Human Resource

Management

Prof. DEBASISH DUTTA

HRM Meaning and Definition

Human Resource Management is also a
function of management, concerned with
hiring,
motivating
and
maintaining
people in an organization.
It focuses on people in the organization.

HRM Meaning and Definition

Organizations does not only consist of building,

machines or inventories. It is people they manage
and staff the organization
HRM applies management principles in procuring,
developing, maintaining people in the organization.
Aims at integrated decision making and decisions on
different aspects of employees are consistent with
other HR decisions
HR Decisions must influence effectiveness of the
organization leading to better service to customer
and high quality product and services at reasonable
price.
It is not confined to business establishment only,
HRM is applicable also to the non business
organization,
like
government
department,
education, health care etc.

Definition

Human Resource Management is a

series of integrated decisions that
form the employment relationship;
their quality contributes to the
ability of the organizations and the
employees
to
achieve
their
objectives.
- Milkovich and Boudreau

Definition

Human Resource Management is concerned with

the people dimension in management. Since
every organization is made up of people,
acquiring their services, developing their skills,
motivating them to higher levels of performance
and ensuring that they continue to maintain their
commitment to the organization are essential to
achieving organizational objectives. This is true
regardless of the type of organization
government,
business,
education,
health,
recreation or social action.
- David A. Decenzo and Stephen P. Robbins

Importance of HRM
COMPETITVE
ADVANTAGE

ORGANIZATIONAL
STRATEGIES

ORAGANIZATIO
NAL
PERFORMANCE

Provide edge by
creating superior
shareholder value

Manager must
work with
people and treat
them as partner

Work performance
increase both individual
and org. performance

HRM PROCESS

HUMAN RESOURCE PLANNING

Human Resource Planning

Human Resource Planning is the
process of forecasting a firms future
demand for, and supply of, the right
type of people in the right number.

Definition

Human Resource planning includes

the estimation of how many
qualified people are necessary to
carry out the assigned activities,
how many people will be available,
and what, if anything, must be done
to ensure that personnel supply
equals personnel demand at the
appropriate point in the future.

Definition

Specifically, human resource planning is the

process by which an organization ensures that
it has the right number and kind of people, at
the right place, at the right time, capable of
effectively and efficiently completing those
tasks that will help the organization achieve its
overall objectives. Human resource planning
translates the organization's objectives and
plans into the number of worker needed to
meet those objectives. Without a clear cut
planning, estimation of an organization's
human resource need is reduced to mere
guesswork.

David A. Decenzo and Stephen P. Robbins

HR PLANNING STEPS 1

ASSESSING CURRENT HR
Begin by taken inventory of the current employees
Inventory include info of employees for e.g.
Name ,Education, training ,language spoken, specialized skills etc

JOB ANALYSIS

Job

Job may be defined as collection or

aggregation of tasks, duties and
responsibilities which as a whole,
are
regarded
as
a
regular
assignment
to
individual
employees.

Job Analysis

Job Analysis is the process of

studying and collecting information
relating to the operations and
responsibilities of a specific job. The
immediate products of this analysis
are
job
description
and
job
specification.

Job analysis involves following steps:

Collecting and recording job information

Checking the job information for accuracy

Writing job description based on

information

Using the information to determine the

skill, abilities and knowledge

Updating the information from time to time

Job Description

A list of jobs duties, responsibilities,

reporting
relationship,
working
conditions,
and
supervisory
responsibilities.

Job Specification

A list of jobs human requirements

that is, the requisite education,
skills, personality and so on.

JOB ANALYSIS
A process of obtaining all pertinent job facts

Job Description
Job Title

Location
Job summary
Duties
Machine tools etc
Material etc
Supervision
Working condition
Hazards

Job Specification
Education

Experience
Training
Initiative
Physical effort
Responsibilities
Communication skills
Emotional characteristics
Unusual sensory sight etc.

MEETING FUTURE HR NEEDS

Future HR needs are determined by

the organizations
Mission
Goals
Strategies
Demand for employees result from
demand for the o products and
services
Estimate areas of under and over
staff

RECRUITMENT

Recruitment

It is the process of finding and

attracting capable applicants for
employment. The process begins
when new recruits are sought and
ends when their applications are
submitted. The result is pool of
applicants
from
which
new
employees are selected.

DIFFERENT APPROACHES

a)
b)
c)
d)

Managers uses different approach to find potential

job candidate
Internet
Employee referral
College recruiting
Professional recruiting organization

SELECTION

Selection

Selection
is
the
process
of
differentiating between applicants in
order to identify those with a
greater likelihood of success in a
job.
Determined the best qualified for
the job
Prediction

Basic Testing Concepts

Generally tests are administered to

determine the applicants

Ability
Aptitude
Personality
Interest

Interviews

Formal, in depth conversation conducted

to evaluate the applicants acceptability.

Two-way exchange of information, the

interviewers learn about the applicant,
and the applicant learns about the
organization

TYPES OF INTERVIEW
1.
2.
3.

One to one interview

Sequential Interview
Panel Interview

Interview may be
One to one Interview

Only two participants

1. Interviewer
2. Candidate

Sequential Interview
1

Involves series of interviews

Candidates moves from room to room

Panel Interview

Two or more interviewers

Formal

Objectives of Interview

Helps obtain additional information

from applicant

Facilitates giving general information

to applicant

Help build image of the organization

4.

ORIENTATION

Introduces a new employee to his

or her job and the org.
Reduces surprise resignation

5. TRAINING

To meet international standards

Manager is responsible for deciding what type of
training employees need
And when they need it
Continuous training beat turn over by 20-25%
Most companies train their employees through Elearning
Training mostly needed by IT CO.

6. PERFORMANCE
MANAGEMENT

PERFORMANCE MANAGEMENT
SYSTEM
A system that establishes
performance standards that are
used to evaluate employee
performance

METHOD OF PERFORMANCE
APPRAISAL

1. MBO
evaluate how well they accomplish specific goals

Focus on goals ;result-oriented

time consuming

2. 360 DEGREE APPRAISAL

Utilize feedback from superior, employees and co-workers

+Through
- Time consuming

3. WRITTEN ESSAY
Evaluator writes a description of employees strength and
weaknesses, past performance and potentials
Provide suggestin for improvement
+ simple to use
- maybe better measure of evaluators writing ability that of
employees actual performance

4. MULTIPERSON COMPARISION
Employees are rated in comparison to other
+ compare employees with one another
- difficult with large number of employees

7. Compensation and benefit

Reward for services one performe

paid according to performance
wages ..motivating factor
help to attract and retain competent and talented
individuals who help the org. to accomplish goals
and mission

8. Career development

Career Development is the process

by which employees progress
through a series of stage, each
characterized by a different set of
development tasks, activities and
relationship.

Career Development is a formal

approach used by organization to
ensure employees have the desired
qualifications and skills when
required. Also soon as a continuous
process that involves the progress
of an individual through many
stages of life and every stage has
its own issues terms and tasks