HUMAN

RESOURCE

MANAGEMENT

PERSPECTIVES IN HUMAN

RESOURCE MANAGEMENT-

I. Arul Edison Anthony Raj,MBA, M.Phil., PGDIB, ADHRM(UK).

Assistant Professor

E.G.S. Pillay Engineering College,

Nagapattinam.

INTRODUCTION

Human Resource Management (HRM) is the

utilization of a firm’s human resources to achieve

organizational objectives.

HRM is the most happening function as of now. This

is so because people offer competitive advantage to a

firm & managing people is the domain of HRM.

HRM is a broad concept. Personnel Management

(PM) & Human Resource Development (HRD)

are a part of HRM.

MEANING OF HRM

Human Resource Management means

employing people, developing their resource

utilizing, maintaining and compensating their

services in tune with the job and organizational

requirements with a view to contribute to the

goals of the organization, individual and the

society.

DEFINITION OF HRM

According to Pulapa Subba Rao define, human

resource management (HRM) is a managing

(planning, organizing, directing & controlling) the

functions of employing, developing, compensating the

utilizing human resources, resulting in the creation

and development of human and industrial relations

which would shape the future policies and practices of

human resource management, with a view to

contribute proportionately to the organizational,

individual and social goals.

EVOLUTION AND GROWTH OF

HRM

The history of development of HR management in

India is comparatively of recent origin.

But “Kautilya” had dealt with some of the important

aspects of HRM in his “Arthasastra”, written in 400

B.C.

Government in those days adapted the techniques of

HRM as suggested by “Kautilya”.

In its modern sense, it has development only since

independence.

CONT.,

Though the importance of labour officers was

recognized as early as 1929, the appointment of

officers to solve labour & welfare problems

gained momentum only after the enactment of

Factories Act of 1948.

Under Section 49 of the Act required the

appointment of Welfare Officers in companies

employing more than 500 workers.

CONT.,

At the beginning, Government was concerned

only with limited aspects of labour welfare. The

earliest labour legislation in India dealt with

certain aspects of Indian Labourers (Regulation

of Recruitment, Forwarding and Employment)

sent to various British colonies in 1830s.

CONT.,

FUNCTIONS OF HRMFunctions of HRM

Managerial Functions Operative Functions

Planning Staffing / Employment

Organizing Human Resources

Directing Development

Controlling Compensation & Benefits

Safety and Health

Employee & Labour

Relations

Recent Trends in HRM

CONT.,

Managerial Functions

Planning: (It is a predetermined course of action), in

involves planning of human resources, requirements,

recruitment, selection, training etc.

Organizing: (It is essential to carry out the determined

course of action).

Directing: The next logical function after completing

planning and organizing is the execution of the plan.

Controlling: After planning, organizing & directing

various activities of Personnel Management.

CONT.,

Operative Functions

Staffing/Employment: The process through which an

organization ensures that it always has the proper number

of employees with the appropriate skills in the right jobs at

the right time to achieve the organization’s objective.

Job Analysis

Human Resource Planning

Recruitment

Selection

Placement

Induction and Orientation

CONT.,

Human Resources Development: A major HRM

functions that consists not only of T&D but also individual

career planning and development activities and

performance appraisal.

Performance Appraisal

Training & Development

Management Development

Career Planning & Development

Internal Mobility (It consists of transfer, promotion &

demotion)

Retention & Retrenchment Management

Change and Organization Development.

CONT.,

Compensation and Benefits: It is the process of

providing adequate, equitable and fair remuneration

to the employees.

Job Evaluation

Wages and Salary

Incentives

Bonus

Fringe Benefits

Social Security Measures (Non – financial rewards)

CONT.,

Safety and Health: Safety involves

protecting from injuries caused by work –

related accidents. Health refers to the

employees’ freedom from physical or emotional

illness.

CONT.,

Employee and Labour Relations:

Practicing various human resources policies

and programmes like employment,

development and compensation and

interaction among employees create a sense of

relationship between the individual worker

and management, among workers and trade

unions and the management.

CONT.,

Recent Trends in HRM: Human Resources

Management has been advancing at a fast

rate. The recent trends in HRM includes:

Quality of work life

Total quality in human resources

HR accounting, audit and research and

Recent techniques of HRM

OBJECTIVES OF HRM

Societal

Organizational

Functional

Individual / Personal

HRM Objectives

CONT.,

The societal objectives of HRM seek to ensurethat the organization becomes sociallyresponsive.

The organizational objectives make sure thatHRM is not a standalone department, but rathera means to assist the organization reach itsprimary objectives.

Functional objectives remind the HRM that ithas only functional value and should not becometoo expensive at the cost of the organization itserves.

Personal objectives assist employees inachieving their personal goals.

HUMAN RESOURCE MANAGER

An individual who normally acts in an advisory

or staff capacity, working with other managers

regarding human resource matters.

The human resource manager was primarily

responsible for coordinating the management of

human resources to help the organization achieve

its goals.

LINE MANAGER

Individuals directly involved in accomplishing

the primary purpose of the organization.

There was a shared responsibility between line

manager & HR professionals.

