HUMAN RESOURCE
MANAGEMENT
(HRM)
Introduction
2
In
Contd
5
Evolution of HRM
7
Contd
8
Scientific Management
Scientific
Human
The
Management
Relations Movement
Scientific Management
10
F.W.
Contd
13
work of pioneers,
human
capital concept,
concept
the
new HRM.
14
15
16
17
18
Nature of HRM
19
Human Focus
People concern, develops & utilize human potential,
regard people as an important asset of organization
Management Function
Applies mgmt principles & functions, perform by all level
of managers
Dynamic
Affected by changes in envn (political-legal, economic,
socio-cultural & technological)
Mutually oriented
Mutuality between employer and employees.
Continuous-ongoing activity
Components of HRM
20
HRM Process
21
Contd
22
Recruitment
Selection.
24
Induction/orientation
Performance Appraisal
Career Development
Work-life Balance
Labor-management Relations
Functions of HRM
28
Input
Human energy
& competencies
Organizational
Plan
HR Plan
HR Inventory
Job Analysis
Process
Acquisition
Development
Utilization
Maintenance
Feedback
Output
Organizational
Goals achievement
Quality of work life
Productivity
Readiness for change
Personal
Commitment
Competence
Congruence
Challenges to HRM
30
Globalization
Technological Advances
Nature of work
Size & composition of the workforce.
Rising employees' expectations
Life-style changes
Less attached/temporary employees
New HRM concerns
Learning organizations
Impact of new economic policy.
Political ideology of the Government.
human energies.
It is least concerned with developing human
competencies and potential for growth of employees.
Its focus is on achieving organizational goals without
much regard to personal goals of employees.
HRM has not assumed a strategic role in Nepalese
management.
People are not considered as a source of competitive
advantage and important assets.
Contd
33
Contd
34
formulation.
Human resource development has remained an area
of low priority. This has retarded professionalism in
HRM. Performance based HRM practices are
lacking.
Legal framework has remained weak and largely
welfare oriented.
HRM is short range oriented. It is least concerned
with future potential development of employees.