Overview of Human Resource Management in Organisations
HUMAN RESOURCE MANAGEMENT
Unit-1
Concepts, Objectives, Functions of HRM
Evolution of HRM
HRM in the Indian Scenario
Dr Sunil Kant Mishra
Associate Professor
An organisation is consist of -----
•
Non-Human Resources
Money
Material
Machines
Methods
These resources have
Capacity
to work and their utilization
depends upon the ability of Human.
•
Human Resources
Human has
Capacity
to work.
It also have
Willingness
to work which make it different and more
complex from Non-Human Resources.
An organisation’s success depends
upon the skills and willpower of its
HUMAN resources. Motivated Men
will certainly brings happiness to all-
Organisation, Individual and Society.
Understanding Human
•
It is a
living organism
.
•
It has physical attributes made up of
Flush &
Bones
, and
Special parts
of body required for
performing special task.
•
It has
Mental ability
to observe, gather
information, analyze it and come at the
conclusion/ decision.
•
It has positive as well negative traits of
personality.
Creativity, Love, Feelings, Hatred, Anger,
happiness, weeping, emotions etc.
‘
The Man come at Work Place in totality with
Body, Mind and Soul’
What is Management
•
Management
is an art and science of
optimum
utilisation
of
limited resources
of an organisation
to achieve objectives in efficient and effective
way
.
Optimum Utilisation
Utilising the resources keeping in view the capacity
of resources, re-building the resources and
sustainability.
Resources
They are limited including the Men at work.
Money, Material, Methods, Machines and Men
OBJECTIVES
Organisational
Individaul
Social
Organisational objectives can be achieved
only when individual and social are kept
in mind.
Efficient Way:
‘Doing things Right’
Efficiency is a quantitative measures.
Productivity and profitability should be achieved.
Maximum Production at Minimum Cost
Effective Way:
‘Doing Right Things’
It is qualitative measures.
Planning and Strategy
Lesser Efforts, Lesser Time. Lesser Fatigue
Sustainability Approach
Understanding Resource Approach
•
It is Limited
•
It is Valuable
•
It is Precious
•
It is dealt with Security
•
It is insured for uncertainty and future losses.
We have seen that the
Non-Human
Resources
have been treated well
and organisations treat these
resources valuable, precious and
with careful handling.
BUT
The Human Resources have got
attention in the recent years.
Are
Human Resources
get attention in the organisation ?
•
Men at work were neglected in earlier periods.
•
Slavery system is one of the example of treatment of
men at Work.
•
Due to the ill treatment of Men at work, several
revolution had taken place in the past in the various
corner of the world.
•
Punishment had been adopted as a mean to take work
from Labourer.
•
Men at work were not taken as valuable, precious
resources and requiring security.
•
It was the last quarter of previous centaury when men
at Work started getting attention for increasing the
productivity and profitability.
•
Behavioural Approach/ Human Relation Theory has
advocated that productivity can improved further by
providing conducive human relation environment in
the organisation.
•
Now, organisation recognizes their Human
Resources.
•
Successful organisation gives credit of their success
to their dedicated Work force
.
What is Human Resource
Management
•
Prof. M. J. Jucius
“The field of management which has to do with
planning, organizing , directing
and
controlling
various
operative functions
of
procuring , developing ,
maintaining and utilizing
a
labour force
, such that the:
(
a) objectives, for which the
company
is established
are attained economically and effectively
(b) objectives of
all levels of personnel
are served to
the highest possible degree: and
(c) objectives of the
community
are duly considered
and served”
As per the definition of Jucious, the HRM is
the process of applying managerial functions
over its operative functions to achieve
organisational objectives.
Edward Flippo
“ Personnel Management is the
planning
organising , directing and controlling
of the
procurement, development , compensation,
integration, maintenance
and
separation
of
human resources to the end that
individual
,
organizational
and
societal
objectives are
accomplished.”
Flippo also focuses on the lines of Jucious.
Peter F. Druck
er
“Human Resource Management is the
management of workers and work.”
E.F.L. Breach
“Human Resource Management is that part
of management process which is primarily
concerned with the human constituents of an
organization.”
Conclusion
HRM is the process of applying managerial
functions over operative functions to manage
the men at work to help in achieving
organisational objectives.
