HRM SEMESTER 1 MBA

• Human Resource Management is a relatively new approach to managing human beings in any organization
• Human beings are considered as the key resource in this approach
• Acquisition, development of skills, motivation for higher levels of attainments, and ensuring maintenance of commitment are significant activities in Human Resource Management
• HRM is responsible for maintaining good human relations in the organization
• HRM is concerned with the development of individuals and achieving integration of goals of the organization and those of the individuals
• HRM is the practice of managing people to achieve better performance
• HRM involves hiring, motivating, and maintaining people in an organization
• HRM focuses on designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals
• According to Edwin Flippo, HRM involves planning, organizing, directing, controlling of procurement, development, compensation, integration, maintenance, and separation of human resources to achieve individual, organizational, and social objectives
• According to Invancevich and Glueck, HRM is concerned with the most effective use of people to achieve organizational and individual goals
• According to Dessler (2008), HRM involves policies and practices related to the people or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising
• HRM is inherent in the process of management and is performed by all managers throughout the organization
• HRM is a pervasive function of management and is performed by all managers at various levels in the organization
• HRM permeates all functional areas of management such as production management, financial management, and marketing management
• HRM is people-centered and is relevant in all types of organizations
• HRM involves several functions concerned with the management of people at work, including manpower planning, employment, placement, training, appraisal, and compensation of employees
• HRM is a continuous process and must be performed continuously for organizational objectives to be achieved smoothly
• HRM is based on human relations and requires human relations skills to deal with people at work
• HRM organizes and manages the organization by recruiting, developing, maintaining, and remunerating employees
• HRM takes decisions related to employees and systematically handles manpower resources
• HRM is interdisciplinary, combining sociology, psychology, economics, and other fields
• HRM aims to create and utilize a motivated workforce to accomplish organizational goals
• HRM establishes and maintains sound organizational structure and working relationships among all members of an organization
• HRM aims to integrate individual and group goals with those of the organization
• HRM provides facilities and opportunities for individual or group development to match with the growth of the organization
• HRM ensures effective utilization of human resources in achieving organizational goals
• HRM identifies and satisfies individual and group needs by providing adequate wages, incentives, benefits, and measures for work-life quality
• HRM aims to provide the organization with well-trained and motivated employees
• HRM fosters a sense of team spirit, teamwork, and inter-team collaboration
• HRM functions include managerial functions such as planning, organizing, staffing, directing, controlling, and coordinating
• HRM functions also include operative functions such as procurement, job analysis, recruitment and selection, development, compensation, maintenance, and integration
• HRM is related to the effective utilization of human resources and can help organizations achieve their objectives efficiently through various HR functions
• HRM enhances the dignity of labor, provides suitable jobs to individuals, ensures fair compensation, and maintains a balance between job seekers and jobs available
• HRM contributes to the national importance by speeding up economic growth, improving the standard of living, and creating more job opportunities
• The scope of HRM includes human resources planning, job analysis design, recruitment and selection, orientation and induction programs in organizations
• Induction or orientation program includes:

  • Informing employees about the company background, organizational culture, values, work ethics, and introducing them to other employees
• Training and development:

  • Every employee undergoes training programs to improve job performance
  • Refresher training is conducted for existing staff with experience
  • Company spends a significant amount on training and development
• Performance appraisal:

  • Conducted after around 1 year of service
  • HR department checks employee performance
  • Future promotions, incentives, and salary increments are based on the appraisal
• Compensation planning and remuneration:

  • HR department manages compensation rules and benefits
• Motivation, welfare, health, and safety:

  • HR department looks into motivation methods to sustain employees
  • Ensures compliance with health and safety regulations for employee benefits