01 Nature and Scope of HRM

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    Amity Business School, Gwalior

    HUMAN RESOURCE MANAGEMENT

    MODULE I

    - Human Resource Management in Perspective

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    Nature and Scope of HRM

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    Importance of Human Factor

    1. Output will be greater than the input

    2. Each individual is different from others on the basis

    of culture, education, environment, background, etc

    3. The employing organisation, cant purchase theloyalty, dedication, devotion towards the

    organisation.

    4. Time passes human factor can bring experience to

    organisation to accept the challenges

    5. Recent developments like legislation, trade unions

    enhanced their importance

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    Nature of HRM

    1. Ogranisation is the people who manage.2. HRM involves acquisitioning, developing, and

    maintaining people

    3. Decisions relating to employees must be integrated.

    4. Decisions made must influence the effectiveness of

    an organisation.

    5. HRM functions are applicable to Non-business

    organisations also.

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    Scope of HRM

    HRM

    Industrial Relation

    Maintenance

    Prospects

    Nature of HRM

    Employee Hiring

    Remuneration

    Motivation

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    Objectives of HRM

    Personal Objectives:-

    To assist employees in achieving their personal goals, thesegoals enhance the individuals contribution to the organisation.

    Functional Objectives:-

    To maintain the departments contribution at a level appropriate

    to the organization's needsOrganizational Objectives:-

    To recognize the role of HRM in bringing about organizational

    effectiveness.

    Societal Objectives:-

    To be ethical and socially responsible to the needs and

    challenges of the society.

    Minimizing the negative impact of such demands on

    organisation.

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    Broad Functions of HRM

    HRM Objectives Supporting Functions

    1.Societal 1.Legal compliance2.Benefits

    3.Union-Mgmt relation

    2.Organisational 1.HR Planning

    2.Employee relation

    3.Selection

    4.T &D

    5.Appriasal

    6.Placement & 7.Assessment

    3.Functional 1.Apprisal 2. Placement3.Assessment

    4.Personal 1.T&D

    2.Placement

    3.Compemsation 4.Assessment

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    Evolution of HRM in India

    Period Develop-

    ment Status Outlook

    Emphasis Status

    1920s -

    1930s

    Beginning Pragmatism

    of Capitalist

    Statutory, Welfare,

    paternalism

    Clerical

    1940s -

    1960s

    Struggling for

    reorganization

    Technical,

    legalistic

    Introduction of

    Techniques

    Administration

    1970s-

    1980s

    Achieving

    sophistication

    Professional,

    Legalistic,

    Impersonal

    Regulatory,

    Conforming,

    Standards on

    functions

    Managerial

    1990s Promising Philosophical Human values,

    productivity

    through people

    Executive

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    GENERAL MANAGEMENT Vs HRM

    GM HRM

    1. Holistic view of

    organisation

    2. Managerial

    3. Constituion of the

    organisation

    4. Face of the organisation5. Spokes person (figure

    head)

    1. Focused

    2. Functional

    3. Strategiest

    4. Integrators

    5. Excutors

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    Understanding of HRM

    HRM is a management function concerned withoHiring,

    oMotivating, and

    o

    Maintaining people in the organisation.o It focuses on people in the organisation.

    HRM is broad concepto Personnel Management (PM) &

    o Human Resource Development are part of HRM.

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    Composition of HRM Department

    Director HRM

    Managerial Manager Administration Manager-HRD Manager- IR

    Personnel

    Appraisal T & D

    pr Canteen Medical Welfare Transport Legal

    HRP Hiring Grievance Handling Compensation

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    THE END