Concepts / Nature of HRM
•
It is concerned with managing people at work.
•
It is concerned with employees both as an
individual as well as a group.
•
It is concerned with helping the employees to
develop their potentialities and capacities to the
maximum possible extent to help them in
achieving optimum satisfaction from jobs.
•
It is inherent in all organisation
Small, medium and large
Business and social organisation
•
It is of continuous nature.
•
It attempt to get willing cooperation from employees.
Objectives of HRM
To be ethically and socially responsible to the needs and
challenges of the society while minimising the negative
impact of such demands upon the organisation.
To recognise the role of HRM in bringing about
organisational effectiveness. The HRM is not an end in
itself. It is only a mean.
Societal objectives
Organisational objectives
To maintain the department’s contribution at a
level appropriate to the organisation’s needs.
To assist employees in achieving their personal
goals, at least insofar as these goals enhance
the individual’s contribution to the
organisation.
Functional objectives
Personal Objectives
Functions OF HRM
Managerial Functions
Planning, Organising , Directing, Co-ordinating and Controlling
Operative Functions
HR Acquisition
HR Planning
Recruitment
Selection
Placement
Induction
HR Development
HRD System
Training and management development
Organisation Development
Appraisal and Compensation
Performance appraisal
Compensation
Incentives and benefits
Integration and Maintenance
Integration of HR
Motivation
Communication
Empowerment
Participation
HR Mobility
Safety and Health
Stress management
Industrial Relations
IR System, Grievence Redressal, Management of disputes
Supporting Functions
HR Information system
HR Records
HR Research
HR Audit
system
HR Valuation system
Advisory Functions
Advice to top management
Advice to departmental heads
Evaluation of HRM
The modern HRM has emerged through many
stages namely-
•
Pre-Industrial Revolution Stage
•
The Industrial Revolution stage
•
Scientific Management Stage
•
Trade Unionism Stage
•
Human Relation Stage
•
Human Resource Stage
•
Human Capital / Talent Management stage
Evolution of Concept ofHRM
The term ‘HRM’ is of new origin which has emerged during 1970s.
Earlier it was referred to Labour Management, Staff Management,
Personnel Management, Personnel Administration etc.
The approach to men at work may be broadly categorised as
follows:
•
The Commodity Approach
•
The Factor of Production Approach
•
The Paternalistic Approach
•
The Humanitarian Approach
•
The Behavioural Human Resource Approach
•
The Emerging Concepts
Evaluation of HRM in India
•
Nowdays, the term HRM is used widely in
industry circles.
•
The welfare of workers in the managementof
business enterprises has been in existence
since ages.
HRM in Ancient India
•
Kautilya’s Arthshastra
states that there
existed a sound base for systematic
management of resources as early as the 4
th
Centaury BC. The government then took an
active interest in the operation of public and
private enterprises and provided systematic
procedures for regulating employer-employee
relationship.
HRM outside India: Early Phase
HRM in India in 20
th
Century
Important milestones
Thank you
……continue learning
Human Resource Management (HRM) is crucial for the success of organizations as it involves managing human resources effectively. This includes understanding the unique attributes of human beings, optimizing limited resources, and achieving organizational, individual, and social objectives efficiently and effectively. The evolution of HRM, its functions, and importance in the Indian scenario are highlighted, emphasizing the significance of motivated and skilled human resources. Management is portrayed as the art and science of resource utilization for goal attainment, focusing on optimum utilization and sustainability.
Download Presentation
Please find below an Image/Link to download the presentation.
The content on the website is provided AS IS for your information and personal use only. It may not be sold, licensed, or shared on other websites without obtaining consent from the author. Download presentation by click this link. If you encounter any issues during the download, it is possible that the publisher has removed the file from their server.
E N D
Presentation Transcript
HUMAN RESOURCE MANAGEMENT Unit-1 Concepts, Objectives, Functions of HRM Evolution of HRM HRM in the Indian Scenario Dr Sunil Kant Mishra Associate Professor
An organisation is consist of ----- Non-Human Resources Money Material Machines Methods These resources have Capacity to work and their utilization depends upon the ability of Human. Human Resources Human has Capacity to work. It also have Willingness to work which make it different and more complex from Non-Human Resources.
