Paper

HR-01: Human Resource Management

Session Unit 1
Topic

Concept and Scope of HRM

Presenter

S.C Kapoor
Executive Director
THIRD MILLENNIUM
BUSINESS RESOURCE ASSOCIATES
PRIVATE LIMITED

Human Resource (Personnel)

Management
Resources defined
Means of supplying a want or a stock that can
be drawn upon.
Resources
Money, Machines, Materials and Human.
To manage is to organise the use of
resources towards the objectives of an
enterprise.

Human Resource (Personnel)

Management Contd.
All the resources can be managed through
the Human Resource and Human
Resource can be managed only through
Human Resource.
Human Resource is the only resource
which has a Will to Do component along
with the Ability component.

Human Resource Management

(HRM) Aims At
Obtaining
and
employees.

retaining

efficient

Development of a highly motivated

smoothly functioning workforce.
Management Means:
Manage / Men / T (actfully)

Human Resource (Personnel)

Management Contd.
Traditional Definition
Human resource management is the
moulding of the human resources in such
a fashion that the goals of the
organisation are met and at the same time
the need satisfaction of all the employees
at all the levels is attained to the highest
possible degree.

Human Resource (Personnel)

Management Contd.
Modern Definition
Human Resource (Personnel) Management
is the planning, organising, directing and
controlling
of
the
procurement,
development, compensation, integration,
maintenance, and separation of human
resources to the end that individual,
organisational and societal objectives are
are accomplished.

Human Resource Management

Management Functions
1. Planning
Determination in advance of a personnel
programme that will contribute to goals
established for the enterprise.
2. Organising
Designing the structure of relationships
among jobs, personnel and physical
factors.

Human Resource Management

Management Functions Contd.
3. Directing
Getting people
effectively.

to

work

willingly

and

4. Controlling
Regulating activities in accordance with the
personnel plan formulated on the basis of
fundamental organisational goals.

Profile of An HR Professional
To be a successful strategic human resource
management professional, one needs to have
the negotiation skills of Mahatma Gandhi,
the care and compassion of Mother Teresa,
the brain of Dr. A.P.J. Abdul Kalam,
the big picture mentality of Late Dhirubhai Ambani,
the charm and charisma of Ms. Aishwarya Rai
and the hide of a Rhinoceros.

Changing Role of HRM

1900s
1940s
1960s
1980s

Employee Advocate
Passive Administrator
Reactive Provider / Compliance Monitor
Reactive Partner / Specialist Service
Provider

1990s - Proactive Partner / Business Manager

2000s - Change Agent / Internal Consultant

Human Resource Management

1. Policy and Planning
A. Guidelines for Carrying Out Human
Resource Management
B. Job Analysis, Evaluation and Rating
C. Human Resource Inventory, Accounting
and Audit
D. Demand and Supply Forecasting

Human Resource Management

Contd.
2. Procurement /Acquisition / Employment
(Recruitment and Selection )
A. Relevant Hiring Qualifications
B. Preferred Sources for Recruitment
C. Choosing Appropriate Selection Tools /
Methods
D. Ensuring Best Fit between Jobs and
Candidates

Human Resource Management

Contd.

3. Development
(Skill
enhancement
appropriate Work Performance)

for

A. Bases / Competencies for Employee Career

Progression
B. Decision on Appropriate Mix of On-the-Job and
OfftheJob Training
C. Delivery of NonExecutive and Executive Level
Training Programs
D. Other support for Employee Development like
opportunity to work on Cutting Edge Technology
Projects

Human Resource Management

Contd.

4. Compensation (Financial and Non-Financial

Rewards)
A. Appropriate Compensation (Wage and Salary)
Structure benchmarked to Industry Norms and
sufficient to keep employees motivated towards
achieving Organisational Goals.
B. Other Reward Schemes like ESOPs, Opportunity
to work on Preferred Projects, Dollars Salaries,
etc.
C. Newer / Novel Ways of Compensating Employees

Human Resource Management

Contd.

5. Integration (Harmony between individual and

organisational interests)
A. Designing
of
systems
that
automatically
recognizes good performers
B. Designing grievance handling system
C. Delegation of authority and responsibility with a
view to develop a sense of ownership
D. Empowerment
E. Inter and intranet
F. Gender issues

Human Resource Management

Contd.

6. Maintenance (Retention of able and

willing employees)
A. Employee Services to be provided
B. Systems design to reduce Attrition Rate
below industry norms

Human Resource Management

Contd.

7. Separation (Parting of ways in the most

amicable manner)
A. Ensure smooth processing of resignations,
retirements, terminations and in death
cases.
B. Voluntary Retirement Schemes
C. Mechanism to learn from separations, e.g.,
Exit Interviews

Six Senses of A Human

Resources Professional
1.
2.
3.
4.
5.

Sound Human Relations

An Eye for Spotting Talent
A Nose for Smelling Opportunities
A Feel for Team Work
A Taste for Building Organisational
Culture
6. Creative Initiative
Source: Wipro Infotech Ad

My grateful thanks
to
Mr. Sidharta Mukherjee
Mr. S.C. Kapoor
Mr. K.K. Srivastava
Ms. Charu Malhotra
Mr. Mohammad Arif
and
many others from whom I have learnt immensely

THANK YOU !