Often the line manager goes to HR for guidance

in topics such as promotion, hiring, discipline, or

discharge.

Line managers often perform many of the

staffing functions previously accomplished by

HR, such as interviewing.

Line manager must know how to deal effectively

with the union.

ROLE OF HR MANAGER

Human Resource Manager plays a vital role in

the modern organization. He plays various

strategic roles at different levels in the

organization.

The role of the HR manager includes;

The Conscience Role

The Counselor

The Mediator

The Spokesman

The Problem-solver

The Change Agent

CONT.,

The HR managers must exercise control very

tactfully in order to win the confidence and co-

operation of all line managers

They have to persuade line managers to work

with staff specialists and not against them.

The authority of the HR manager should derive

from concrete HR policies & programmes and

from the advantages and results of accepted

specialized knowledge.

CONT.,

As a Source of Help: In certain situations

(when line managers lack skill or knowledge in

dealing with employee problems), experienced

HR managers assume line responsibility for HR

matters.

CONT.,

As a Change Agent: HR Manager should work

as an enabler and change agent regarding HR

areas and he should be familiar with different

disciplines like management, technology,

sociology, psychology and organizational behavior

as organizational adaptability, viability &

development are dependent on human resource

development.

QUALIFICATIONS AND QUALITIES OF

HR MANAGER

The functions of HR management vary from org.,

to org., both in nature & degree. So the

qualifications required of a HR manager differ

from org., to org., depending on its nature, size,

location etc.

CONT.,

Intelligence: this includes skills to

communicate, articulate, moderate, understand,

tact in dealing with people intelligently, etc.

Educational Skills: HR manager should

possess learning & teaching skill as he has to

learn and teach employees about org., growth.

Discriminating Skills: He should have the

ability to discriminate between right and wrong.

CONT.,

Executing Skills: He / She is expected to

execute the management’s decisions regarding

personnel issues with speed, accuracy and

objectivity.

Experience and Training: Previous experience

is undoubtedly and advantage provided the

experience was in an appropriate environment

and in the same area.

CONT.,

Professional Attitudes: Finally, professional

attitude is more necessary particularly in the

Indian context.

Qualification: Qualifications prescribed for the

post of HR manager vary from industry to

industry and from State to State. However, the

qualification prescribed by various org., include

MBA with HRM Specialization, M.H.R.M,

M.A.(IR&PM), M.P.M & P.G.D.P.M.

COMPUTER APPLICATIONS IN

HRM

Computer technology enables organizations to

combine human resource information into a

single database. This database is often referred

to as a human resource information system

(HRIS)

HUMAN RESOURCE

INFORMATION SYSTEM (HRIS)

A human resource information system (HRIS) is

an integrated system designed to provide

information used in HR decision making.

DEFINITION FOR HRIS

An HRIS may be defined as the system used to

acquire, store, manipulate, analyze, retrieve, and

distribute pertinent information regarding and

organization’s human resource.

WHY DOES AN ORG., NEED HRIS?

An org., grow in size, the maintenance & use of emp.,

information becomes more & more difficult.

A second reason for the increase in HRISs is the rapid

reduction in the cost of computing.

A third reason for the growth in HRISs is the need to

produce reports & monitor information on employees in

order to comply with legal requirements.

Finally, as competition has increased, org., have realized

that managing their human resource is an important as

managing their financial & raw material resources.

OBJECTIVE OF HRIS

To acquire, store, manipulate, analyze, retrieve, and distribute the

information of human resource.

To facilitate HR decision-making in the following areas:

Man-power planning

Recruitment & selection

Employment, including promotion, transfer, etc.

Education & training

To provide relevant information on employees to government agencies

as part of the legal requirements.

USES OF HRIS

HRIS

1. Hiring

2. Education

3. Benefits

4. Emp., Mgt

5. Cost control

6. Labour relations

PROBLEMS IN

DEVELOPING AN HRIS

HRIS may be expensive

Threatening & inconvenient to those who are not

comfortable with computers.

Employee privacy

COMPUTER APPLICATION

IN HRM

Computer applications in strategic HRM an HR

Planning.

Computer application in Job Analysis

Computer application in Recruitment

Computer application in Selection.

Computer application in HRD & Career Planning

CONT.,

Computer application in Performance Appraisal

Computer application in Compensation &

Benefits

Computer application in Health & Safety

Computer application in Labour Relations

Future applications of Computer in HRM

HUMAN RESOURCE

ACCOUNTING

Human resource accounting is the process of

identifying and measuring data about human

resources and communicating this information of

interested parties.

It deals with investments in people and with

economic results of those investments.

DEFINITION FOR HR

ACCOUNTING

According to Stephen Knauf defined HRA as

“the measurement and quantification of human

organizational inputs, such as recruiting,

training, experience and commitment.”

Eric Flamholtz explained human resource

accounting as accounting for people as

organization resources. It is the measurement of

the cost and value of people for the organization.

HUMAN RESOURCE AUDIT

An audit is a review and verification of

completed transactions to see whether they

represent a true state of affairs of the

business or not.

Human Resource (HR) Audit refers to an

examination & evaluation of policies,

procedures & practices to determine the

effectiveness and efficiency of HRM.