What is human resource management, Nature, Scope, Objectives and Ethical issue.

1. Topic: Human resource management, Management process, Nature,
Scope, Objectives and Ethical issue
By
S.SAKTHI
21psyb39

2.  What is human resource management
 Management process
 Nature of human resource management
 Scope of human resource management
 Objectives of human resource management
 Ethical issue of human resource management

3.  The process of acquiring, training, appraising, and
compensation employees and of attending to their labour
relations, health and safety and fairness concerns.
 Hrm is management function concerned with hiring,
motivating and maintaining people in organisation.
 It comprises of the activities, policies, and practices involved in
obtaining, utilizing, evaluating, maintaining and retaining the
appropriate number and skill mix of employees to
accomplishing the organization’s objectives.

4. Hrm includes concept and techniques that needs to perform people or personnel aspect
of management like:
 Conducting job analyse
 Planning labour needs and recruiting candidate for job
 Selection job candidates
 Orienting and training new employee
 Management wages and salaries
 Providing incentives and benefits
 Appraising performance
 Communication
 Training employees, developing managers
 Building employees relations and engagement

5. Management process
1. planning –
- Basic function of management.
- Involves setting objectives and developing best action to achieve them.
- It implies on decision making and focus on achieving goals.
- Preparatory step for actions and helps in bridging the gap between the
present and the future

6. Management process
2. organizing
- Identification and division of work
- Departmentalization, assignment of duties.
- Importance of organizing are giving clarity in working
relationships, optimum utilization of resources, effective
administration, expansion and growth.

7. Management process
3. Staffing
- Makes for higher performance by putting right person on the right job.
- Helps in discovering and obtaining competent personnel for various jobs.
- Ensure continuous survival and growth of the organization through successful
planning managers.
- It helps to ensure optimum utilization of the human resource
- Process includes recruitment, selection, placement, training, development,
promotion and career planning.

8. Management process
4. Directing
- Directing means giving instruction and guiding people in doing work.
It concerned with instructing, guiding, supervising and inspiring people in the
organization to achieve its goals.
- It guides employees to fully realize their potential and capabilities by
motivating and providing effectives leadership.
- Helps in bring stability and balance in organizations.

9. Management process
5. Controlling
- Control means ensuring that activities in an organization are performed as per
the plans.
- It involves in accomplishing organizational goals, judging accuracy of
standards, measurement of actual performance, making efficient use of
resource, improving employee motivation, ensuring order and discipline,
taking corrective action.

10. Pervasive force
HRM is pervasive in nature.
It present in all enterprises.
It is permeates by all levels management in the organization.
Action oriented
Focuses on the action rather than on record keeping, writing, procedure, or rules.
Through rational policies, problem faced by employees is solved.
Individually oriented
Helps employee develop their potential fully.
Encourage them to give their best to organisation.

11. Motivates employees through a systematic process of recruitment, selection, training,
and developments coupled with fair wage policies.
People oriented
Hrm is all about people at work, both individual and group.
Tries to put people on assigned job in order to produce good results.
The resultant gains are used to reward people and motivate them towards further
improvement in productivity.
Future oriented
Effective hrm helps an organisation meet its goals in future by providing for
competent and well motivated employees.

12. Development oriented
Hrm intend to develop the potential of employees.
The reward structure is tuned to the need of employees.
Training is offered to sharpen and improve their skills.
Employee are rotated on various job to gain experience and exposure
Every attempt is made to use employees talent fully in the service of organization
goals.
Integrating mechanism
Focuses on building and maintaining cordial relation between people working at
various level in the organisation.

13. It tries to integrate human assets in the best possible manner in service of
organization.
Comprehensive function
Concerned with any organization decision which impact on workforce or potential
work force.
It is basically a methods of developing potentialities of employee so that they get
maximum satisfaction out of their work and gives the best to the efforts to the
organisation (pigors and Myers).
Auxiliary service:
Hr department exist to assist and advise the line or operating manage to do their
personnel work more effectively.
Hr manager is specialist advisor and it is staff function.

14. Interdisciplinary function
Hrm is multidisciplinary activity, utilising knowledge and inputs drawn from
psychology, anthropology, economics and etc.
To unravel the mystery surrounding the human brain, managers need to understand
and appreciate the contributions of all such soft discipline.
Continuous function
According to terry, HRM is not a one shot deal.
It cannot be practised only one hour a day or week, it requires a constant practice,
alertness and awareness of human relation.