An organisations success depends upon the skills and willpower of its HUMAN resources. Motivated Men will certainly brings happiness to all- Organisation, Individual and Society.
Understanding Human It is a living organism. It has physical attributes made up of Flush & Bones, and Special parts of body required for performing special task. It has Mental ability to observe, gather information, analyze it and come at the conclusion/ decision. It has positive as well negative traits of personality. Creativity, Love, Feelings, happiness, weeping, emotions etc. The Man come at Work Place in totality with Body, Mind and Soul Hatred, Anger,
What is Management Management is an art and science of optimum utilisation of limited resources of an organisation to achieve objectives in efficient and effective way. Optimum Utilisation Utilising the resources keeping in view the capacity of resources, re-building the resources and sustainability. Resources They are limited including the Men at work. Money, Material, Methods, Machines and Men
OBJECTIVES Organisational Individaul Social Organisational objectives can be achieved only when individual and social are kept in mind.
Efficient Way: Doing things Right Efficiency is a quantitative measures. Productivity and profitability should be achieved. Maximum Production at Minimum Cost Effective Way: Doing Right Things It is qualitative measures. Planning and Strategy Lesser Efforts, Lesser Time. Lesser Fatigue Sustainability Approach
Understanding Resource Approach It is Limited It is Valuable It is Precious It is dealt with Security It is insured for uncertainty and future losses.
We have seen that the Non-Human Resources have been treated well and organisations treat these resources valuable, precious and with careful handling. BUT The Human Resources have got attention in the recent years.
Are Human Resources get attention in the organisation ? Men at work were neglected in earlier periods. Slavery system is one of the example of treatment of men at Work. Due to the ill treatment of Men at work, several revolution had taken place in the past in the various corner of the world. Punishment had been adopted as a mean to take work from Labourer. Men at work were not taken as valuable, precious resources and requiring security.
It was the last quarter of previous centaury when men at Work started getting attention for increasing the productivity and profitability. Behavioural Approach/ Human Relation Theory has advocated that productivity can improved further by providing conducive human relation environment in the organisation. Now, organisation recognizes Resources. Successful organisation gives credit of their success to their dedicated Work force. their Human
What is Human Resource Management Prof. M. J. Jucius The field of management which has to do with planning, organizing , directing and controlling various operative functions of procuring , developing , maintaining and utilizing a labour force , such that the: (a) objectives, for which the company is established are attained economically and effectively (b) objectives of all levels of personnel are served to the highest possible degree: and (c) objectives of the community are duly considered and served
As per the definition of Jucious, the HRM is the process of applying managerial functions over its operative functions to achieve organisational objectives. Managerial Functions Operative Functions Objectives Planning Procuring Organising Developing To achieve objectives of Company, all levels of employees community Directing Maintaining and Controlling Utilising
Edward Flippo Personnel Management is the planning organising , directing and controlling of the procurement, development , compensation, integration, maintenance and separation of human resources to the end that individual, organizational and societal objectives are accomplished. Flippo also focuses on the lines of Jucious.
Peter F. Drucker Human Resource Management is the management of workers and work. E.F.L. Breach Human Resource Management is that part of management process which is primarily concerned with the human constituents of an organization.
Conclusion HRM is the process of applying managerial functions over operative functions to manage the men at work to help in achieving organisational objectives.
Concepts / Nature of HRM It is concerned with managing people at work. It is concerned with employees both as an individual as well as a group. It is concerned with helping the employees to develop their potentialities and capacities to the maximum possible extent to help them in achieving optimum satisfaction from jobs. It is inherent in all organisation Small, medium and large Business and social organisation It is of continuous nature. It attempt to get willing cooperation from employees.
Objectives of HRM Societal Objectives Organisational Objectives Functional Objectives Personal Objectives
Societal objectives To be ethically and socially responsible to the needs and challenges of the society while minimising the negative impact of such demands upon the organisation. Organisational objectives To recognise the role of HRM in bringing about organisational effectiveness. The HRM is not an end in itself. It is only a mean.
Functional objectives To maintain the department s contribution at a level appropriate to the organisation s needs. Personal Objectives To assist employees in achieving their personal goals, at least insofar as these goals enhance the individual s contribution to the organisation.
