Talent Acquisition

 MBA IT
 T3350-208
Unit 1
 Introduction to the concept of HR
Planning, Strategic Planning and Human
Resource Management
 Aim of HR Planning
 Process of HR Planning
HUMAN RESOURCE MANAGEMENT (HRM)
HRM defined as

“HRM is management function concerned with hiring ,

motivating and maintaining people in an
organization. It focuses on people in organization”

(Aswathappa, 2008, p.5)

Nature of HRM
Pervasive Force
People Oriented
Action Oriented
Future Oriented
Development Oriented
Enhance Employee Relations
 Interdisciplinary Function
 HRM: People’s Dimensions In Organizations
• HRM: the application of management functions
and principles related to employees

• HRM functions applicable every where (not for profit

and profit driven organizations)

• Employees decisions are integrated

• Employee decision brings effectiveness/efficiency in

organization

• HRM includes all major activities in professional life of

a worker

• All activities from employee entry to managing

performance and training until he or she leaves
 HRM Activities
• HR Planning
• Job Analysis and Design
• Recruitment and Selection
• Training and Development
• Remuneration
• Welfare
• Safe and Healthy Work Environment
• Industrial relations
Scope Of HRM

Employee
Remuneration Employee
Hiring

Career
Development HRM

Industrial Employee
Employee Motivation
Relation Maintenance
s

Source: Aswathappa, 2008, p.6

 The Semantics
There two terms
1. PM (Personnel Management )
2. HRM (Human Resource Management )
• PM and HRM are different in scope and
orientation
• HRM is broad concept
• PM and HRD (Human Resource Development)
are part of HRM
 HRM Functions and Objectives
The main objective of HRM is to ensure the availability
of willing and competent force to an organization

There are other objective of HRM too

1. Societal objectives

2. Functional objectives

3. Organizational objectives

4. Personal objectives
HRM FUNCTIONS AND OBJECTIVES

Societal Objectives

Organizational
Objectives

Functional
Objectives

Personal
Objectives

Source: Aswathappa, 2008, p.8

 HRM Functions and Objectives
1 Societal objectives

• Societal objectives of HRM make sure that the

organization is socially and ethically responsible

• Minimizing negative impact of societal demands on

organizations

• For example: laws forces organizations to be ethical

in recruitment, to minimize the discrimination
against hiring based on ethnicity, race, and religion
etc.
 HRM Functions and Objectives

2 Organizational objectives

• To determine the role of HRM in organizational

effectiveness

• Its purpose is to assist/serve organization

• HR department also serve other departments

 HRM Functions and Objectives

3 Functional objectives

• To maintain department contribution in

organizational effectiveness
• HR department services must fit into the
organizational needs
 HRM Functions and Objectives

4 Personal objectives

• To assist employees in achieving their

personal/individual goals

• Maximum contribution to organization

• Personal objectives are achieved when employees are

satisfied, motivated and retained
Satisfied employees excellent services excellent
organizational performance
 HRM Functions and Objectives
HRM Objectives Supporting Functions
Societal Objectives Legal compliance
Benefits
Union-Management relationship
Organizational Objectives Human Resource Planning
Employee Relations
Training and Development
Performance Appraisal
Placement
Functional Objectives Performance Appraisal
Placement
Personal Objectives Compensation
Training and Development
Performance Appraisal
Placement
Source: Aswathappa, 2008, p.10
 Organization Of HR Department
Two issues
• HR department placement in overall setup
• Composition of HR department
Structure of HR
• Structure of organization depend on whether
organization is small or large
• In small organization there is no need to have
separate department to deals with activities
relating to people
• Many small organizations even do not have
personnel managers
• Outsourcing to firms specializing in managing
accounts, pensions, funds and health & care
 Organization Of HR Department

• Earlier, in personnel department employee with little

knowledge and competencies were placed

• The responsibility was to arrange tours, picnics, and

retirement/farewell parties

• Now focus has changed, HR department has key

place in overall organizations

• Contrary to small-sized company, In large scale

organization there is big department heading by
Manager/Director
 Organization Of HR Department
• HR in Small Scale organization/unit

Owner

Production Marketing Accounts Office

Manager Managers Manager Manager

Personnel
Assistant

Source: Aswathappa, 2008, p.10

 Organization Of HR Department
• HRM in large scale organization

Chairman

Director Director Director Director

Production Finance R&D HRM

Deputy Deputy Deputy

Director Director Director
Recruitment Training Promotions

Source: Aswathappa, 2008, p.11

Skills and Proficiency of HR Managers

 Multi-knowledgeable
 Personal attributes
 Professional attitude
 Ethical attitude
 Outsourcing HR Activities
Outsourcing or Subcontracting: Transfer activities to
specialist organizations

Reasons
• Restructuring
• Downsizing
• Growth in business
• Decline in business

Benefits
• Cost efficiency
• Access to expertise