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Presidency
College
Presidency College
Hebbal – Kempapura, Bengaluru – 560024
www.presidencycollege.ac.in
INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT
UNIT 1

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Unit I:Introduction to Human Resource
Management 08 Hours
Syllabus:
Introduction – Meaning of HRM – Objectives of HRM – Importance of
HRM – Functions and Process of HRM - Duties and Responsibilities of
Human Resource Manager – Recent trends in HRM. Managerial and
operative role of Human Resource Management

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Meaning
Human Resource Management (HRM) is that part of
management process which develops and manages the
human element of the enterprise considering their
resourcefulness in terms of total knowledge, skills,
creative abilities, talents, aptitudes and potentialities for
effectively contributing to the organisational objectives.

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Definition
• Byars and Rue – “Human resource management encompasses
those activities designed to provide for and coordinate the human
resources of an organization Human resource functions refer to
those tasks and duties performed in organizations to provide for
and coordinate human resources”.
• Ivancevich and Glueck – “Human resource management is the
function performed in organizations’ that facilitate the most
effective use of people (employees) to achieve organizational and
individual goals”.

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OBJECTIVES OF HUMAN RESOURCES
MANAGEMENT
1. Right Person -To ensure the availability of the right person for
the right job at the right time.
2. Achievement of goals: To help the organisation to attain its goal
effectively through competent and efficient work force
3. To tap the potential of human resources and develop their
talents & knowledge through customized training & Development
programs
4. To provide supportive work environment leading to employees
job satisfaction and self actualization
5. To build team spirit and cooperation among employees
6. To provide job security during employment
7. To retain talented work force by developing employees skills &
knowledge leading to career progression

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OBJECTIVES OF HUMAN RESOURCES MANAGEMENT
8. Work Culture: An HR manager needs to be active while calling for
strategies to foster better work culture like Automated activities,
Quick operations and empowerment to employees, Developing and
maintaining healthy and transparent relations, employee
management software etc.
9. Team Integration One of the prime roles and objectives of HRM is
to make sure the team coordinates efficiently
10. Workforce Empowerment Talking about employee motivation,
nothing can work better than empowering them.

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Significance/Importance of HRM
• It Improves Organizational Effectiveness
The human resource management system of a company has a
significant impact on individual and organizational
effectiveness. A good HRMS brings consistency in human
resource management practices and improves human relations
in the company.
• It Can Increase Employee Commitment
An HRMS focused on increasing employee commitment will
recruit selectively, provide employees with intensive training,
and offer a high level of compensation.
• It Helps Empower Employees
The focus of an HRMS can be increasing the involvement of
employees and empowering them. Under such a system,
employees are given more decision-making power, and
teamwork is encouraged.

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Significance/Importance of HRM
• It Improves Occupational Safety
Occupational injuries and fatalities can have devastating
consequences for employee morale. Such incidents can also
potentially jeopardize the business.
• It Enhances Customer Service
Small businesses have typically limited market share. Providing
excellent customer service is one strategy to defend market share.
• Managing the employee regularity.
The success of any organization lies in the selfless contribution and
commitment of its employees. The employee presence or employee
attendance matters the most to a company.
• Safeguarding Employee Rights.
Employee rights are equally important to employee benefits. It is the
primary function of the business organization to safeguard its
employee rights in terms of wages, overtime, workplace safety,
wrongful termination or discrimination. With the help of a human
resource management tool, one can efficiently work on the human
rights of employees, keeping them privileged

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Human Resource Management Functions
1. Job design and job analysis
Job design is a process that involves several aspects.
Some of them are describing duties to employees,
taking them through the responsibilities, and of course,
educating them about the operations of the job. The
next part is job analysis which involves identifying the
day-to-day functions required for smooth functioning.
This is done to determine a future course of action for
the organization's recruitment process.
• 2. Planning of Human Resources
Proper planning of the available human resources is an
essential part of the HRM job profile. Each organization
has certain available human resources. It is the job of
the HR managers to train and distribute the resources
in a way that helps the organization reach its potential
in the best way.

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Human Resource Management Functions
7. Employee Learning and Development
The learning and development part can be
considered one of the advisory functions of HRM.
Learning and development is a continuous process
that encourages the development of employees.
8. Managerial relations
managerial relations deal with the connections
within the various processes that exist within an
organization.
9. Labor relations
t is the job of HR to spot the communication gaps
between two employees or an employee and the
organization.

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Human Resource Management Functions
10. Employee engagement and
communication
Encouraging the employees to engage and
communicate is an essential part of any
organization. Increased communication
and engagement are the ways to ensure
employee satisfaction.

