All about HRM

1. INTRODUCTION TO
HUMAN RESOURCE
MANAGEMENT
Dr. Roma Gandhi
Dr. BMN College of Home Science
NAAC Accredited ‘A+’ Grade CGPA 3.69/4
UGC Status: College for Potential of Excellence

2. INTRODUCTION
 Human resources have the sum of knowledge, skills, attitudes,
commitment and values.
 HRD is a positive concept in Human Resource Management.
 The purpose of HRD is to enhance an employee’s capacity and also to
satisfy the need of an organization.
 It is based on the belief that an investment in human beings is necessary
and it will benefit the organization in the long run.
 It also contributes to the well being of the employees, organization and the
society at large.

3. ORIGIN OF HR
 Its origin is dated back to 1800 B.C., when wage and incentive plans were
included in the Babylonian code of Hammurabi.
 The world’s first management book, titled “Arthasastra” written by Kautilya,
during Chaldeans in 400 B.C., codified many aspects of human resource
practices in Ancient India.

4. EARLY PHASE
 HRM in India could be traced back in the period 1920, when emphasis was
on worker welfare.
 In 1931, the royal commission of labour suggested the appointment of
labour officer to protect workers interests.

5. FIRST PHASE
 Immediately after independence the focus was on four reasons:
1. Maintain discipline
2. Prevent their information of and break up the leadership pf trade unionism
3. Handle recruitment and termination
4. Keep some form of attendance and personnel records

6. SECOND PHASE
 In 1960’s, Indian Industrialization got a fillip with the rise of the public
sector. Hence, 3 more functions were added:
 Labour Welfare
 Participative Management
 Industrial harmony
 In this period, the human relations movement of the west also had its
impact on the Indian organizations.

7. THIRD PHASE
In 1970, the people management function was neatly divided into two:
 Personnel officers
 Establishment officers
FOURTH PHASE
In 1976, birth of worker training institute and attitudinal development

8. FIFTH PHASE
 In 1985, organization shifted towards making HR department separately
 HRD and personnel function were clubbed together
SIXTH PHASE
• Early 1990’s
 HRM was seen as strategy
 Motivation and stress were considered to bring change in HRM
 Focus on organization objectives

9. SEVENTH PHASE
• In the mid of 1990’s, sub specifications like:
 Industrial relations
 Training and Development
 Information System
EIGHTH PHASE
In 1999:
 HRM was not a selective management anymore
 It became a part of corporate strategy formulation and strategy
implementation team.

10. DEFINITIONS OF HRD
 According to Leonard Nadler, "Human resource development is a series of organized
activities, conducted within a specialized time and designed to produce behavioral
changes.“
 In the words of Prof. T.V. Rao, "HRD is a process by which the employees of an
organization are helped in a continuous and planned way to (i) acquire or sharpen
capabilities required to perform various functions associated with their present or expected
future roles; (ii) develop their journal capabilities as individual and discover and exploit
their own inner potential for their own and /or organizational development purposes; (iii)
develop an organizational culture in which superior-subordinate relationship, team work
and collaboration among sub-units are strong and contribute to the professional well being,
motivation and pride of employees."

11. DEFINITIONS OF HRD
 According to M.M. Khan, "Human resource development is the across of
increasing knowledge, capabilities and positive work attitudes of all people
working at all levels in a business undertaking."

12. IMPORTANCE OF HRD
HRD is a system of introducing changes in the work culture and work
environment without dislocating the functioning of the organisation. The
following points highlight its importance:
 Competent employees: HRD helps in making people aware of the skills
required for job performance. There is greater clarity of work norms and
standards. This results in a more competent work force.
 Role clarity: HRD encourages communication between work-teams.
People not only understand their roles better but also become aware of the
expectations of the other members of the team.

13. IMPORTANCE OF HRD
 Committed work force: People become more committed to the jobs
because rewards are administered more objectively through the HRD
process.
 Greater trust and respect: By encouraging communication, HRD helps in
developing greater trust and respect for each other. Employees become
more open and authentic and new values can be generated easily.
 Synergy effect: Effective communication, participate management and
stress on teamwork produce synergy effect within the organization.

14. IMPORTANCE OF HRD
 Breaks resistance to change: HRD makes people better equipped with
problem-solving capabilities. This not only makes them proactive but also
brings readiness on their part to accept change.
 Facilitates HRP: HRD generates a lot of useful and objective data on
employees that facilitates human resource planning.
 Other benefits: The overall impact of HRD is observed in terms of higher
productivity, cost effectiveness, growth expansion, diversification and
increased profits.

15. SCOPE OF HRD
1. Performance Appraisal
2. Potential Appraisal and Development
3. Feedback and Performance Coaching
4. Career Planning and Development
5. Training
6. Organisational Development
7. Rewards
8. Employee Welfare
9. Quality of Work Life

16. THANK YOU