Human_Resource_Management_Presentation.pptx

Nature, Scope, Objective, Functions, Importance of HRM, History of P/HRM, Traditional Vs Strategic HR, HRM in the new millennium, Policies, Procedures and Programmes, Role of Personnel Manager.

1. Human Resource Management (HRM): Fundamentals and Strategy Nature, Scope, Functions, and Evolution

2. What is HRM? (Nature and Definition) HRM Definition: A continuous, pervasive, and development-oriented function focused on managing people as individuals and groups. Key Managerial Functions (The P-O-D-C Framework): Planning, Organizing, Directing, Controlling...of the procurement, development, compensation, integration, maintenance, and separation of human resources. Core View: Treats people as Human Capital (valuable assets) rather than just a cost.

3. Scope and Objectives of HRM Scope (What HRM Covers): - Human Resource Planning (HRP) - Recruitment & Selection - Training & Development - Compensation & Benefits - Employee Welfare & Safety - Industrial Relations Key Objectives: Organizational: Providing qualified staff and maximizing employee effectiveness to achieve business goals. Individual: Satisfying employee needs through fair compensation, benefits, and job satisfaction.

4. Functions of HRM (The 6 Operative Areas) 1. Procurement: Getting the right people (Job Analysis, Manpower Planning, Recruitment, Selection, Placement). 2. Development: Improving skills and knowledge (Training, Executive Development, Career Planning). 3. Compensation & Motivation: Rewarding performance (Wages, Salaries, Incentives, Benefits, Recognition). 4. Maintenance: Protecting employees (Health, Safety, Welfare, Social Security). 5. Integration: Harmonizing goals (Grievance Redressal, Discipline, Teamwork). 6. Separation: Managing the exit (Retirement, Resignation, Layoffs).

5. Importance of HRM For the Organization: - Increases Productivity and Profitability. - Enhances Talent Retention. - Ensures Legal Compliance and ethical practices. For Employees: - Fosters Job Satisfaction and Team Spirit. - Provides opportunities for Career Growth and skill development. For Society: - Ensures fair employment practices. - Develops high-quality human resources for the nation.

6. History of Personnel Management (P/HRM) Early Stages (Pre-1900s): Focus on welfare, discipline, and basic administration (e.g., master-apprentice model). Industrial Revolution: Workers treated as 'glorified machine tools.' Need for basic administration and compliance with factory acts. Scientific Management (Early 1900s): Focus on efficiency, specialization, and finding the 'one best way' (Frederick Taylor). Human Relations Movement (1930s-1950s): Recognition of human needs and social factors (Hawthorne Studies). Shift from Personnel Management to a more 'people-centric' view. Modern HRM (1980s-Present): Integration with strategy; employees as a source of competitive advantage.

7. Traditional HR (THRM) vs. Strategic HR (SHRM) Feature | Traditional HRM (THRM) | Strategic HRM (SHRM) Focus | Solving day-to-day problems & administration | Achieving business goals and long-term vision Role | Reactive, Administrative, Compliance-focused | Proactive, Strategic Partner, Change Leader View of People | Cost Center / Expense | Human Capital / Investment Strategy Link | Fragmented, Little link to business strategy | Integrated, Aligned with corporate strategy

8. HRM in the New Millennium New Environment/Challenges: - Globalization and diverse workforces. - Rapid Technological Change (Digitization, AI). - Rise of Knowledge Workers and the need for continuous learning. - Increased demand for Work-Life Balance and flexibility. The Focus: Knowledge Management, building Organizational Learning Capabilities, and demonstrating Agility.

9. HR Policies, Procedures, and Programmes Policies: Guidelines for consistent decision-making (e.g., Policy: We promote from within whenever possible). Procedures: Specific steps for implementing policies (e.g., Procedure: 7-step recruitment process, from job posting to offer). Programmes: Coordinated sets of activities to achieve a goal (e.g., Programme: A 6-month Executive Trainee Development Programme). Key Principle: All three must be fair, transparent, and aligned with the organization’s overall strategy.

10. Role of the Personnel Manager (Modern HR Manager) 1. Strategic Partner: Translating business strategy into action plans for HR. 2. Administrative Expert: Ensuring efficient service delivery and regulatory compliance. 3. Employee Champion: Representing and listening to employees' concerns; boosting morale and commitment. 4. Change Agent/Leader: Driving and managing organizational transformation and cultural change. 5. Advisory Role: Advising line managers on all people-related issues.