G Lenn

Lesson 1
PERSPECTIVES IN
HUMAN RESOURCE
MANAGEMENT
TOPICS
1. Perspectives and evolution in Human
Resource Management, and
Importance/Significance of Human Factor
2. Challenges In HRM, inclusive Growth and
Affirmative Action of HR in an Organization, and
role of Human Resource Manager
3. Human Resource Policies, computer
Applications In Human Resource Management,
and Human Resource Accounting and Audit
TOPIC 1: PERSPECTIVES AND EVOLUTION IN HUMAN
RESOURCE MANAGEMENT, AND
IMPORTANCE/SIGNIFICANCE OF HUMAN FACTOR
PERSPECTIVE IN HUMAN RESOURCE MANAGEMENT
What is Human Resource Management?
HRM is the study of activities regarding people working in an
organization. It is a managerial function that tries to match an
organization‘s needs to the skills and abilities of its employees.
Definitions of HRM
Human resources management (HRM) is a
management function concerned with hiring,
motivating and maintaining people in an
organization. It focuses on people in
organizations.
Features of HRM or characteristics or nature
-HRM involves management functions like planning, organizing,
directing and controlling.
-It involves procurement, development, maintenance of human
resource.
-It helps to achieve individual, organizational and social
objectives
-HRM is a mighty disciplinary subject. It includes the study of
management psychology communication, economics and
sociology.
-It involves team spirit and team work.
Significance/importance/ need of HRM
1.OBJECTIVE
HRM helps a company to achieve its objective
from time to timeby creating a possitive attitude
among workers.
2.FACILITATES PROFESSIONAL GROWTH
due proper HR policies, employee are trained well
and this takes them ready for future promotions.
3. BETTER RELATIONSHIP BETWEEN UNION AND MANAGEMENT
healthy HINDITIFIESRM practices can help the organization to maintain co-ordinal
relationship with the unions .
4. HELPS AN INDIVIDUAL TO WORK IN A TEAM/GROUP
Effective HRMpractices teach individuals teamwork and adjustment . The individuals
are now very comfortable while working in team thus team work improves.
5. IDENTIFIES PERSON FOR THE FUTURE:
Since employees are constantly trained they are ready to meet the job requirements.
The company is also able to identify potential employees who can be promoted in the
future for the top level jobs. thus, one of the advantages of HRM is preparing people for
the future.
6. ALLOCATING THE JOBS TO THE RIGHT PERSON:

if proper recruitment snd selection methods are followed, the company will be able to
select the right people for the right job. When this happens the number of people leaving
the job reduce as the will be satistified with their job leading to decrease in labour
turnover.
7. IMPROVES THE ECONOMY:
Effective HR practices lead to higher profits and better
performance by companies due to this the company achieves a
chance to enter into new business and start new ventured thus
industrial development increases and the economy improves.
The Scope of HRM extend to
HUMAN RESOURCE PLANNING

The objective of HR Planning is to ensure that the
organization has the right types of persons at the right time
at the right place.
Design of Organization and Job:
This is the task of laying down organization
structure, authority, relationship and responsibilities. This
will also mean definition of work contents for each
position in the organization.
Selection and Staffing:
This is the process of recruitment and selection of staff.
This involves matching people and their expectations with
which the job specifications and career path available
within the organization.
Training and Development:
This involves an organized attempt to find out
training needs of the individuals to meet the knowledge and skill which is needed
not only to perform current job but also to fulfil the future needs of the organization.
Organizational Development:
This is an important aspect whereby ―Synergetic effect‖ is generated in an
organization i.e. healthy interpersonal and inter-group relationship within the
organization.
Compensation and Benefits:
This is the area of wages and salaries
administration where wages and compensations are fixed scientifically to meet
fairness and equity criteria. In addition labour welfare measures are involved which
include
benefits and services.
Employee Assistance:
Each employee is unique in character, personality, expectation
and temperament. By and large each one of them faces problems
every day. Some are personal some are official. In their case he or
she remains worried.
Personnel Research and Information System:
Knowledge on behavioural science
and industrial psychology throws better insight into the workers
expectations, aspirations and behaviour.
OBJECTIVE OF HRM
Societal Objectives:
seek to ensure that the organization becomes socially responsible to the
needs and challenges of the society while minimizing the negative impact
of such demands upon the organization. The failure of the organizations
to use their resources for the society‘s benefit in ethical ways may lead to
restriction.
Organizational Objectives:
it recognizes the role of HRM in bringing about
organizational effectiveness. The HR department exists to serve the rest
of the organization.
Functional Objectives:
is to maintain the department‘s contribution at a level
appropriate to the organization‘s needs. Human resources are to be
adjusted to suit the organization‘s demands. The department‘s value
should not become too expensive at the cost of the organization it
serves.
Personnel Objectives:
it is to assist employees in achieving their personal goals, at least
as far as these goals enhance the individual‘s contribution to the
organization. Personal objectives of employees must be met if they
are to be maintained, retained and motivated. Otherwise employee
performance and satisfaction may decline giving rise to
employee turnover.
FUNCTION OF HRM
Strategic HR Management: As a part of
maintaining organizational competitiveness,
strategic planning for HR effectiveness can be
increased through the use of HR metrics
and HR technology.
Equal Employment Opportunity: Compliance with
equal employment opportunity (EEO)
laws and regulations affects all other HR activities.
Staffing: The aim of staffing is to provide a sufficient supply of
qualified individuals to fill jobs in an organization. Job analysis,
recruitment and selection are the main functions under staffing.
Talent Management and Development: Beginning with the

orientation of new employees, talent management and
development includes different types of training.
Orientation is the first step towards helping a new employee to
adjust himself to thenew job and the employer.
Total Rewards: Compensation in the form of pay, incentives and
benefits are the rewards given to the employees for performing
organizational work. Compensation management is the method
for determining how much employees should be paid for
performing certain jobs.
Risk Management and Worker Protection: HRM addresses
various workplace risks to ensure protection of workers by
meeting legal requirements and being more responsive
to concerns for workplace health and safety along with disaster
and recovery planning.
Employee and Labor Relations: The relationship
between managers and their
employees must be handled legally and effectively.
Employer and employee rights must
be addressed.
IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT
A. Social Significance: Proper management of
personnel, enhances their dignity by satisfying their
social needs.
B.Professional Significance: By providing a healthy
working environment it promotes teamwork in the
employees.
C. Significance for Individual Enterprise: It can
help the organisation in accomplishing its goals.

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Lesson 1

6. ALLOCATING THE JOBS TO THE RIGHT PERSON:

HUMAN RESOURCE PLANNING

Talent Management and Development: Beginning with the

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