Human Resource

Management
 Human Resource Management
(HRM)
Definition: HRM is defined as a set of
policies, practices and programs designed
to maximise both personal and
organizational goals.
HRM is the process of management which
develops and manages the human
element of an enterprise.
 Objectives of Human Resource
Management

Assist the organization to attract the right

quality and number of employees
Orient new employees to the organization and
place them in their job positions
Develop, disseminate and use job descriptions,
performance standards and evaluation criteria
 Objectives of Human Resource
Management

Help establish adequate compensation systems

and administer them in an efficient and timely
manner
Foster a safe, healthy and productive work
environment
Ensure compliance with all legal requirements
in so far as they relate to management of
workforce
 Objectives of Human Resource
Management

Help maintain a harmonious working

relationship with employees and unions where
present
Foster a work environment which facilitates
high employee performance, and
Establish disciplinary and counseling
procedures
 Nature of HRM
Pervasive function
A comprehensive function
Integral part of management
People oriented
Continuous process
Interdisciplinary
 Importance of HRM
1. Social significance
2. Professional significance
3. Significance for individual enterprise
 Role of HR Executives
1. Service provider 3. The Facilitator
a. Providing info. on a. During trg. & dev.
market statistics b. During perf. app.
b. Interpretation of 4. The Consultant
complex labor laws a. During lack of
2. The Executive motivation
a. Recruitment b. During grievances
b. Compensation 5. The Auditor
 Functions of HRM
Acquisition Development Motivation Maintenance

a. planning a. training a. Job a. Provide

satis. good cond.
b. b. devpmt. b. Per. b. IR
recruitment App.
c. selection c. Career c. compen-
mgt. sation
d. d. rewards
socialising
 Challenges Facing Modern
Organizations
Economics Challenges

•Global Trade Challenge

•Challenge of Productivity Improvement
 Challenges Facing Modern
Organizations
Technological Challenges

• Computerization
• Automation
 Challenges Facing Modern
Organizations

Demographic Challenges

• The Increasing Number of Women in the

Workforce
• Shift Towards Knowledge Workers
• Educational Attainment of Workers
• Employment of Older Workers
• More Part-time and Contract Workers
 Challenges Facing Modern
Organizations

Cultural Challenges

• Attitudes Towards Work

• Ethnic Diversity
• Attitudes Towards Governments
 Challenges for HR Executives
Worker productivity
Quality improvement
Changing attitudes of workplace
Impact of the government
Quality of work life
Technology
Global Trade Challenge
 Staff Authority
Staff authority, is the authority to advise,
not direct, managers in other departments.
 Line Authority
Line authority, possessed by managers of
operating departments, allows these
managers to make decisions about
production, performance, and people.
 Line Managers’ HRM
Responsibilities
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth working
relationships
6. Interpreting the firm’s policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees’ health and physical condition
Relationship Between HRM and
HRD
Human resource management (HRM)
encompasses many functions
Human resource development (HRD) is
just one of the functions within HRM

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 Primary Functions of HRM
Human resource planning
Equal employment opportunity
Staffing (recruitment and selection)
Compensation and benefits
Employee and labor relations
Health, safety, and security
Human resource development

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 Other HRM Functions
Organization and job design
Performance management/ performance
appraisal systems
Research and information systems

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 Limits of Authority
HRM & HRD units have staff authority
(Overhead function)
Line authority takes precedence
Scope of authority – how far (how much)
can you authorize?

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 HRD Functions
Development Functions
Training and development (T&D)
Organizational development
Career development
Employee empowerment
Maintenance Functions
Employee counselling, coaching and mentoring
Quality of work life
Control Functions
HRD Audit
Governance of Ethics

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