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Module I
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Introduction to HRM 20% Introduction,

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Concept and Functions,

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Evolution (PM vs
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Evolution of HRM
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Concern for the welfare of workers and need
to manage them from times immemorial
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1990 American society of personnel Mgmt
renamed as the society of Human Resource
Mgmt
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It was typically concerned with
the administration of human
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It was introduced
and developed in the bureaucratic set up in

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Now, human resource management may be
defined as a process in which human
resources are recruited and mobilized in such
a way that it helps in achieving the objective
of the organization
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Human resource management helps to ensure
the right man , for the right position and at
the right time in a changing environment
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It is popularly known as Traditional
Personnel Management
...

Many management students and layman,

Changing Environment and HRM
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Shift towards Services

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New Business cult

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Globalization

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Technology Trends

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Demographical Trends

Framework of HRP

Defining HRM
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Is the process of managing people in organizations
in a structured and thorough manner
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Is managing people in the form of a collective
relationship between management and employees
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Definition of HRM
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“that part of management which is concerned
with people at work and with their
relationship within an enterprise
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(NILP)

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The process of hiring and developing employees so
that they become more valuable to the organization
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Jucius has defined human resources as “a
whole consisting of inter-related, inter-dependent
and interacting physiological, psychological,
sociological and ethical components”
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Human resources
are people, and human resource
management (HRM) is the process an
organization undergoes to manage people in
order to achieve its goals
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In common
parlance, human resources means the people
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 HR is primarily concerned with
the management of people within organizations,
focusing on policies and on systems
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g
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HRM processes
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Human resource planning (Recruitment,
Selecting, Hiring, Training, Induction,
Orientation, Evaluation, Promotion and
Layoff)
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(salaries , incentives,  Money
is the prime motivator in any job and
therefore the importance of this process
...
)

Objective of HRM
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Primary Objective

Availability of right people for right jobs so as the
organizational goals are achieved effectively
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To help the organisation to attain its goals effectively and
efficiently by providing competent and motivated employees
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To utilize the available human resources effectively
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To increase to the fullest the employee’s job satisfaction and
self- actualisation
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To develop and maintain the quality of work life (QWL)
which makes employment in the organisation a desirable

Objective of HRM
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5
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6
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7
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Ensuring provisions for adequate and promised
compensation with fixed and variable benefits to keep them
motivated
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Making strategies for reducing the employee turnover rate
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To ensure a positive work environment in the organization
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To continuously stimulate a sense of belonging,
responsibility and accountability in employees

Objective of HRM
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12
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13
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14
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The Labour or Personnel Aspect: concerned
with manpower planning, recruitment,
selection, placement, transfer, promotion,
training and development, lay-off and
retrenchment, remuneration, incentives,
productivity, etc
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Welfare Aspect: working conditions, and
amenities such as canteen, creches, rest and

HRM Functions
1
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Planning: HRP
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Thus planning is
future oriented concerned with clearly charting out
the desired direction of business activities in future
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Staffing: This involves deciding what type of

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4
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It includes activities like getting

subordinates to get the job done, maintaining
morale motivating subordinates etc
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5
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It is the
process of setting standards for performance,
checking to see how actual performance
compares with these set standards, and taking
corrective actions as needed
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Operative Functions:
The operative functions are those tasks or
duties which are specifically entrusted to the
human resource or personnel department
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1
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Development: (improve knowledge and

HRM Functions
3
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He is an
expert in his area and so can give
advise on matters relating to human
resources of the organisation
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 The HR policy should be formulated after
considering the long range plans and needs of
the organisation
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