Introduction to Human Resource Management

Human resources are the most valuable and The successful management of an
organization's human resources is an exciting dynamic and challenging task,
especially at a time when the world has become a global village and economies are
in a state of flux The scarcity of talented resources and the growing expectations of
the modern day worker have further increased the complexity of the human
resource function Even though specific human resource functions/activities are the
responsibility of the human resource department the actual management of human
resources is the responsibility of all the managers in an organization It is therefore
necessary for all managers to understand and give due importance to the different
human resource policies and activities in the organization Human Resource
Management outlines the importance of HRM and its different functions in an
organization It examines the various HR processes that are concerned with
attracting managing motivating and developing employees for the benefit of the
organization The book discusses the issues in human resource management in a
changing environment and suggests possible ways of leveraging and managing
human resources Changing trends in human resource management have been
explained using contemporary examples from Indian companies
Human beings are social beings and hardly ever live and work in isolation We
always plan, develop and manage our relations both consciously and
unconsciously The relations are the outcome of our actions and depend to a great
extent upon our ability to manage our actions. From childhood each and every
individual acquire knowledge and experience on understanding others and how to
behave in each and every situations in life. Later we carry forward this learning
and understanding in carrying and managing relations at our workplace. The whole
context of Human Resource Management revolves around this core matter of
managing relations at work place Since mid-1980’s Human Resource
Management (HRM) has gained acceptance in both academic and commercial
circle. HRM is a multidisciplinary organizational function that draws theories and
ideas from various fields such as management, psychology, sociology and
economics. There is no best way to manage people and no manager has formulated
how people can be managed effectively, because people are complex beings with
complex needs. Effective HRM depends very much on the causes and conditions
that an organizational setting would provide. Any Organization has three basic
components, People, Purpose, and Structure. In 1994, a noted leader in the human
resources (HR) field made the following observation Yesterday the company with
the access most to the capital or the latest technology had the best competitive
advantage Today, companies that offer products with the highest quality are the
ones with a leg up on the competition; But the only thing that will uphold a
company’s advantage tomorrow is the caliber of people in the organization. That
predicted future is today’s reality Most managers in public- and private sector
firms of all sizes would agree that people truly are the organization’s most
important asset. Having competent staff on the payroll does not guarantee that a
firm’s human resources will be a source of competitive advantage However in
order to remain competitive, to grow, and diversify an organization must ensure
that its employees are qualified, placed in appropriate positions, properly trained
managed effectively and committed to the firm’s success. The goal of HRM is to
maximize employees’ contributions in order to achieve optimal productivity and
effectiveness, while simultaneously attaining individual objectives such as having
a challenging job and obtaining recognition and societal objectives such as legal
compliance and demonstrating social responsibility
As told in the Human resource management has started to play a significant role in
the overall strategic development of the organization. At present HR strategies are
designed in tune with the overall business strategy of the organization HR strategy
should sub serve the interest of the organization, translating firm’s goals and
objectives into a consistent, integrated and complimentary set of programmes and
policies for managing people. First part of Human resource strategy is HRP
Human Resource Planning All other HR activities like employee hiring training
and development remuneration, appraisal and labour relations are derived from
HRP.HR planning is important in a wide variety of industries and firms HR
planning affects what employers do when recruiting, selecting, and retaining
people, and of course these actions affect organizational results and success. The
challenges caused by changing economic conditions during recent year’s show
why HR workforce planning should occur. Staffing an organization is an HR
activity that is both strategic and operational in nature. As the HR Headline
indicates, HR planning is important in a wide variety of industries and firms. HR
planning affects what employers do when recruiting, selecting, and retaining
people, and, of course these actions affect organizational results and success.
Human Resources planning mean different means to different organizations. To
some companies, human resources planning mean management development. It
involve helping executives to make better decisions, communicate more
effectively, and know more about the firm. The purpose of HRP is to make the
manager a better equipped for facing the present and future The paper is used to
maintain efficiently the HR department schedule of any type of company. In larger
organization, employees are large. At that time this paper is useful and helpful HR
Management system is not only becomes a desire of the company but it becomes
the need of the company. The Administrator gets into the system using admin
name and a password
Human Resource Management (HRM) is a relatively new approach to managing
people in any organisation. People are considered the key resource in this
approach. it is concerned with the people dimension in management of an
organisation. Since an organisation is a body of people, their acquisition,
development of skills, motivation for higher levels of attainments, as well as
ensuring maintenance of their level of commitment are all significant activities.
These activities fall in the domain of HRM.
What is Human Resource Management?
HRM is the study of activities regarding people working in an organization. It is a
managerial function that tries to match an organization’s needs to the skills and
abilities of its employees. 1.3.1

Definitions
of HRM Human resources management (HRM) is a management function
concerned with hiring, motivating and maintaining people in an organization. It
focuses on people in organizations. Human resource management is designing
management systems to ensure that human talent is used effectively and efficiently
to accomplish organizational goals. HRM is the personnel function which is
concerned with procurement, development, compensation, integration and
maintenance of the personnel of an organization for the purpose of contributing
towards the accomplishments of the organization’s objectives. Therefore,
personnel management is the planning, organizing, directing, and controlling of the
performance of those operative functions (Edward B. Philippo

A Human Resources
ManagementSystem (HRMS) is a software application that combines manyhuman
resources functions, including benefits administration, payroll, recruiting and
training, and performance analysis and review into one package
 Types
There are three tiers of E-HRM. These are described respectively as:
 Operational
 Relational
 Transformational.

Operational
Operational E-HRM is concerned with administrative functions - payroll and
employee personal data for example.

Relational
Relational E-HRM is concerned with supporting business processes by
means of training, recruitment, performance management and so forth.

Transformational
Transformational E-HRM is concerned with strategic HR activities such as
knowledge management strategic re-orientation An organization may
choose to pursue E-HRM policies from any number of these tiers to
achieve their HR goals.

Purpose
E-HRM is seen as offering the potential to improve services to HR
department clients (both employees and management improve efficiency
and cost effectiveness within the HR department, and allow HR to become
a strategic partner in achieving organizationa
Modules :
An HRIS usually features modules to handle the following tasks
1.Master data management.
2.Organizational management, such as positions and departments.
3.Employee and manager self-services.
4.Absence and leave management.
5.Benefits administration.
6.Workflows.
7.Performance appraisals.
8.Recruiting and applicant tracking
9.payroll ... some times is considered as part of the HR system

Advantages :
HR software can greatly help you streamline your workflow. With self
service the responsibility of data capture, employee information
updates and compliance can be devolved to all employees.
Other previously manual processes such as requesting leave or
checking benefits can also be achieved from anywhere and at any time
through a secure employee portal available on the internet.
In general : The best an HR department can hope for is to find ways to
reduce its costs, improve efficiencies, and streamline administrative
operations. In other words, HR can contribute by minimising its
footprint within the organisation.
Disadvantages :
As with any new technology, there is a cost to license and implement a
new system. Costs range, and they depend on the capabilities of the
HRIS system