Introduction To Human Resource Management: Objectives of HRM Functions of HRM

INTRODUCTION TO HUMAN
RESOURCE MANAGEMENT
 DEFINITION
 OBJECTIVESOF HRM
 FUNCTIONS OF HRM
SCHOLAR COMMENTS
Carnegie, the greatest U.S. industrialist,
understood the potential contribution of
human resource. This is apparent from
his observation and remark:
“ Take away all my machines, factory
buildings, money, materials and all other
assets but leave me my manpower, I
shall be able to rebuild my business
empire in a few years.”
DEFINITION
HRM is the field of management involves

planning, organizing, directing, and
controlling the functions of procuring,
developing, maintaining, and motivating a
labor force.
HRM is the process of acquiring, retaining,

terminating, developing, and properly using
the human resources in an organization.
OBJECTIVES OF HRM
i. Helping the organization reach its goals.
ii. Developing and maintaining a quality of
work life.
iii. Effective utilization of human resources.
iv. Providing the organization with well-trained
and well-motivated employees.
v. Increasing to the fullest the employee’s job
satisfaction and self-actualization.
vi. Communicating HR policies to all employees.
vii. To help maintain ethical policies and
behavior.
FUNCTIONS OF HRM
Dynamic Environment Staffing Labor unions

. HR Planning
. Recruitment
. Selection
Training &
Maintenance
HRM Development
.Employee training
.Safety and Health
.Employee relations
Goals .Employee Development
.Career Development
.Organization Development
Motivation
.Job design
.Performance Appraisal
Government Legislation . Rewards Management Practices
. Compensation
FUNCTIONS OF HRM
 1. Staffing function
The function of HRM concerned with getting
individuals into the organization.
Focused areas:
 HR Planning
 Recruitment
 Selection
Goal of the function:
 Locate and secure competent employee.
FUNCTIONS OF HRM
2. Development function
The function of HRM concerned with
preparing employees to work effectively
and efficiently in the organization.
Focused areas:
•Employee Training
•Employee Development
•Career Development
•Organization Development
FUNCTIONS OF HRM
Goals of the function:
•Take competent workers.
•Adapt them to the organization.
•Help them to up-to-date skills,

knowledge, and abilities for their job
responsibilities.
FUNCTIONS OF HRM
 3. Motivation function
The function of HRM concerned with
activating employees by reflecting the
needs of each individual.
Focused areas:
 Job design
 Performance appraisal
 Rewards
 Compensation and benefits administration
FUNCTIONS OF HRM
Goal of the functions:
•Provide an environment that encourages
employees to exert high energy level.
4. Maintenance function
The function of HRM concerned with keeping
employees by providing those working
conditions that employees believe are
necessary in order to maintain their
commitment to the organization.
Goal of the function:

•Maintain employees’ commitment and loyalty
to the organization.
External Influences
1. Dynamic Environment
2.Government Legislation
3.Labor Unions
4.Current Management Practice

External Influences
1.Dynamic Environmental factor:

• Economic Conditions
• Globalization
• Work-Force Diversity
• Changing Skill Requirements
• Changing Methods
External Influences
2. Government Legislations:
•Leave
•Review personal files
•Prohibit discrimination
•Pension and benefit regulation
•Health and safety guidelines
•Employee retirement Income
External Influences
3. Labor Unions:
•Secure wages, working hours, terms
and conditions of employment.
•Handle grievance procedure.

External Influences
4. Management Thought
•Scientific Management
•Hawthorne Studies
•MBO
HUMAN RESOURCE WHEEL
Training And
Union/ Labor development Organization
Relations development
HR Areas
Outputs:
Job Design
Employee Assistance •Quality of work life
•Productivity
•Readiness for HR Planning
change
Compensation/
Selection
Benefits
Personnel Research &
& Staffing
Information system
Outputs of the Model
1. Quality of work life.
A multifaceted concept whereby the work
environment is meaningful to employees.
This policy includes some components:
i. Autonomy
ii. Recognition
iii. Belonging
iv. Progress and Development
v. External rewards
2. Productivity:
The quantity or volume of the major
product or service that an organization
provides.
This policy includes -
i. Capital investment
ii. Innovation
iii. Learning
iv. Motivation
3. Readiness for Change:
Changes is a fact of life – in both our
private and our work lives. From an
organizational perspective, employers
must make changes to remain competitive.
But it is also their responsibility to -
i. Communicate the forthcoming changes to
their employees.
ii. Identify why the changes are necessary.
iii. Lend their total support in ensuring that
change takes place.

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INTRODUCTION TO HUMAN

HRM is the field of management involves

HRM is the process of acquiring, retaining,

Dynamic Environment Staffing Labor unions

Goals of the function:

•Take competent workers.

•Adapt them to the organization.

•Help them to up-to-date skills,

Goal of the function:

4.Current Management Practice

1.Dynamic Environmental factor:

•Handle grievance procedure.

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