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HRM Meaning As outlined above, the process of defining HRM leads us to two different definitions -The first definition of HRM is that it is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance.The second definition of HRM encompasses the management of people in organizations from a macro perspective i.e. managing people in the form of a collective relationship between management and employeesHRM - ScopeLabour Personnel Aspect manpower, selection, placement, planning, recruitment, induction, etcWelfare Aspect Working conditions and amenitiesIndustrial relation aspects union management relationship.HRM -FeaturesHRM as a ProcessContinuous Process - It has to continuously change and adjust according to the changes in the environment, changes in the expectations of the staff, etc. Focus on ObjectivesUniversal Application - That is, it can be used for business as well as for other organisations such as schools, colleges, hospital, religious organisations, etc.Integrated use of Subsystems - HRM involves the integrated use of sub-systems such as Training and Development, Career Development, Orgnisational Development, Performance Appraisal, Potential Appraisal, etc. All these subsystems increase the efficiency of the staff and bring success to the organisation.

HRM - FeaturesMultidisciplinary - it uses many different subjects such as Psychology, Communication, Philosophy, Sociology, Management, Education, etc.Develops Team Spirit - Team spirit helps the staff to work together for achieving the objectives of the organisation. Develops Staff Potentialities - HRM develops the potentialities of the staff by giving them training and development. This will make the staff more efficient, and it will give them more job satisfaction.Key Elements for solving problems Long Term Benefits

HRM Objectives To help the organization reach its goals.To ensure effective utilization and maximum development of human resources.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 morale among employees.To provide the organization with well-trained and well-motivated employees.HRM - ObjectiveTo 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 transaction of business.To inculcate the sense of team spirit, team work and inter-team collaboration

HRM Functions Managerial FunctionsOperative Functions

HRM Functions | ManagerialManaging people is the important aspect of every manager so like other managers; a human resource manager performs the various functions such as:Planning - Planning is a deciding stage that what is to be done exactly. As it involves identification of alternatives and decision making. We consider that planning includes forecasting and set of programs, procedure to achieve goal. Organizing - Organizing includes identification and grouping of work activities.Staffing - People could be the dynamic elements of management so without proper sort of people things will remain immaterial. It involves communication, Counseling.

HRM Functions | ManagerialDirecting - Relates to all levels of management that includes guiding, supervising, communication, motivation, leadership.Co-coordinating - Concerned with the unifying the action of a group of people.Controlling - Involves some restriction, corrective action, handling situation.

HRM Functions | Operative1. Procurement function - Concern with the right kind and right number of people required to accomplishment the organizational objectives. It consists of the following activities-Job Analysis - Job analysis identify the nature of job and what type of people required to perform these job effectively. Recruitment - Recruitment is the process of identifying prospective employees, stimulating, encouraging them to apply for a particular job or jobs in an organization.Selection - Selection is the process of examining the applicants with regard to their suitability for the given job and choosing the best from the suitable candidates.Human Resource Planning - Human resource planning is the process of estimating the present and future manpower requirements of the organization.

HRM Functions | OperativePlacement -The selected candidates are assigned to a specific job known as placement.Orientation/Induction - Orientation is the process of introducing new employees to an organization that includes introducing new employee to an existing employee, in their specific jobs and departments.Transfer Placing Employees Promotion upward reassignment

HRM Functions | Operative2. Development function - Human Resource Development is the process of improving the knowledge, skill, and values of employees so that they can perform the present and future job more effectively. Performance Appraisal - Performance Appraisal is a systematic evaluation of present potential capabilities of personnel. It is a process of collecting, analyzing and evaluating data relative to job behavior and results of individuals.Training - Training is an organized procedure for improving the knowledge and skill of the employees for doing a particular job or for a definite purpose. Through training people learn and acquire new skills and job knowledge.Career planning and development - Career planning and development involve the planning for the career of employees and implementing these plans. It is only possible through promotions and transfers.

HRM Functions | Operative3. Compensation functions - Provides appropriate remuneration to employees for their contribution to achieve organizational objectives. It consists of the following activities-Job evaluation - Job evaluation is a process of determining the relative with of a job.Salary Administration - Salary Administration is to determine the salary structure for various jobs in the organization.Bonus and IncentivesPay roll - HRISHRM Functions | Operative4. Integration various HRM policies and program.MotivationJob satisfactionConflict managementParticipation of employeesDiscipline

HRM Functions | Operative5. Maintenance measured, evaluated by means of organizational health, HRM accounting, etcHealthSocial SecurityWelfare SchemePersonnel records\Audit\Research

HRM HR ManagersSpecialist Role he\she is the person for reference for all HR connected matters of the company. Advisor role departmental heads on various aspects of HRP.Liaison Role connecting link between different departmentsRecord keepers role personnel records of employees, etcHumanitarian role ethics, moralCounselors role consultationsMediators role peacemaker

HRM HR ManagersSpokesmans role represent in company in mediaProblem solver solving overall HR problemGuardians role safety, security, health, welfare of employeesLegal role labour lawCommunicators role communication between employer and employeesHRM Future challengesMulticultural work forceShift employers market to employees marketCorporate reorganization expansion , merger, etcDemography of work force gender difference, policy inclusion.Awareness and education legal knowledgeEmployee expectations Increased attrition employees leaving jobShift from Manufacturing to Service sector