A. HUMAN RESOURCE MANAGEMENT Objective: The objective of the course is to familiarize students with different aspects of managing human resources in the organization through the phases of acquisition , development and retention. UNIT-I Nature and scope of HRM - Difference between Personnel Management and HRM Functions of HRM - Environment of HRM - Strategic HRM. UNIT-II Human Resource Planning - Recruitment - Selection - Methods of Selection - Use of various tests - Interview techniques in selection - Placement. UNIT-III Induction – Importance - Meaning of Training and Development - Training Methods - Techniques - Identification of Training needs. UNIT-IV Performance Appraisal –Definition – Need for Performance Appraisal – Objectives – Process - Methods – Compensation. UNIT-V Transfer - Promotion and termination of services - Career development - Mentoring - HRM Audit - Nature - Benefits - Scope - Approaches Text Books: 1. Dr. J. Jayasankar - Human Resource Management –Margham Publications 2. Dr. C.D. Balaji – Human Resource Management – Margham Publications 3. Sundar & Srinivasan J –Essentials of Human Resource Management –Vijay Nicole Imrints 4. Murugesan G –Human Resource Management – Laxmi Publications Pvt. Ltd 5. Aswathappa K - Human Resource and Personnel Management 6. Guptha C B- Human Resource Management –Sulthan Chand &Sons. Books for Reference: 1. Memoria CB - Personnel Management 2. Subba Rao P - Human Resource Management and Industrial Relations 3. Prasad - Getting the right people - MacMillan I Ltd 4. Pattanayak - Human Resources Management - Prentice - Hall of India 5. Decenzo/Robbins - Personnel/Human Resource Management - Prentice - Hall of India 6. Saiyadain Mirza - Human Resource Management – 7. Venkataratanam - Personnel Management & Human Resources – 8. Saxena - Marketing Management - Tata McGraw Hill Pub 9. A. M. Sheikh - Human Resource Development & Management. 10. Dwivedi RS - Human Relations and Organization Behavior

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An HR manager is also expected to do all these things in getting people to go to work will-ingly
and effectively. Although all managers must unavoidably direct their subordinates, the HR
manager should possess exceptional expertise in this regard.
5. Controlling:
Controlling is a very important function of management. In an undertaking, control consists in
verifying whether everything occurs in conformity with the plan adopted, the instructions
issued and the principles laid down. In this way, controlling is a measuring and corrective
device.
Through control, we evaluate the performance against the goals and the plan. Two important
things in the process of control are – (a) a comparison of actual performance as against
standards and (b) taking corrective actions.
So far as the HR manager is concerned, he/she has to evaluate the results of the personnel
activities in comparison with the desired objectives. Through control, he/she measures the
progress of the HR programme along the lines laid out in the programme and determines how
effectively the desired HR objectives were attained.
Thus, we can say that through direct observation, supervision report, records, audits and so on,
the HR manager ensures that the enterprise is carrying out the HR programme on the desired
lines and, if necessary, takes cor-rective steps.
The Operative functions are as follows:
1. Procurement of Human Resource / Employment:
The first important function of HRM is securing and employing the right type of personnel
according to the needs or requirements of the organization. For effective performance of
procurement function, HRM has to perform a number of functions such as manpower planning
which gives the estimate of manpower requirements.
Job analysis includes job description and job specification which gives the idea of title and
nature of job, duties and authorities on that job, specification of personnel required to perform
on that job such as qualification, qualities, experience, skill, talent, training, abilities etc.
Then he has to perform the function of recruitment which involves the identification of sources
of recruitments, selecting the right type of source for recruiting the personnel. Then he has to
perform selection function. Selection procedure has to be chalk out and selecting the right man
for the right job.
Then placing the personnel which involve allocation of job to the most suitable candidates.
After placement arrange the induction programme for the new entrant and give the information
about the company in detail and create a good image and opinion about the organization.

