1. CONCEPT OF HUMAN
RESOURCE MANAGEMENT

2. CONCEPT
 Concept Human resource management means management of people at
work. HRM is the process which binds people with organizations and helps
both people and organization to achieve each others goal. Various policies,
processes and practices are designed to help both employees and
organization's to achieve their goal.

3. DEFINE HRM
 it is defined as the art of procuring, developing and maintaining competent
workforce to achieve the goals of an organization in an effective and efficient
manner. “HRM is the function performed in organizations that facilitates the
most effective use of people to achieve organizational and individual goals.”
 HRM is planning, organizing directing and controlling of the procurement ,
development, compensation , integration, maintenance, and separation of
human resources to the end that individual, organizational and social
objectives are accomplished. Core Elements of HRM Organizations ------People
------ Management. The HRM process consists of planning, attracting,
developing, and retaining the human resources (employees) of an
organization

4. ROLE OF HRM
 Human resource management is branch of management that deals with
people at work, it is concerned with the human dimensions of management of
the organization. As organization consists of people, therefore acquiring
them, developing their skills, providing them motivation in order to attain
higher goal and ensuring that the level of commitment is maintained are the
important activities.
 Human Resources help in transforming the lifeless factors of production into
useful products. They are capable of enlargement i.e capable of producing
an output that is greater than the sum of inputs. Once they get inspired, even
ordinary people can deliver extraordinary results. They can help an
organization achieve results quickly , efficiently and effectively

5. FUNCTIONS
OF HRM
Job design
and job
analysis
Employee
hiring and
selection
Employee
training &
development
Compensation
and Benefits
Employee
performance
management
Managerial
Relations
Labor
Relations

6. Job design and job analysis
 Job analysis involves describing the job requirements, such as skills,
qualification and work experience. The vital day-to-day functions need to be
identified and described in detail, as they will decide the future course of
action while recruiting.
Employee hiring and selection
 Recruitment is one of the primary functions of human resource management.
HRM aims to obtain and retain qualified and efficient employees to achieve
the goals and objectives of the company. All this starts with hiring the right
employees out of the list of applicants and favourable candidates.
 An HRM helps to source and identify the ideal candidates for interview and
selection. The candidates are then subjected to a comprehensive screening
process to filter out the most suitable candidates from the pool of applicants.
The screened candidates are then taken through different interview rounds to
test and analyse their skills, knowledge and work experience required for the
job position.

7. Employee training & development
 Imparting proper training and ensuring the right development of the selected
candidates is a crucial function of HR. After all, the success of the organization
depends on how well the employees are trained for the job and what are their
growth and development opportunities within the organisation.
 The role of HR should be to ensure that the new employees acquire the company-
specific knowledge and skills to perform their task efficiently. It boosts the overall
efficiency and productivity of the workforce, which ultimately results in better
business for the company.
Compensation and Benefits
 the role of human resource management is to formulate attractive yet efficient
benefits and compensation packages to attract more employees into the
workplace without disturbing the finances of the company.
 Therefore, one of the core HR department functions is to lay down clear policies
and guidelines about employee compensation and their available benefits. One of
the functions of HR manager is to ensure the effective implementation of these
policies and guidelines. This creates equality and builds transparency among the
employees and the management within the organisation. After all, the level of
employee satisfaction at work is directly proportional to the compensation and
benefits they receive.

8. Employee performance management
 The next activity on HR functions list is effective employee performance
management . Effective performance management ensures that the output of
the employees meets the goals and objective of the organisation .
Performance management doesn’t just focus on the performance of the team,
the department , and the organization as a whole.
Managerial relations
 Relationships in employment are normally divided into two parts —
managerial relations and labor relations. While labor relations is mainly about
the relationship between the workforce and the company, managerial
relations deals with the relationship between the various processes in an
organization.

9. Labour relations
 Cordial labor relations are essential to maintain harmonious relationships
between employees at the workplace. At the workplace, many employees
work together towards a single objective. However, individually, everyone is
different from the other in characteristics. Hence, it is natural to observe a
communication gap between two employees. If left unattended, such
behaviors can spoil labor relations in the company.

