Human Resource Management

1. Human Resource Management
Sanjay Kumar Jha
M.Phil (EL)/MBA(T&HM)/M.Sc./B.Ed.(Maths)
Founder Principal Cum Sr. Faculty Member
Yala Peak College of Business Management (Lincoln University Affiliate College)
Sr. Faculty Member (MHM/BHM Program)
Nepal Academy Of Tourism & Hotel Management-NATHM (A TU affiliate College)/
Kantipur International College -KIC- Pubanchal University Affiliate College)
(Affiliated with Purbanchal University, NEPAL)
Unit-One
Objectiove:- to develop better understanding of strategic role of
Human Resource Management
Importance of HRM
HR Practitioner
Adigonostic Approach to HRM

2. Emergence of HRM
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• Personnel administration, which emerged as a
clearly defined field by the 1920s (in the US)
• Was concerned with the technical aspects of
hiring, evaluating, training, and compensating
employees and
• Was very much of "staff" function in most
organizations.
• HRM developed in response to the substantial
increase in competitive pressures American
business organizations began experiencing by the
late 1970s
• Factors were globalization, deregulation, and rapid
technological change.
Evolution : HRM

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Milestones in the Development of
Human Resource Management
• Industrial Welfare
• Recruitment and Selection
• Acquisition of other Personnel Activities
• Industrial Relations
• Legislation
• Flexibility and Diversity
• Information Technology

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Milestones (Contd…)
• 1890-1910 (Frederick Taylor)
• 1910-1930 (Industrial Psychology)
• 1930-1945 (Hawthorne Studies)
• 1945-1965 (Unions , C&B)
• 1965-1985 (Civil Right Movements)
• 1985-Present (HRM)

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THE DIFFERENCE BETWEEN HRM AND PERSONNEL
MANAGEMENT
• Personnel management is more administrative in
nature, dealing with payroll, complying with
employment law, and handling related tasks.
• Human resources, on the other hand, is
responsible for managing a workforce as one of
the primary resources that contributes to the
success of an organization.
• Human resources is described as much broader in
scope than personnel management.

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THE DIFFERENCE BETWEEN HRM AND PERSONNEL
MANAGEMENT (Cont...)
• Human resources is said to incorporate and
develop personnel management tasks, while
seeking to create and develop teams of workers
for the benefit of the organization.
• A primary goal of human resources is to enable
employees to work to a maximum level of
efficiency.
• Personnel management can include
administrative tasks that are both traditional and
routine.

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THE DIFFERENCE BETWEEN HRM AND PERSONNEL
MANAGEMENT (Cont...)
• By contrast, human resources involves ongoing
strategies to manage and develop an
organization's workforce.
• It is proactive, as it involves the continuous
development of functions and policies for the
purposes of improving a company’s workforce.
• It can be described as reactive, providing a
response to demands and concerns as they are
presented.

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Difference (Contd…) Example: Motivation
• As far as motivators are concerned, personnel
management typically seeks to motivate employees with
such things as compensation, bonuses, rewards, and the
simplification of work responsibilities.
• It views, employee satisfaction provides the motivation
necessary to improve job performance.
• HRM holds that improved performance leads to employee
satisfaction. With human resources, work groups,
effective strategies for meeting challenges, and job
creativity are seen as the primary motivators.

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Personnel vs. HRM
Personnel management HRM
Time and planning
perspective
Short term, reactive, “ad
hoc”, marginal
Long term, proactive,
strategic, integrated
Psychological
contract
Compliance Commitment
Control system External controls Self-control
Employee relations
perpective
Pluralist, collective, low
trust
Unitarist, individual,
high trust
Preferred structures Bureaucratic/mechanistic,
centralised, formal roles
Organic, devolved,
flexible roles
Roles Specialist/professional Integrated into line m.
Evaluation criteria Cost minimization Maximum utilisation

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Human Resource Management
• Utilization of individuals to achieve
organizational objectives
• All managers at every level must concern
themselves with human resource
management
• Five functions

12. 1
Human
Resource
Manageme
nt
Safety and
Health
Human Resource Management Functions
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13. References
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 Tiwari,J.R.(2012), Hotel Front Office operation and
Management, oxford university press, New Delhi, India
 Wood, R.H. et all(2008),Professional Front Office
Management,Pearson Prentice Hall, New Delhi, India
 Andrews, S.(2008), Textbook of Front Office Management and
Operation, The McGraw Hill, New Delhi, India
By Sanjay Kumar Jha

14. Any quarry….