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FUNCTIONS OF HRM
Managerial
Functions
• Planning
• Organising
• Staffing
• Directing
• Coordinati
ng
• Controllin
g
Operative
Functions
• Recruitment
• Selection
• Performance
Appraisal
• Training &
Development
• Compensatio
n Mgt
• Employee
Welfare
• Personal
record
• Separation
• Professional
Development
• Ensuring
legal
Compliance
Advisory
Functions
• Strategic
Partners
to top Mgt
• Advise to
dept heads

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Processes in Human Resource Management
1. Human Resource Planning: Generally, we
consider Human Resource Planning as the process
of people forecasting. Right but incomplete! It also
involves the processes of Evaluation, Promotion
and Layoff.
– Recruitment: It aims at attracting applicants that
match a certain Job criteria.
– Selection: The next level of filtration. Aims at short
listing candidates who are the nearest match in
terms qualifications, expertise and potential for a
certain job.
– Hiring: Deciding upon the final candidate who gets
the job.
– Training and Development: Those processes that
work on an employee onboard for his skills and
abilities upgradation.

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Processes in Human Resource Management
2. Employee Remuneration and Benefits
Administration: The process involves deciding upon salaries
and wages, Incentives, Fringe Benefits and Perquisites etc.
Money is the prime motivator in any job and therefore the
importance of this process. Performing employees seek raises,
better salaries and bonuses.
3. Performance Management: It is meant to help the
organization train, motivate and reward workers. It is also
meant to ensure that the organizational goals are met with
efficiency. The process not only includes the employees but can
also be for a department, product, service or customer
process; all towards enhancing or adding value to them.
• Nowadays there is an automated performance management
system (PMS) that carries all the information to help
managers evaluate the performance of the employees and
assess them accordingly on their training and development
needs.

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Processes in Human Resource Management
4. Employee Relations: Employee retention is a
nuisance with organizations especially in industries
that are hugely competitive in nature. Though there are
myriad factors that motivate an individual to stick to or
leave an organization, but certainly few are under our
control.
Employee relations include Labor Law and Relations,
Working Environment, Employee heath and safety,
Employee- Employee conflict management, Employee-
Employee Conflict Management, Quality of Work Life,
Workers Compensation, Employee Wellness and
assistance programs, Counseling for occupational
stress. All these are critical to employee retention apart
from the money which is only a hygiene factor.

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Planning
Recruitment
Selection
Socialization/
orientation
Training &
Development
Performance
Appraisal
Promotions,
Transfers,
Demotions &
Separations
Human Resource Process

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Roles and Responsibilities of HR Manager
1. Human Resource Planning
2. HR Manager Job Analysis and Design
3. Hiring Candidates
4. Training and Development
5. Design Workplace Policies
6. Monitor Performance
7. Maintaining Work Culture
8. Resolve Conflict
9. Ensure the Health and Safety of
Employees
10. Rewards and Incentives

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Roles and Responsibilities of HR Manager
1. Human Resource Planning
HR managers are responsible for planning and achieving organizational objectives.
They usually identify, prepare, and execute business goals with top-level executives.
This makes human resource planning a critical role for HR managers. It helps ensure
an organization has the right number of employees with the necessary skills to meet
its goals.
2. HR Manager Job Analysis and Design
• Job description
• Employee’s position in the organization
• Resources the employee will need to perform the job efficiently
• Work schedule
• Salary, incentives, and other employee benefits
In addition to this, the roles of the HR manager include the following:
• Job rotation: Transferring employees from one task to another depending on the
requirement and their skills
• Job enlargement: Merging previously distributed (similar) functions into one job
• Job enrichment: Adding more responsibility to an employee’s job
• Creating high-performance working groups: Building teams to complete tasks
that require high levels of performance

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Roles and Responsibilities of HR Manager
3. Hiring Candidates
Finding and hiring the right talent is a very
complex process. Modern human resources
departments do more than just post job
requirements in portals to fill open positions. They
develop strategic solutions to attract suitable
candidates to fulfill the demands of the business.
4. Training and Development
The Human Resources department is responsible
for developing and administering training and
development programs. Training and development
programs are designed to improve employees’
performance and help them adapt to changes in the
workplace.

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Roles and Responsibilities of HR Manager
5. Design Workplace Policies
• Standard operating procedures
• Anti-harassment and non-discrimination
• Paid leaves, sick leaves, and time-off benefits
• Meal and break periods
• Time tracking
• Employee attendance and punctuality
6. Monitor Performance
General HR roles and responsibilities closely
related to training include examining employee
performance records to identify the scopes of
improvement and arranging training workshops to
upskill them.

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Roles and Responsibilities of HR Manager
7. Maintaining Work Culture
HR roles & responsibilities shape and maintain
organizational culture. Therefore, it is essential to
create a positive impression of the company from
day one, so the new employees know what to
expect.
8. Resolve Conflict
In every organization, employees come from
diverse backgrounds. And when people with
opposite opinions meet, the conflict chances rise
significantly. Whether the issue is between two
employees or an employee and the management,
the human resources management has to be the
mediator for conflict resolution.