10. NATURE OF
HRM

11. WHAT IS HRM?
“HRM CAN BE DEFINED AS THE PROCESS OF PROCURING DEVELOPING AND
MAINTAINING COMPETENT HUMAN RESOURCES IN THE ORGANIZATION SO THAT THE
GOALS OF THE ORGANIZATION ARE ACHIEVED EFFECTIVELY AND EFFICIENTLY.”

12. • A part of management
discipline
• Universal existence
• Concerned with people
• Action oriented
• Directed towards
achievement of
objectives
• Integrating mechanism
• Development oriented
• Continuous process
NATURE
OF HRM

13. A PART OF DISCIPLNE MANAGEMENT
 HRM IS A PART OF MANAGEMENT DISCIPLINE.
 NOT A DISCPLINE ITSELF BUT IS ONLY IN THE FIELD OF STUDY.
 BEING A PART OF MANAGEMENT PROCESS,DRAWS HEAVILY FROM MANAGEMENT
CONCEPTS PRINCIPLES AND TECHNIQUES AND APPLY THESE IN MANAGEMENT OF
HUMAN RESOURCES.
UNIVERSAL EXISTANCE
 HRM IS PERVASIVE IN NATURE
 ITS PRESENT IN ALL ENTERPRISES
 IT PERMEATES IN ALL LEVELS OF MANAGEMENT.

14. CONCERNED WITH PEOPLE
 HRM IS ALL ABOUT PEOPLE AT WORK.
 IT ASSIGNS PEOPLE JOB IN ORDER TO ACHIVE GOALS.
 RESULTANT GAINS ARE USED TO MOTIVATE THE PEOPLE.
ACTION ORIENTED
 HRM FOCUSES ATTENTION ON ACTION.
 PROBLEMS OF EMPLOYEES ARE SOLVED THROUGH RATIONAL POLICIES.

15. DIRECTED TOWARDS ACHIEVEMENT OF
OBJECTIVES
 HRM IS DIRECTED TOWARDS ACHIEVEMENT OF ORGANIZATIONAL GOALS
THROUGH MAKING THE BEST USE OF THE HUMAN RESOURCES OF THE
ORGANIZATON.
INTEGRATED MECHANIZM
 HRM TRIES TO BUILD AND MAINTAIN CORDIAL RELATION BETWEEN PEOPLE
WORKING AT DIFFERENT LEVELS IN AN ORGANIZATION.
 IT TRIES TO INTEGRATE HUMAN ASSETS IN THE BEST POSSIBLE MANNER IN
ORDER TO ACHIEVE ORGANIZATONAL GOALS.

16. DEVELOPMENT ORIENTED
 HRM INTENDS TO DEVELOP FULL POTENTIAL OF EMPLOYEES.
 THE REWARD STRUCTURE IS TURNED TO THE NEEDS OF EMPLOYEES.
 TRAINING IS PROVIDED TO IMPROVE SKILLS.
 EVERY ATTEMPT IS MADE TO MAKE FULL USE OF SKILLS AND CAPABILITIES.
CONTINOUS PROCESS
 IT IS AN ONGOING PROCESS.
 IT REQUIRES A LOT OF ATTENTION.
 IT REQUIRES A LOT TIME WITH CONSTANT PRACTICE.
 IT REQUIRES AWARENESS OF HUMAN RELATIONS FOR MAKING EFFECTIVE AND
EFFICIENT USE OF SKILLS AND KNOWLEDGE.

17. SCOPE OF HUMAN
RESOURCE MANAGEMENT
The scope of HRM is indeed , very vast and wide. It includes all activities
starting from manpower planning till employee leaves the organization .
Accordingly, the scope of HRM consists of acquisition , development,
maintenance/ retention , and control of human resources in the
organization .

18. SCOPE OF HRM
THE SCOPE OF HRM REFERS TO ALL THE ACTIVITIES THAT COME UNDER THE BANNER OF
HRM. THE ACTIVITIES ARE AS FOLLOWS:-
 Human resources planning – Human resource planning is a process by which
the company to identify the number of jobs vacant , whether the company
has excess staff or shortage of staff and to deal with this excess or shortage.
 Job analysis design- another important area of HRM is job analysis. Job
analysis gives a detailed explanation about each and every job in the
company.
 Recruitment and selection- Based on information collected from job analysis
the company prepares advertisements and publishes them in newspapers.
 Orientation and induction- Once the employees have been selected an
induction or orientation program is conducted.

