Introduction To Hrm

Unit 1 Human Resource Management Human resources is an increasingly broadening term with which an organization, or other human system describes the combination of traditionally administrative personnel functions with acquisition and application of skills, knowledge and experience, employee relations and resource planning at various levels. The field draws upon concepts developed in Industrial/Organizational Psychology and System Theory. Human resources have at least two related interpretations depending on context. The original usage derives from political economy and economics, where it was traditionally called labor, one of four factors of production although this perspective is changing as a function of new and ongoing research into more strategic approaches at national levels. This first usage is used more in terms of 'human resources development', and can go beyond just organizations to the level of nations. The more traditional usage within corporations and businesses refers to the individuals within a firm or agency, and to the portion of the organization that deals with hiring, firing, training, and other personnel issues, typically referred to as 'human resources management'.Different terms are use to denote human resource management. They are labour management, labour administration, labour management relations, employee employer relations, industrial relations, personal administration and human asset management. In simple words it can be defined as Employing people, maintaining and compensating their series in time with the job and organizational requirement. Human resource management is also an managerial function concerned with hiring, motivating and maintaining people in an organization. It generally focuses on people in organization. Human- People/us Resource- Assets/ costs of organization Management- it is controlling and coordinating to achieve some common goals or objective. HRM is generally a search for ‘best practices’ to generate high levels of employees, commitment and performance. A) Rational or economic view- emphasis on people as costs and resources to be worked to secure efficiency. B) Social or psychological view- Emphasis on people as not cost but as involvement. Human resource management serves these key functions: 1. 2. 3. 4. 5.

Recruitment & Selection Training and Development (People or Organization) Performance Evaluation and Management Promotions/Transfer Redundancy

6. Industrial and Employee Relations 7. Record keeping of all personal data. 8. Compensation, pensions, bonuses etc in liaison with Payroll 9. Confidential advice to internal 'customers' in relation to problems at work 10. Career development 11. Competency Mapping 12. Time motion study is related to HR Function 13. Performance Appraisal