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2. Employee Compensation:
After procurement of employees the next operative function of HRM is compensation function.
It means providing adequate, equitable, regular and fair remuneration to the employees.
According to the services rendered by the employees, remuneration should be given.
For equitable and fair compensation, it should be based on job evaluation, merit rating
Techniques. HRM has to look after the wage and salary administration. He has to formulate
the incentives, bonus, fringe benefits, and social security measures in the interest of the
employees.
3. Development of Human Resource:
Development of Human Resources is done through the training and development programme.
Development process includes improving the skills and knowledge, creativity, ability,
intellectual ability, capacities of employees.
Development process also moulds and changes the attitude and behaviour of the employees,
improves their aptitude, commitment etc. Performance appraisal helps in employee
development programme.
A systematic training programme has to be arranged by the HRM for employee and
management development. He has to prepare career planning and development programme.
HRM has to frame the policies and plans of promotion, demotion and transfer of employees.
4. Developing Healthy Human Relations:
One of the most important operative functions of HRM is developing, maintaining and
preserving the healthy, friendly, harmonious relationship between the management and
employees or employer and employee.
He is also responsible for developing healthy relations between the employee and employer,
between workers and trade unions and management. Due to healthy relations there are no
disputes, clashes and misunderstanding. But it improves morale, team spirit, team work,
cooperation, togetherness, and oneness among the employees.
5. Integration of Conflicting Interest:
HRM has to perform one more important function that is integration of individual employee
interest and business organization interest. Employees are interested in higher wages and
salaries, more facilities, bonus, social security, less working hours, overtime wages, best
working conditions and so on.
On the other hand company is interested in more profit, higher production and efficiency, long
working hours, minimum working condition, etc. HR managers have to integrate these
conflicting interests in a way that both the parties should be satisfied.
6. Safety and Health of Employees:
HR manager has to take the care of safety and health of the employees. In case of employees
whose work is risky, and hazardous, HR manager has to provide the safety measures to the
employees. Regular medical checkup of the employees has to be done. Free medicines,
treatment should be provided to the employees who fall sick.

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7. Stability and Optimum Utilization of Employees:
HR manager has to maintain the employees in the organization and has to utilize them at the
optimum level, He must ensure the best utilization of employees. For this he has to motivate
the employees and to give them job satisfaction, job security, participate them in management.
Their grievances should be promptly resolved. Opportunities for career development should be
given so that employees may prefer to stay in the same organization and company can enjoy
the benefits of stable workforce.
8. Personnel Research, Audit and Records:
HR manager has to conduct research in various areas of human resource for example, research
in motivational techniques, behavioural sciences, attitude, turnover, absenteeism, development,
performance, morale and so on. Audit involves the periodical assessment and appraisal of
employee performance.
Moreover he has to maintain the updated records of the employees since joining till their
retirement by maintaining service books or records. These records would help at the time of
promotion, demotion and transfer of employees.
HUMAN RESOURCE MANAGER DUTIES
In providing this specialized assistance, the human resource manager carries out three distinct
functions:
1. A line function. The human resource manager directs the activities of the people in his or
her own department, and perhaps in related areas (like the plant cafeteria).
2. A coordinative function. The human resource manager also coordinates personnel activities,
a duty often referred to as functional authority (or functional control). Here he or she ensures
that line managers are implementing the firms’ human resource policies and practices (for
example, adhering to its sexual harassment policies).
3. Staff (assist and advice) functions. Assisting and advising line managers is the heart of the
human resource manager s job. He or she advises the CEO so the CEO can better understand
the personnel aspects of the company s strategic options. HR assists in hiring, training,
evaluating, rewarding, counselling, promoting, and firing employees. It administers the various
benefit programs (health and accident insurance, retirement, vacation, and so on). It helps line
managers comply with equal employment and occupational safety laws, and plays an important
role in handling grievances and labour relations. It carries out an innovator role, by providing
up-to-date information on current trends and new methods for better utilizing the company s