19.  Training and development – Every employee goes under training program which helps him to
put up a better performance on the job.
 Performance appraisal – once the employee has put in around 1 year of service, performance
appraisal is conducted.
 Compensation planning and remuneration- there are various rules regarding compensation and
other benefits
 Motivation, welfare health and safety – motivation becomes important to sustain the number of
employees in the company.
 Industrial relations- Another important area of HRM is maintaining co-ordinal relations with the
union members.

20. The National Institute of personnel Management , Calcutta has
specified the scope of HRM as follows :-
Personnel aspect
This is concerned with
manpower planning ,
recruitment, selection,
placement , training and
development , layoff
and retrenchment ,
remuneration,
incentives, productivity
etc.
Welfare aspect
It deals with working
conditions and amenities
such as canteens,
creches, rest and lunch
rooms, housing,
transport , medical
assistance , education ,
health and safety ,
recreation facilities etc.
Industrial relations
aspect-
This covers union-
management relations ,
joint consultation ,
collective bargaining ,
grievance and
disciplinary procedures,
settlement of disputes ,
etc.

21. OBJECTIVES OF HUMAN
RESOURCE MANAGEMENT
THE PRIMARY OBJECTIVE OF RESOURCE MANAGEMENT IS TO ENSURE SEAMLESS
EXPERIENCE FOR THE STAFF AND OTHER PEOPLE ASSOCIATED TO MANAGEMENT
AND ORGANISATIONAL GOALS.

22. OBJECTIVES
OF HRM
Personal
objectives
Functional
objectives
Organizational
objectives
Societal
objectives

23. OBJECTIVES OF HRM
 personal objectives : to assist employees in achieving their personal goals, at least in so far as
these goals enhance the individual’s contribution to the organization.
 Functional objectives: to maintain the contribution of department at an appropriate level
organization should fulfill the needs.
 Organizational objectives: to recognize the role of HRM in bringing about organizational
effectiveness, HRM is not an end in itself but is only an to assist the organization with its
primary objectives organization.
 Societal Objectives: to be ethically & socially responsible for the needs and challenges of
society while minimizing the negative impact of such demands upon the organization to use
their resources for society’s benefits in ethical ways may lead to restriction.

24. OTHER OBJECTIVES
 To help the organization reach its goals.
 To ensure effective utilization and maximum development of human
resources.
 To ensure respect for human beings.
 To identify and satisfy the needs of individuals .
 To ensure reconciliation of individual goals with those of the organization .
 To achieve and maintain high morale among employees .
 To provide the organization with well- trained and well-motivated employees.

25.  To increase to the fullest the employee’s job satisfaction and self actualization.
 To develop and maintain quality of work life.
 To be ethically and socially responsive to the needs of society .
 To develop overall personality of each employee in its multidimensional aspect .
 To enhance employee’s capabilities to perform the present job.
 To equip the employees with precision and clarity in transaction of business.
 To inculcate the sense of team spirit , team work and inter team collaboration.

26. IMPORTANCE OF HUMAN
RESOURCE MANAGEMENT

27.  In a small business, HR is omitted from the main process. Many entrepreneurs start off
overlooking this essential aspect and end up grappling with people management issues. Staff
management is no mean feat; it requires particular skills. Despite that, many entrepreneurs
couldn’t immediately understand the value of HR in their businesses. With a handful of
employees, business directors feel that hiring and managing new people is easy as ABC.
 But as a business evolves, they often find it hard to multitask between day-to-day operations
and employee management and eventually lose focus. This mistake would cost small businesses
a lot, hence highlighting the importance of human resources for success. The HR process covers
all aspects of employee management from hiring, layoffs, salary, looking after employees’ wages
and benefits, and more.
 At the same time, poor human resource management can have a detrimental effect on the
organization’s bottom line. When employees feel non-aligned with the company’s way of
working and are demotivated, organizational productivity is bound to suffer. With substandard
HR practices, the business’s reputation can suffer. Employer’s reputation is vital in attracting
potential hires and customers to the business.

