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Module 1

The document discusses the roles and functions of human resource management (HRM) within an organization. It outlines the five basic management functions of planning, organizing, staffing, leading, and controlling as they relate to HRM. HRM involves recruiting, screening, training, rewarding, and appraising employees. The document also describes the line and staff aspects of HRM, the scope of HRM activities, objectives of HRM, processes within HRM, and provides examples of common HRM roles.

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vivek kumar
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© © All Rights Reserved
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Download as PPTX, PDF, TXT or read online on Scribd
48 views

Module 1

The document discusses the roles and functions of human resource management (HRM) within an organization. It outlines the five basic management functions of planning, organizing, staffing, leading, and controlling as they relate to HRM. HRM involves recruiting, screening, training, rewarding, and appraising employees. The document also describes the line and staff aspects of HRM, the scope of HRM activities, objectives of HRM, processes within HRM, and provides examples of common HRM roles.

Uploaded by

vivek kumar
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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User Depts.

Database Vendors Candidates

Fulfillment
Manager

HUMAN
RESOURSE
MANAGEMENT

Employee
Testing Interview Administrator Referral Metrics
The Manager’s Human Resource
Management Jobs

• Management process
– The five basic functions of planning, organizing,
staffing, leading, and controlling.
• Human resource management (HRM)
– The policies and practices involved in carrying
out the “people” or human resource aspects of
a management position, including recruiting,
screening, training, rewarding, and appraising.

.
The Manager’s Human Resource
Management Jobs

• .According to Dale Yoder,


• “the management of
human resource is viewed as a system in
which participant seeks to attain both
individual and group goals”.
• HRM is the management function of hiring,
motivating and maintaining people in an
organization.

1–3
User Depts. Database Vendors Candidates

Fulfillment
Manager

Nature of HRM
1.People Oriented
2.Comprehensive in nature
3. Individual oriented
4. Continuous in nature

Employee
Testing Interview Administrator Referral Metrics
User Depts. Database Vendors Candidates

Fulfillment
Manager

5.Staff function
6.Pervasive Function
7.Challenging in nature
8.Development Oriented
9.Integrated in nature

Employee
Testing Interview Administrator Referral Metrics
Line and Staff Aspects of HRM
• Line manager
– A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing
the organization’s tasks.
• Staff manager
– A manager who assists and advises line managers.

1–6
• A line function
– The HR manager directs the activities of the people in
his or her own department and in related service areas
(like Sales, Production).
• A coordinative function
– HR managers also coordinate the activities of top mgt
and lower mgt.
• Staff (assist and advise) functions
– Assisting and advising line managers is the heart of the
HR manager’s job.
1–7
Scope of HRM

HRM

Internal Mobility EMPLOYEE HIRING

o
Employee Remuneration
Prospects of HRM

Industrial Relations Employee Motivation

Employee Maintenance
Process of HRM

Acquisition
Development
Motivation
Maintenance
Cont..
• Objective are predetermined aims of an
organization .

Objective of HRM
• Primary objective of HRM is to develop the
competent workforce in an organization..
Objectives of HRM is categorized
into four parts.
 These are:
1. Societal objective: organization should be
socially and ethically responsive towards
society.
2. Organizational objective: HRM should work
towards increasing the effectiveness of
organization.
Cont..
• 3. Functional Objective – is related with maintenance
of depts. contribution at a level appropriate to the
organization needs. Excess surplus or shortage is the
waste for org.that should not be there. It should
never become to expensive at the cost of
organization.
• 4. Personal Objective- is related with achieving their
personal goal in such a way as it enhances the
individual contribution to the organization.
Cont..
• By social responsibility, we mean the objective
concern for the welfare of society that
restrains individual and corporate behavior
from ultimately destructive activities, no
matter how immediately profitable, and leads
in the direction of positive contributions to
human betterment.
How to make social responsibility
operational?
• Formulating policies for social responsibility

• Institutionalization of Soc. Resp. in decision


making process

• Commitment from top management


Functions of HRM
• Managerial Function:
 Planning
 Organizing
 Directing
 Controlling
• Operative Function

Procurement,Development,Compensation,Maintena
nce
CONT..
• Procurement-It is related with procuring the right kind of
people in appropriate number to be placed in the
organization.
• Development-This function involves activities meant to
improve the knowledge, Skills ,aptitude,etc of the employees.
This function is basically related with appraisal, training career
advancement of employees.
• Compensation –This function involves determination of wages
and salary matching with contribution made by the
employees to organizational goals.
• Maintenance –It is concerned with protecting and promoting
employees while at work. it is related with several welfare
measures, social securities of the employees.
Contd..
• According to Gary Desslor: a HR personnel
performs three important functions:

 Line Function- uses line authority in his own


dept.
 Coordinative Function- coordinates activities
with top management.
 Staff function-assist and advice.
………..
Few examples ….
• Compensation managers
– Develop compensation plans and handle the
employee benefits program.
• Training specialists
– Plan, organize, and direct training activities.
• Labour relations specialists
– Advise management on all aspects of union–
management relations.
CONT..
• HR must take responsibility for:
– Clearly defining how management should be
treating employees.
– Making sure employees have the mechanisms
required to contest unfair practices.
– Represent the interests of employees within the
framework of its primary obligation to senior
management.
Structure of HR Department
• An organization is a social units(human group)
deliberately and consciously created for the
attainment of certain groups with rational
coordination of activities.
• Organizational structure is the arrangement of
the sub systems, components or parts of the
organization.
Contd..
Director HRM

Manager-
Manager- Manager
Administration Manager-IR
Personnel HRD

Appraisal Training and


development

PR Canteen Medical Welfare Trasport Legal

Grievance
HRP Hiring Compensation
Handling

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