2. Nature and scope of HRM
Understanding concepts of Personnel Management,
HRD and SHRM
Changing Role of HR.
3. It’s the people who run organizations.
Need to manage their skills, abilities & aptitude.
HRM is study about people i.e. how they are hired,
trained, compensated, motivated & maintained.
4. HRM is a management function that helps managers recruit,
select, train and develop members of an organisation.
A series of integrated decisions that form the employment
relationship; their quality contributes to the ability of the
organisations and the employee to achieve their objectives.
HRM is the planning, organising, directing and controlling of
the procurement, development, compensation, integration,
maintenance and separation of human resources to the end that
individual, organisational and social objectives are
5. Nature of HRM
• Pervasive force
• Action oriented
• Future oriented
• People oriented
• Comprehensive function
• Individual oriented
• Inter disciplinary functions
• Continuous function
• Staff function
• Development oriented
6. The scope of HRM is very wide. It is thus divided into three
A. Personnel aspect
B. Welfare aspect
C. Industrial Relation Aspect
7. HR Planning
Training and Development
8. Working Conditions
Amenities such as Canteens, Creches, Rest rooms, Lunch
Health and Safety
12. The following models provide an analytical framework for studying
HRM and a means of linking OB theories to HR
They thereby serves as an heuristic device relating to HR policies
The Fombrun, Tichy and Devanna model (1984)
An early model emphasising the interrelatedness of HR activities
The Harvard mode
An heuristic device for explaining HR practices
Has an analytical base (factors/stakeholders/choices) but links with attitudinal
The Warwick model
Extends the Harvard framework
The five elements of the model are: outer context; inner context, business
strategy content, HRM context and HRM content
Shows links between HR end environmental factors
18. Personnel Management - Personnel Management is basically
an administrative recordkeeping function, at the operational
Personnel Management attempts to maintain fair terms and
conditions of employment, while at the same time, efficiently
managing personnel activities for individual departments etc.
It is assumed that the outcomes from providing justice and
achieving efficiency in the management of personnel activities
will result ultimately in achieving organisational success.
19. Human Resource Development in the organization context is
a process by which the employees of an organization are
helped, in a continuous and planned way to:
a. Acquire capabilities required to perform various functions associated with
their present or expected future roles.
b. Develop their general capabilities as individuals and discover and exploit
their own inner potentials for their own and organizational development
c. Develop an organizational culture in which supervisor-subordinate
relationship, teamwork, and collaborations among sub-units are strong and
contribute to the professional well being, motivation, and pride of
20. Strategic HRM is a process that involves the use of
overarching approaches to the development of HR strategies,
which are integrated vertically with the business strategy and
horizontally with one another.
Linking HRM with strategic goals and objectives to improve
business performance and develop organizational cultures
fostering innovation and flexibility.
21. External factors includes:
a) Economic factors (Customers, Suppliers, competitors & Globalization)
b) Political & Legislative factors ( The Legislative, the Employers, & The
c) Technological Factors
d) Social & Cultural factors
e) Demographic factors
Internal factors include:
g) The employees
h) Top Management
22. The Management of Workplace Diversity
Planning a Mentoring Program
Organizing Talents Strategically
Leading the Talk
Control and Measure Results
Managing Executive Information Systems