
3) Motivation/Utilization
4) Maintenance

16. Developme
nt
•Employee
Training
•Management
Development
Acquisitio
n
•HR planning
•Job Analysis
•Recruitment
•Selection
•Socialization
Utilizatio
n
•Job Design
•Motivation
•Performance
appraisal
•Rewards
Maintenanc
e
•Compensation
•Employee
Discipline
•Labor relation
•Safety and

17. Acquisition
 Acquisition means to place right number of people at
right time in the organization.
 This Function contains all activities of obtaining HR
for the organization.
 It starts from the planning with a better estimation of
demand and supply of HR, Preparing job analysis,
Recruitment, selection and socialization of selected
staffs.

18. DevelopmentDevelopment means enhancing the ability of selected
HRs so that they can do better in their job.
Development function has two dimensions, they are;
1) Employee training: which emphasis the skill
development and changing attitudes of lower level
employees.
2) Management Development: acquisition of
knowledge and enhancement of conceptual abilities
of executives.

19. Utilization
 Under this employees are prepared for their maximum
level of contribution for organization goal
achievement.
 This function starts with the motivating the
employees.
 Utilization consists various types of behavioral and
structural techniques for stimulating employee,
increase in job satisfaction, reduce alienation and
frustration.

20. Maintenance
 Maintenance of HR refers to the assuring and making
them much dedicated towards the organization and
retaining them much longer time in the organization.
 Performance appraisal, compensation system,
employee discipline, good industrial relation, safety
and health of employee, are the major instruments for
employee retention.

21. Nature/ Characteristics of HRM
Human Focus
Pervasive Function
Continuous
Dynamic
System Approach

22. Inputs
(Human Resource)
-Skills
-Experience
-Ability
(Organizational
Factors)
-Structure
Plans and policies
-labor market
-Communication
Process
-Acquisition
-Development
-Utilization
-Maintenance
Outputs
-High Productivity
-Quality of Work Life
-Readiness to Change
-Goal Achievement
-Job Satisfaction
Feedback
External Environment
Internal Environment

23. Emerging Issues of HRM
1. Globalization
2. Increasing concern for security and employment
3. Work force Diversity
4. Contingent Workforce
5. Decentralized work sites
6. Employees Involvement
7. Technological Change
8. New Concerns
-TQM
-Virtual Employees
-Inclusiveness in Recruitment
-Learning organizations

24. Outcomes of HRM System
Major outcomes of HRM system are
1) Productivity
2) Quality of Work Life
3) Readiness to Change
Beyond above mentioned points HRM System creates Job
Satisfaction, Low rate of employee turnover, Better
industrial relation, employee commitment, goal
achievement are also known as outcomes of HRM
System.

25. Readiness to change
Productivity
Quality of work life

26. Basis of Difference Personnel Management Human Resource Management
1. Time & Planning
Personnel management has short-term focus
& therefore react specific personal problems
by providing immediate solution. Whenever
there is problem, it makes plan.
HRM is proactive and make systematic
which study before any problems or
changes take place. It follows long-term
approach to work on a problem.
2. Investment.
Personnel management regards investment in
people as a variable cost.
HRM regard investment as a social
capital capable of development.
3. Main concerns
The personnel function in unionizes
organization was mainly concerned with
negotiating & administering collective
bargaining. It focuses on rules and
regulations.
HRM function concern with the wider
notion of workforce governance in
which employees’ involvement and
participations are emphasized.
4. Information and
Communication.
Personnel management specialist used
communication and information mainly as a
source of power and controlling activities.
Communication and information is
mainly used as a source of developing
trust and commitment among the
organizations’ employees.
5. Aims
Personnel management aims at non-manager
specialist and professionals to increase skills
of employees.
HRM is more concern with the manager
by developing management team in the
organization.
6. Outcome.
Personnel management is concerned with job
satisfaction of employees.
HRM is concerned with the development
of the culture and climate of
organization.