HUMAN RESOURCE MANAGEMENT ,DEFINITION, CONCEPTS ,AIM & OBJECTIVES,SCOPE & IMPORTANCE

1. HUMAN RESOURCE MANAGEMENT
DEFINITION
CONCEPTS
AIM
OBJECTIVES
SCOPE & IMPORTANCE

2. HRM
• Human: refers to the skilled workforce in an organization.
• Resource: refers to limited availability or scarce.
• Management: refers how to optimize and make best use of such limited or scarce
resource so as to meet the organization goals and objectives.
• HRM called Personnel Management, consists of all the activities undertaken by
an enterprise to ensure the effective utilization of employees toward the
attainment of individual, group, and organizational

3. DEFINITION AND CONCEPTS
• the administration of human resources .
• aims to utilize human resources effectively.
• proper utilisation of available skilled workforce and also to make efficient use of
existing human resource in the organisation.
• mainly denotes managing employees and recognising their needs to maintain an
optimistic work culture.
• employing people, developing their resource, utilizing maintaining and
compensating their services in tune with the job and organizational requirements

4. • the total knowledge, skills, competencies, intelligence, values, attitude and
aptitudes of the employees working in an organisation. With the growing
importance of manpower in the organisation, its management is also crucial to
retain good skill and talent.
• HRM is a management function that helps managers recruit, select, train and
develops manpower for an organisation.
• employees remuneration, motivation and growth.
• a set of policies practices and programmes designed to maximise both personal
and organisational goals.
• the process of binding people and organisations together so that the objectives
of each are achieved.

5. • employing people, developing their resource, utilizing maintaining and
compensating their services in tune with the job and organizational requirements
• a set of policies practices and programmes designed to maximise both personal
and organisational goals.
• process of binding people and organisations together so that the objectives of
each are achieved.
• the administration of human resources.
• denotes managing employees and recognizing their needs to maintain an
optimistic work culture
• comprehensive approach to managing employees and an organization’s culture
and environment. It focuses on the recruitment, management, and general
direction of the people who work in an organization.

6. • tactical approach which deals with acquisition, training and development,
orientation , motivation and retention of personnel in an organisation.
• powerful tool for any organisation to succeed. It is a continuous and never-ending
process.
• planning, organizing, directing, controlling of procurement, development,
compensation, integration, maintenance and separation of human resources to
the end that individual, organizational and social objectives are achieved.
Example :
• in present situation is, construction industry has been facing serious shortage of
skilled workforce. It is expected to triple in the next decade from the present 30
per cent, will negatively impact the overall productivity of the sector, warn
industry experts.

7. HRM OBJECTIVES & AIM

8. HRM AIM
• Manpower planning i.e. determining how many employees with what kind of
qualifications they need for each activity.
• Effective recruitment and placement of employees in all departments and levels.
• Constant training and development of employees to help them work effectively.
• Motivating employees by promising them financial and welfare incentives.
• Remunerating employees adequately to keep them loyal towards the
organization.

9. • Ensuring availability of dedicated workforce
• Motivate human resource
• Maintain high morale
• Develop Potential Integration of objectives
• Maintain desirable working relationships
• Attainment of social objectives

10. HRM OBJECTIVES
• To help the organisation to attain its goals effectively and efficiently by providing
competent & motivated employees.
• To utilize the available human resource effectively
• To increase to the fullest, the employees job satisfaction and self-actualisation
• To develop and maintain the quality of work life which makes employment’s in
the organisation a desirable personal and social situation
• To help maintain ethical policies and behaviours inside and outside the
organisation
• To establish and maintain cordial relations between employees and management

11. • To reconcile individual/group goals with organisational goals
• To help the organisation attain its goals by providing well trained and well-
motivated employees.
• To employee the skills and knowledge of employees efficiently and effectively, i.e.
to utilize human resource effectively.
• To enhance job satisfaction and self-actualization of employees by encouraging
and assisting every employee to realise his/her full potential.
• To establish and maintain productive, self-respecting and internally satisfying
working relationships among all the members of the organisation.
• To bring about maximum individual development of members of the organisation
by providing opportunities for training and advancement.
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• to ensure efficient team integration. Human resources should provide a tool that
facilitates easier communication and makes coordination smoother.

12. • To help the organization reach its goal
• To employ the skills and abilities of the workforce efficiently
• To provide the organization with well trained & well motivated employees
• To increase employees job satisfaction and self-actualization (stimulate employees to
realize their potential)
• To develop & maintain a quality of work life.
• To communicate HR policies to all employees.
• To be ethically & socially responsive to the needs of the society (ensuring compliance
with legal & ethical standards)
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• A major aim of HR is to keep things in the correct direction and keep diversions and
negativity away. In order for this to happen the employees must be encouraged and
motivated the whole time.
• In order to motivate employees, there is nothing better than workforce empowerment.
This can be done with the help of tools such as a portal of employee self-service that
will also save HR efforts also.

13. • To provide an opportunity for expression & voice in management
• To provide fair, acceptable & efficient leadership
• To establish sound organizational structure & desirable working relationships.
• Help the organization achieve its goals by providing and maintaining productive
employees.
• Efficiently make use of the skills and abilities of each employee.
• Make sure employees have or receive the proper training.
• build and maintain a positive employee experience with high satisfaction and
quality of life, so that employees can contribute their best efforts to their work.
• Effectively communicate relevant company policies, procedures, rules and
regulations to employees.
• Maintaining ethical, legal and socially responsible policies and behaviours in the
workplace.
• Effectively manage change to external factors that may affect employees within
the organization.