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Roles and Responsibilities of HR Manager
9. Ensure the Health and Safety of Employees
Employees are an important asset of the organization.
Unless they are safe and healthy, they won’t be able to
give their best to the company. Thus, HR managers need
to ensure the health and safety of employees.
10. Rewards and Incentives
Lastly, HR managers must reward employees based on their
performance and other factors like punctuality. The biggest benefit of
rewarding workers is that it creates a desire for other employees to
excel at their job in the hope of getting incentives.

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24. Reaccredited by
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Recent Trends in HRM
1. Work-force diversity
Today’s work force comprises of people of different gender, age,
social class, religion, education, language martial status, lifestyle,
beliefs, ideologies and background characteristics such as
geographic origin, tenure with the organization, and economic
status and the list could go on. Diversity is critically linked to the
organization’s strategic direction. Where diversity flourishes, the
potential benefits from better creativity and decision making and
greater innovation can be accrued to help increase organization’s
competitivenessy
2. A hybrid structure
The personnel groups relocated when work-from-home became a
routine, leaving all the teams and companies to disband from one
particular geographical location to anywhere in the nation.
Where some organizations are encouraging their employees to start
in-office jobs again, many are content with a hybrid culture and are
continuing to play by that.

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Recent Trends in HRM
3. Global expansion on the rise
Shifting your work into the global market – remote working is an initial step.
With changing times and technology the trends in HRM have taken a turn
too, and the inauguration of a business in foreign lands is becoming a
cakewalk. Furthermore, governments uplifting strict policies in this post-
pandemic era – support the businesses too.
4. Employee experiences take precedence
Employees today don’t just want a good pay check but a quality culture and
healthy work environment as well. As a part of trends in HRM, a
good remuneration retains an employee, and a qualified environment and
experience assist in the choice too.
5.HR leaders should bring about methods to encourage positive workforce
health, making the employees more flexible to changes and disruptions.
6. Analytics gaining the front seats
With no physical human contact, tracking and measuring the work and
employees became strenuous, especially when the workforce is spread
throughout the globe. Analytics is said to play an impacting role in offering
information for decision-making.

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Recent Trends in HRM
7.Requirements of changing skill
Recruiting and developing skilled labor is
important for any company concerned about
competitiveness, productivity, quality
and managing a diverse work force effectively.
8. Change Management
Change management systematically deals
with changes in an organization’s goals,
processes or technologies. It aims to
implement efficient strategies to execute
changes, controlling them and helping people
to adapt to them with minimal hindrances.

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Managerial Functions
Planning: It is a predetermined course of action.
Planning pertains to formulating strategies of
programmes and changes in advance that will
contribute to the organisational goals. In other
words, it involves planning of human resources,
requirements, recruitment, selection, training etc.
Organising: It involves providing for the division
of work among the most capable groups and
individuals. It brings together physical and human
resources together and establishes responsibility,
authority and accountability.
Staffing: Concerned with obtaining capable people
whose personal characteristics match the job
requirements of available positions in the
organization.

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Managerial Functions of HRM
Directing: Motivating people, maintaining homogenous work
groups, , stimulating commitment to work, and providing fair
compensation Tapping the maximum potentialities of the
people is possible through motivation and command. Co-
ordination deals with the task of blending efforts in order to
ensure successful attainment of an objective.
Controlling: Controlling involves checking, verifying and
comparing of the actuals with the plans, identification of
deviations if any and correcting of identified deviations. Thus,
action and operation are adjusted to pre-determined plans and
standards through control. Auditing training programmes,
analysing labour turnover records, directing morale surveys,
conducting separate interviews are some of the means for
controlling the HRM function and making it effective.

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Operative Functions of Human Resource Management
Recruitment
• One of the main operative functions of HR is taking care of
recruitment. HR Managers estimates how much manpower the firm
requires by analysing the existing workforce and the workload. After
acquiring the candidates with desired qualification and/or
experience, they delegate responsibilities.
Compensation
• Employees look for financial support while they work in an
organisation.. Here compensation is the payment that the employees
receive in exchange for the work they do. The compensation must be
equitable and sufficient.
Development
• The HRM needs to upgrade the existing staff and develop them.
Arranging for training and development of the staff is important for
the overall growth of the firm.

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Operative Functions of Human Resource Management
Workplace Environment
• . One of the managerial and operative functions of HRM is to ensure the
organisational goals are met and steady productivity is maintained. For
this, good maintenance of the workplace, providing a productive
ambience, etc. are necessary.
Relationship Building
• While performing the managerial and operative functions of HRM, the
managers also build a relationship with the workers across industries by
joint consultation, bargaining or acting as a mediator if disputes occur.
Motivation
• Employees need to be continuously motivated so that they give in full
effort to achieve the prior set goals. If at any point in time they feel
demotivated, the HR manager should be there to guide them and
motivate them in whatever way necessary- monetary or non-financially.
Occasional incentives motivate workers and ensure more efficiency in the
work to be delivered.

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