28. IMPORTANCE OF HRM
Recruitment and
training
To maintain quality
of work life
To increase
productivity of
work life
To increase
productivity and
profit
To produce
employees who are
easily adaptable to
change
To match demand
and supply of
human resource
To recognize merit
and contribution of
employee
To create a feeling
of belongingness
and team spirit in
the employee
To sustain business
in the market
To develop
corporate image
Performance
appraisals
Maintaining work
atmosphere
Managing disputes
Developing public
relations

29. RECRUITMENT AND TRAINING:
This is one of the major responsibilities of the human resource team. The HR managers come up
with plans and strategies for hiring the right kind of people. They design the criteria which is best
suited for a specific job description. Their other tasks related to recruitment include formulating
the obligations of an employee and the scope of tasks assigned to him or her. Based on these two
factors, the contract of an employee with the company is prepared. When needed, they also
provide training to the employees according to the requirements of the organisation. Thus, the staff
members get the opportunity to sharpen their existing skills or develop specialised skills which in
turn, will help them to take up some new roles.
TO MAINTAIN QUALITY OF WORKLIFE:
Quality of work life is the perception of employees regarding the relationship between working
condition with management. Simply, it is the relationship between employees and total work
environment.
Quality of work life is concerned with the employee’s perception of physical as well as psychological
wellbeing at workplace and it can be obtained by maintaining work autonomy, work freedom, job
recognition, belongingness, rewards, etc.

30. TO INCREASE PRODUCTIVITY AND PROFIT:
Human resource management ensures right quality and quantity of personnel in
workplace, apart from which, it creates opportunities to facilitate and motivate
individual and group of employees to grow and advance their career. Motivated
employees work hard to meet their personal career goal which directly influences
productivity of organization. Minimizing cost and maximizing profit is the essence of
productivity.
TO PRODUCE EMPLOYEES WHO ARE EASILY ADAPTABLE TO CHANGE:
Human resource management performs various functions, among which training and
development of employees is one of the vital ones. Training and development
programs keep employees updated with skills necessary to adjust with alteration of
organization’s environment, structure and technology.
TO MATCH DEMAND AND SUPPLY OF HUMAN RESOURCE:
Human resource management probes existing human resource in certain interval of
time to identify if the company has adequate number of workers or not. In case when
company has inadequate human resource, human resource management performs
activities like recruitment and selection to balance the need. In the same way, it lay-
off inefficient employee in case when the company has excessive employees

31. TO RETAIN EMPLOYEES AND MOTIVATE THEM TO ACCOMPLISH
COMPANY’S GOALS:
Utilizing human resource to their fullest and maintaining them in the company
for a long term is a major function of human resource management. Under this
function, HRM performs tasks like providing fringe benefits, compensation and
rewards to the deserving employees. These activities do not only help in
retaining employees in the company but also in achieving organization’s goal
effectively.
TO RECOGNISE MERIT AND CONTRIBUTION OF EMPLOYEE:
Human resource management performs timely appraisal of employee’s
performance in order to recognize excellent and poor workers. The excellent
workers are then rewarded as a return for their contribution.
TO CREATE A FEELING OF BELONGINGNESS AND TEAM SPIRIT IN THE
EMPLOYEE:
Human resource management performs timely appraisal of employee’s
performance in order to recognize excellent and poor workers. The excellent
workers are then rewarded as a return for their contribution

32. TO SUSTAIN BUSINESS IN THE MARKET:
Human resource management makes sure that the company has the best
employee because promising employees are capable of taking their
company ahead in the race by delivering excellent results. This
guarantees organization’s success and stability in future.
TO DEVELOP CORPORATE IMAGE:
Every company should maintain good public image in order to sustain in
the market. Any individual would like to work for companies which are
known for moral and social behavior. On the other hand, companies that
do not treat their employees in a good manner can run through employee
deficiency and even collapse.