14. • To creates an efficient organizational structure of management hierarchies. In
other words, it divides organizations into various levels and departments
depending on the nature of work, responsibilities, accountability, etc.
• facilitates the maximum potential for human development on all fronts. It
basically does this be helping employees advance through training and
personality development.
• helps employees advance on social fronts by providing them with welfare
services in the form of perks, insurance, financial incentives, etc.
• tries to reconcile the goals of individual employees with those of the
organization.,
• motivates employees to loyal towards the organization they work in.

15. • to fulfil the company’s goals. For an effective and efficient HRM, it is important to
utilize human resources to accomplish the company’s requirements and
objectives. In order to be successful in achieving organizational objectives, HR
needs an efficient plan and implementation.
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• When it is about managing human resources efficiently and following goals,
employees and the environment in which they work are important factors. The
HR manager must be active in creating strategies to facilitate enhanced work
culture.
• With effective training and offering future opportunities, employees are more
organized and they feel comfortable and safe. Effective employment is greatly
associated with training practices. Therefore, offering such opportunities will be a
good step for the management of the workforce.

16. Functional objectives:
• Guidelines used to keep HR functioning properly within the organization as a
whole.
• making sure that all of HR's resources are being allocated to their full potential.
• HRM ensures that every department is supplemented with the employees
possessing the required set of skills and talent, at the desired cost.
• provides for the optimum utilisation of the human capital

17. Societal objectives:
• Employment opportunities multiply.
• Eliminating waste of human resources through conservation of physical and
mental health.
• Scare talents are put to best use. Companies that pay and treat people well
always race ahead of others and deliver excellent results

18. Personal objectives:
• Resources used to support the personal goals of each employee.
• offering the opportunity for education or career development as well as
maintaining employee satisfaction.
• To ensure employee’s long-term association with the organisation and to
enhance employee’s commitment and contribution towards the organisation,
HRM helps the employees to reach their personal goals

19. Organizational objectives:
• Actions taken that help to ensure the efficiency of the organization. This includes
providing training, hiring the right number of employees for a given task or
maintaining high employee retention rates.
• human resource management is not an independent unit, but it is a department
which aims at facilitating the other departments of the organisation to function
smoothly.

20. Professional objective :
Developing people on continuous basis to meet challenge of their job.
• Promoting team- work and team-spirit among employees.
• Offering excellent growth opportunities to people who have the potential to rise.
• Providing environment and incentives for developing and utilizing creativity.

21. SCOPE OF HRM

22. • Human resource planning-fill various position
• Recruitment & Selection- develop a pool(team) of candidates
• Job Design-define task, assign authority & responsibility
• Training & Development- helps in developing key competencies
• Appraisal of performance-systematic assessment & evaluation of workforce
• Motivation of workforce- develop enthusiastic workforce
• Remuneration of employees-focuses on fair, consistent & equitable
compensation (Compensation is a systematic approach to providing monetary
value to employees in exchange for work performed. Compensation may achieve
several purposes assisting in recruitment, job performance, and job satisfaction.)
• Social security & Welfare of employees-working conditions, transport, medical
assistance etc
• Review & audit of personnel policies- ensures reliable HR policies
• Industrial labour relation- ensures healthy union management relationship e.g.:
settlement of dispute

23. • The Labour or Personnel Aspect: HRM is concerned with manpower planning,
recruitment, selection, placement, transfer, promotion, training and
development, lay-off and retrenchment, remuneration, incentives, productivity,
etc.
• Welfare Aspect: HRM deals with working conditions, and amenities such as
canteen, creches, rest and lunch rooms, housing, transport, medical assistance,
education, health and safety, recreation facilities, etc.
• Industrial Relations Aspects: HRM covers union-management relations, joint
consultation, collective bargaining, grievance and disciplinary actions, settlement
of disputes, etc.

24. IMPORTANCE

25. • Fulfil the Human Resource Requirement: fills in the gap between the vacancies
in the organisation and the suitable candidates for such positions.
• Employee Retention: concentrates on the maintenance and retention of the
human capital.
• Enhance the Quality of Work Life: continuous enhancement of the job facilities,
hence improving the quality of employee’s work life.
• Redressing Grievance and Conflict: problems among employees or with the
management since it is essential for any organisation to resolve its internal
conflicts and grievances to ensure a sound and co-operative work environment.
• Employee Satisfaction and Welfare: HRM works for the welfare, safety and
security of the organisation. It is majorly concerned about the level of satisfaction
derived by an employee from his job.

26. • Achieving Organizational Goals: To reach the set objectives and targets on time,
it is necessary to direct the employee’s efforts towards the organisational goals.
All this is possible only through the practice of human resource management.
• Long-term Existence in the Market: As we all know that employees are the
inevitable part of any organisation, therefore to survive in the competition, it is
imperative that the organisation brings HRM into functioning.
• Developing Team Spirit and Feeling of Belongingness: It brings together the
different employees as a team to accomplish the goals of the organisation. HRM
also make the employees feel valuable to the organisation.

27. THANK Q