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7/31/2019 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