33. .
PERFORMANCE APPRAISALS:
HRM encourages the people working in an organisation, to work according to
their potential and gives them suggestions that can help them to bring about
improvement in it. The team communicates with the staff individually from
time to time and provides all the necessary information regarding their
performances and also defines their respective roles. This is beneficial as it
enables them to form an outline of their anticipated goals in much clearer
terms and thereby, helps them execute the goals with best possible efforts.
Performance appraisals, when taken on a regular basis, motivate the
employees .
Maintaining Work Atmosphere:
This is a vital aspect of HRM because the performance of an individual in an
organization is largely driven by the work atmosphere or work culture that
prevails at the workplace. A good working condition is one of the benefits that
the employees can expect from an efficient human resource team. A safe,
clean and healthy environment can bring out the best in an employee. A
friendly atmosphere gives the staff members job satisfaction as well.

34. Managing Disputes:
 In an organization, there are several issues on which disputes may arise between
the employees and the employers. You can say conflicts are almost inevitable. In
such a scenario, it is the human resource department which acts as a consultant
and mediator to sort out those issues in an effective manner. They first hear the
grievances of the employees. Then they come up with suitable solutions to sort
them out. In other words, they take timely action and prevent things from going
out of hands.
Developing Public Relations:
 The responsibility of establishing good public relations lies with the HRM to a great
extent. They organize business meetings, seminars and various official gatherings
on behalf of the company in order to build up relationships with other business
sectors. Sometimes, the HR department plays an active role in preparing the
business and marketing plans for the organization too.
 Any organization, without a proper setup for HRM is bound to suffer from serious
problems while managing its regular activities. For this reason, today, companies
must put a lot of effort and energy into setting up a strong and effective HRM.

35. VIDEO ON IMPORTANCE OF HRM

36. HR LESSONS FROM MOVIE DANGAL
 The Amir Khan starrer is all set to break the box office records . It has a very
beautiful storyline with some remarkable performances of all the actors. It
also has some insightful message for the HR fraternity.
1. Change movement- the society laughs at the Mahavir Singh on his decision of
asking the daughters to be a wrestler.
Perseverance and the repeated sensitization of the changes is the only key to
effective change management . The result which follow to your actions will make
people understand the importance of long term result the HR being the custodian
of change management should keep their focus on the result amidst the
misperceptions of our employees.

37. 2.Talent Acquisition and Gender Diversity– The Mahavir singh was
expecting a baby boy to complete his dream of international Gold
medal. When his hope of baby boy diminished, he decides to go ahead
with existing resources (daughters) and enables them to achieve the
target of winning the international Gold medal.
As a HR professional, we should understand the fact that every time we
cannot get that perfect candidate. We should identify the internal talent
first and enable them to achieve the goals. Yes, It’s possible. HR should
not reject any candidate for any position based on the gender. Women
are well equipped and well qualified to take up ANY responsibility.
3.Training and Development – Mahavir Singh trains his daughters in
house and later on sends them to National Sports Academy for further
training. We should believe in utilizing the internal trainers first before
moving ahead to the external training resources. No one knows about
the strengths and weaknesses of our employees better than the
qualified internal trainers. The external training programs are obviously
very useful to raise the bar and to understand the ongoing happenings
in the external world.

38. 4.Analytics- Mahavir Singh studies the past videos of Geeta Kumari
to understand the reasons behind her failure in international
performance. Effective and Useful Analysis of the available data is the
key to predict and prescribe the future actions. The analysis not only
helps to minimize the mistakes but it helps in driving the most
appropriate actions in future.
5.Goal Setting- The national coach sets the goal of Bronze Medal for
Geeta, while Mahavir Singh sets the goal of Gold Medal for Geeta.HR
is the facilitator of performance management process. We should be
able to help the managers in setting the right goals for the
employees considering their potential.
Though Geeta Kumari had a poor performance in her initial
international career, she makes a strong come back with a clearly
defined goal by her father. She not only makes it to the Finals of
commonwealth games but also wins the Gold for her nation by
defeating the world champions.

39. 6.Coaching and Mentoring- Mahavir Singh plays the role Coach
and Mentor for both Geeta and Babita throughout their
career. Mahavir Singh was seen coaching her daughters alongside
the national coach. Continuous coaching is as vital as the
continuous learning. Whatever you achieve in life, you will still
need a coach/mentor to take most appropriate decision.