Functions OF HRM Managerial Functions Planning, Organising , Directing, Co-ordinating and Controlling Operative Functions HR Acquisition HR Planning Recruitment Selection Placement Induction HR Development HRD System Training and management development Organisation Development
Appraisal and Compensation Performance appraisal Compensation Incentives and benefits Integration and Maintenance Integration of HR Motivation Communication Empowerment Participation HR Mobility Safety and Health Stress management Industrial Relations IR System, Grievence Redressal, Management of disputes
Supporting Functions HR Information system HR Records HR Research HR Audit system HR Valuation system Advisory Functions Advice to top management Advice to departmental heads
Evaluation of HRM The modern HRM has emerged through many stages namely- Pre-Industrial Revolution Stage The Industrial Revolution stage Scientific Management Stage Trade Unionism Stage Human Relation Stage Human Resource Stage Human Capital / Talent Management stage
Evolution of Concept ofHRM The term HRM is of new origin which has emerged during 1970s. Earlier it was referred to Labour Management, Staff Management, Personnel Management, Personnel Administration etc. The approach to men at work may be broadly categorised as follows: The Commodity Approach The Factor of Production Approach The Paternalistic Approach The Humanitarian Approach The Behavioural Human Resource Approach The Emerging Concepts
Management Stage Concept of HRM Status of HR Pre-Industrial Revolution Stage The Commodity Approach Under Guild System Labour was considered as a commodity to be bought and sold The Industrial Revolution stage The Factor of Production Approach Workers were treated like machine tools . Achieving production target was more important than satisfaction of men Scientific Management Stage Employees were considered a mere operator of machines The Paternalistic Approach Trade Unionism Stage Collective bargaining has became a tool in the hand of labours. Welfare schemes were introduced Human Relation Stage The Humanitarian Approach Employees needs-Physical, social and psychological, got attention Human Resource Stage The Behavioural Human Resource Approach Motivation, dynamics, organizational conflicts. Integration of individual interest got attention Communication, group organisational and Human Capital Management/ Talent The Emerging Concepts Retaining and maintaining talent management .
Evaluation of HRM in India Nowdays, the term HRM is used widely in industry circles. The welfare of workers in the managementof business enterprises has been in existence since ages.
HRM in Ancient India Kautilya s Arthshastra states that there existed a sound management of resources as early as the 4th Centaury BC. The government then took an active interest in the operation of public and private enterprises and provided systematic procedures for regulating employer-employee relationship. base for systematic
HRM outside India: Early Phase Period Particulars Principles of HRM 1800 BC Babylonion Code of Hamburabi Minimum and incentive wage plans 1650 BC Chinese Principle of division of labour 1250 BC Moses Span of management and related concepts 400 BC Chaldeans Incentive wage plans 400 BC Chinese Labour turnover
HRM in India in 20th Century Period Development status Outlook Emphasis Status 1920-1930 Beginning Pragmatism of capitalists Statutory, welfare, parentalism Clerical 1940-1960 Struggling for recognition Technical, legalistic Introduction of techniques Administrativ e 1970-1980 Achieving sophistication Professional Legalistic Impersonal Regulatory, confirming, imposition of standards on other functions Managerial 1990s------ Promising Philosophical Human values Productivity through People Executive
Important milestones Mile stone of HRM Key recommendation Year 1920 State intervention To protect the interest of workers because of the difficult conditions which followed the Ist World War 1931 Royal Commission Appointment of Labour-Welfare Officer 1948 Factories Act Appointment of Welfare Officer made compulsory in factories employing 500 or more workers 1950s Establishment of National Institute of labour Management, Mumbai and Indian Institute of Personnel Management, KolKota 1960s Personnel function expanded beyond the welfare aspects-focus toward professionalism, IR, Personnel administration 1970s Welfare aspect shifted toward development aspect of employees. HRD, HR New challenges, new technologies 1980s Two professional bodies IIPM and NILM merged in 1980 to form new body National Institute of Personnel Management 1990s Emphasis shifted to Human values and productivity through people 21st Century 21st Century have witnessed changing demographics shortage of skilled and talented Human resource. Acquire high place in Corporate planning and strategy.
Thank you continue learning
