This document provides an overview of human resource management (HRM), including its introduction, importance, functions, and objectives. It discusses HRM as planning, organizing, and coordinating human resources to achieve organizational goals. The importance of HRM is outlined as maintaining a balance between jobs and job seekers, maximizing resource utilization, and helping employees make decisions that align with organizational interests. Key functions of HRM include managerial functions like planning and controlling, as well as operative functions such as recruitment, selection, training, and compensation administration. The objectives of HRM are to help organizations achieve their goals through effective human resource utilization and development.

1. Human Resource
Management
(Introduction, Importance, Functions)

2. Contents
• Introduction
• Importance
• Scope
• Function
• Objective
• Role of HR manager
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3. Human Resource Management
Human resource: The people who make up the workforce of an organization,
business sector, or economy
Management: The organization and coordination of the activities of a
business in order to achieve defined objectives
Human Resource Management Defined:
Human resource management is the planning, organizing, directing and
controlling of the procurement, development, compensation, integration,
maintenance, and separation of human resource to the end that individual,
organizational and social objectives are accomplished
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4. • The management function of identifying the need for acquiring, optimally
utilizing and finally discharging the human factor back to society in a
responsible and ethically acceptable way.
• Refers to the philosophy, policies, procedures and practices related to the
management of people in an organization.
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5. Importance Of HRM
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Extreme Cases of Poor
management

6. Social significance
• Maintain balance between job and job seeker according to qualification
and need
• Psychological satisfaction by providing suitable and most productive
employment
• Maximum utilization of resources in effective manner, pay reasonable
compensation in proportion to his/her contribution
• Help employee make their own decision matching organizational interest
Importance Of HRM
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7. Professional significance
Promotes team work in employee by providing healthy working environment
by:
• Maintaining the dignity of the employee as a ‘human-being’
• Providing maximum opportunity for personal development
• Providing healthy relationship between different work groups so that work
is effectively performed
• Improving the employees’ working skill and capacity
• Correcting the errors of wrong postings and proper reallocation of work
Importance Of HRM
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8. Significance for organization
Help the organization in accomplishment of organizational goal by:
• Creating right attitude among employee through motivation
• Effectively utilization of available goals of organization and fulfilling their
own social and psychological recognition
Importance Of HRM
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9. Scope of HRM
• HR planning
• Job analysis
• Job design
• Employee hiring
• Employee and executive
remuneration
• Employee motivation
• Employee maintenance
• Organizational relations
• Employee-employee relationship
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10. Functions of HRM
1. Managerial Function
Planning
Organizing
Directing
Controlling
2. Operative Function
Procurement Function
Job analysis
Human Resource Planning
Recruitment
Selection
Placement
Induction or orientation
No and type
of employee
Performance
appraisal;
personal audit
Encouragement
Job description
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11. Development function
Performance and Potential Appraisal
Training
Executive Development
Career Planning and Development
Compensation Functions
Job Evaluation
Wage and Salary Administration
6. Integration Function
7. Maintenance Function
(Housing, medicinal aid, Social security)
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12. Theories related to HRM
• Human capital theory
How the people in organization contribute their knowledge, skills, and abilities to
enhance organizational capacity
• Resource dependence theory
This states that group and organizations gain power over each other by control over
valued resource
• Resource based theory
The competitive advantage is achieved if the organizations resources are valuable,
rare and costly to imitate
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13. Theories related to HRM
• Agency theory
This theory state that the role of manager is to act on behalf of the owners of the business
as their agent
It is desirable to operate a system of incentives for agents, i.e. director or managers, to
motive and reward acceptable behavior
• Contingency theory
It states that the HRM practices are dependent on organizational environment and
circumstances
• Organizational behavioral theory
This theory explains how people within organization act individually or in groups and how
organizations function in terms of their structure, processes and culture.
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14. Theories related to HRM
• Motivation theory
This theory explains the factors that affect the goal directed behavior and
therefore influences the approaches used in HRM to enhance engagement
• AMO theory
This theory explains that the performance is the function of Ability+
Motivation+ Opportunity to participants
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15. Objectives of HRM
• To help the organization reach its goals.
• To ensure effective utilization and maximum development of human resource.
• 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 moral among employees.
• To provide the organization with well-trained and well-motivated employees.
• To increase to the fullest, the employee’s job satisfaction and self- actualization.
• To develop and maintain a 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 trans-action of business.
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16. Role of Human Resource Manager
• The Conscience Role (Ethics and value of organization/ person)
• The Counsellor (Employee disappointed with job, personal problems)
• The Mediator (Mediator between employee and management)
• The Spokesman (Speak on behalf of employee/organization)
• The Problem-solver (HRM related issues solving)
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17. Advisory (Advising
managers on effective use
of Human resources)
Research in personnel
and organizational
problems
Time keeping Grievance handling
Manpower panning,
recruitment, selection
Managing service
(eg: Management of
Canteen and other
services)
Salary and wage
administration, incentives
Settlement of dispute
Training and development
of employee
Group dynamic (Group
consulting, motivation,
leadership,
communication)
Maintenance of records Handling disciplinary
action
Measurement and
assessment of individual
group behavior
Collective bargaining
Joint consultation
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18. Thank You
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