1. HR MANAGEMENT
PRESENTATION
(Unit-1 Basics of HRM)
• Name: Rishabh Mishra
• Student ID: 2020517561
• Course: BBA (2nd Year; 3rd Sem)
• Section: E

2. HR Management
Human resource management (HRM) is the practice of
recruiting, hiring, deploying and managing an organization's
employees. HRM is often referred to simply as human resources
(HR). It is designed to maximize employee performance in service of
an employer's strategic objectives.
According to The Harvard Model of Human Resource Management,
Human resources management involves all management decisions
and actions that affect the relationship between the organization and
its employees – in other words, its human resources.

3. Objectives of HRM
• Organizational Objectives
HRM is a means to achieve efficiency and effectiveness. It serves other functional
areas, so as to help them to attain efficiency in their operations and attainment of
goals to attain efficiency. Acquiring right man for the right job at right time in
right quantity, developing through right kind of training, utilizing the selected
workforce, and maintaining the workforce are the organizational objectives of
HRM. Succession planning is an important issue to be taken up as a
contemporary organizational objective
• Functional Objectives
HRM performs so many functions for other departments. However, it must see
that the facilitation should not cost more than the benefit rendered.

4. Objectives of HRM
• Personal Objectives
In today’s world there is shortage of requisite talent. Employees are encouraged by competitive
firms to change the jobs. HRM has the responsibility to acquire, develop, utilize, and maintain
employees.
This would be possible only when the HRM helps employees to achieve their personal goals to get
their commitment. Creating work-life balance for the employees is a personal objective.
• Societal Objectives
HRM must see that the legal, ethical, and social environmental issues are properly attended to.
Equal opportunity and equal pay for equal work are the legal issues not to be violated. To take care
of farmers (whose land has been acquired for the factory) and tribal’s (who are displaced by
industries and mining companies) are the ethical issues.
The results are clear when these issues are not taken care of. To help the society through generating
employment opportunity, creating schools and dispensaries, helping women empowerment are the
social responsibility issues.

5. Benefits of HRM
• Assessing Future Personnel Needs
• Foundation for Other HRM Functions
• Investment Perspective
• Expansion and Diversification Plans
• Employee Turnover
• Government/Legislative Changes
• International Expansion Strategies:
• Having Highly Talented Manpower Inventory
• Macro Risks Drive a Systematic Approach to Human Resource Planning:
• Technological Change and The New Generation

6. Strategies under HR
Management
• Corporate Strategy
The term corporate strategy was originally coined to describe decisions a company should make
to reach its goals and produce policies to achieve them.
• Business Strategy
Business-level strategies detail actions taken to provide value to customers and gain a
competitive advantage by exploiting core competencies in specific, individual product or service
markets. Business-level strategy helps an organization achieve core competencies, keep its focus
on satisfying the customer needs and preferences to achieve economies of scale and profit above
average.
• Functional strategy
Functional strategy deals with relatively restricted plan providing objectives for specific function,
allocation of resources among different operations within that functional area and coordination
between them for optimal contribution to the corporate-level objectives

7. Strategies under HR
Management
• Human resources strategy
An effective human resources strategy is useful in a number of related areas. These
areas
include number of employees required, training needs, skill levels required,
compensation, performance appraisal and so on. Relationship with labour unions is an
important aspect of human resources strategy. Executive development programmes
require strategic attention.
• Generic HR strategies
Identifying the need to highlight the prevalence of generic HR strategies pursued by
organizations in different contexts, Budhwar and Sparrow (2002) proposed four HR
strategies. These are talent acquisition, talent improvement, effective resource
allocation and cost reduction

8. Challenges faced by
HRM
• Emotional and Physical Stability of Employees
• Balance and Managing relationships between Management
and Employees
• Diversity in the Workplace
• Training, Development and Compensation:
• Recruitment and Selection
• Attracting Talent to the Enterprise and talent retention
• Performance Appraisal

9. Personnel Management
(PM)
Personnel management can be defined as obtaining, using and
maintaining a satisfied workforce. It is a significant part of management
concerned with employees at work and with their relationship within the
organization. It is defined as an administrative specialization that focuses on
hiring and developing employees to become more valuable to the company. It
is sometimes considered to be a sub-category of human resources that only
focuses on administration.
Managing personnel concentrates on certain administrative human resource
categories. It includes job analyses, strategic personnel planning,
performance appraisals and benefit coordination. It also involves
recruitment, screening and new employee orientation and training. Lastly, it
involves wages, dispute resolution and other record keeping duties.

10. HRM vs PM
• Human resource management is the planning, organizing, directing and
controlling of the procurement, development, maintenance, and separation of
human resources to the end that individual, organizational and social objectives
are accomplished while Personnel management is concerned with the
obtaining and maintaining of a satisfactory and a satisfied workforce and focused
on attaining and sustaining a group of employees who are happy and content with
the organization, its management in order to work well and give the organization
their best performance to achieve organizational goals.
• HRM denotes a shift in focus and strategy and is in tune with the needs of the
modern organization. HRM concentrates on the planning, monitoring and control
aspects of resources whereas Personnel Management was largely about
mediating between the management and employees. Many experts view Personnel
Management as being workforce centered whereas HRM is resource centered.

11. Strategic Human Resource
Management (SHRM)
Strategic Human Resource Management is a combination of Strategy and Human
Resource Management (HRM). It is the process of linking the human resource
function with the organization’s strategic objectives to improve performance. Also, it
is the proactive management of people to the desired value to them. It is designed to
help companies better meet the needs of their employees while promoting company
goals.
SHRM aims to ensure that the organization’s culture, style, and structure and the
quality, commitment, and motivation of its employees contribute fully to the
achievement of business objectives.

12. HRM vs SHRM
• The governance of manpower of the organization in a thorough and structured
manner is called Human Resource Management. And managerial
function which implies framing of HR strategies in such a way to direct employees
efforts towards the goals of an organization is known as Strategic Human
Resource Management.
• HRM is simply the process of managing human resources, in a systematic way.
It is a practice devised to maximize the performance of employees, i.e. to make
them more efficient and productive. SHRM is a function of management which
entails development of policies, programmers and practices related to human
resources, which are then aligned with business strategy, so as to achieve strategic
objectives of the organization.
• HRM focuses on operational issues and needs of human resources whereas
SHRM focuses on overall result and issues of the organization.

13. Thank You