15. Personnel aspect Welfare aspect Industrial relationship
aspect
Man power planning,
Recruitment
selection,
Placement
transfer
Training and
development
promotion
lay off
Retrenchment
Remuneration
Incentives
Productivity
Deal with working
condition
Amenities such ( canteen,
creches, rest, lunch room,
Housing, transport, safety,
Medical assistance, health,
Education, recreation
Facilities and etc..
Union management relation
Joint consultation
Collective bargaining
Grievance
Disciplinary procedure
Settlement of dispute etc.

16.  to help organisation reach its goals: HR department, like other
departments in an organisation, exists to achieve the goals of the
organisation first and if it does not meet this purpose, HR department (or
for that matter any other unit) will wither and die.
To employ the skills and abilities of the workforce efficiently: The
primary purpose of HRM is to make people’s strengths productive and to
benefit customers, stockholders and employees.

17.  To provide the organization with well-trained and well-motivated
employees: requires that employees be motivated to exert their maximum
efforts, that their performance be evaluated properly for results and that they
be remunerated on the basis of their contributions to the organization.
To increase to the fullest the employee’s job satisfaction and self-
actualization: It tries to prompt and stimulate every employee to realize his
potential. To this end suitable programmed have to be designed aimed at
improving the quality of work life (QWL).

18.  To develop and maintain a quality of work life: the organization
environment should be a desirable, personal and social situation. Without
improvement in the quality of work life, it is difficult to improve
organizational performance.
To communicate HR policies to all employees: It is the responsibility of
HRM to communicate in the fullest possible sense; tapping ideas, opinions and
feelings of customers, non-customers, regulators and other external public as
well as understanding the views of internal human resources.

19.  To be ethically and socially responsive to the needs of society: HRM
must ensure that organizations manage human resource in an ethical and
socially responsible manner through ensuring compliance with legal and
ethical standards.

20. Employment issues –
 HR professionals are likely to face maximum ethical dilemmas in the areas of hiring of
employees.
 Major challenges in this area are:
a. Pressure to hire a friend or relative of a highly placed executive,
b. Faked credentials submitted by a job applicant. Discovery that an employee who has
been with the organization for some time, is skilled and has established a successful
record, had lied about his educational credentials.

21. Cash and incentive plans–
 Cash and incentive plans include issues like basic salaries, annual increments or
incentives, executive perquisites and long term incentive plans:
 Hr manager have to increase level of basic salaries to higher level in some point of
time to retain employee as annual increment or incentives plans ( the fear of losing
some outstanding executives) in that case HR managers is forced to give higher
incentives to them than what the individuals actually deserve.

22. Employee discrimination –
 laws and regulations has been evolved to avoid the practices of treatment of
employees on the basis of their caste, sex, religion, disability, age etc.
 there is pressure on the HR manager to protect an individual from any of
discrimination practice in working place.
 They have to ensure that supervisors and managers are aware of their roles and
responsibilities in the complaint process for further action.

23. Performance Appraisal –
 Ethics should be the basis of performance evaluation that should be an honest
assessment of the performance and steps should be taken to improve the effectiveness
of employees.
 However, HR managers, sometimes, face the dilemma of assigning higher rates to
employees who are not deserving them.
 It is based on some unrelated factors e.g. closeness to the top management.
 And Some employees are given low rates, despite their excellent performance on the
basis of factor like caste, religion or not being loyal to the appraiser.

24. Privacy –
 Though a company culture may be friendly and open and motivates employees to
freely discuss personal details and lifestyles, the HR manager has an ethical
obligation to keep such matters private and which is not affecting his professional life.
Safety and health –
 Industrial work is often hazardous to the safety and health of the employees.
 Companies usually has health and safety professional but Hr manager must ensure
that no employee are harmed or facing issues at the work place.

25. Restructuring and layoff –
 Companies expect HR must cope with keeping labor costs as low as possible and to
invite fair wages, if this is not possible then Hr are forced to terminate their
employees. layoff does not occur because workers did something wrong.
 Ex: companies may actually be facing a financial crisis due to the pandemic, forcing
them to lay off people.

26. Dessler, G. (2011). Human resource management. (6th ed.).
Pearson Education.