Comprehensive Overview of Human Resource Management

Human Resource Management (HRM)

The process of managing people in an organization, including recruiting, training, motivating, and retaining employees.

Objectives of HRM

The goals of HRM which include hiring the right people, training and developing employees, keeping employees motivated, building good relationships between workers and management, following laws related to employees, and ensuring the organization has the necessary personnel.

Managerial Functions of HRM

Functions that involve planning and decision-making, such as planning, organizing, directing, and controlling.

Operative Functions of HRM

Day-to-day HR tasks including recruitment and selection, training and development, compensation, performance appraisal, employee relations, health & safety, and compliance.

Recruitment and Selection

The process of finding and choosing the right people for jobs.

Training and Development

Teaching new skills and helping employees grow.

Compensation

Deciding salaries, bonuses, and benefits for employees.

Performance Appraisal

Checking how well employees are performing their jobs.

Employee Relations

Solving problems and building teamwork among employees.

Health & Safety

Making sure the workplace is safe and healthy for employees.

Compliance

Following labor laws and company policies.

Importance of HRM

HRM improves employee performance, increases company productivity, reduces employee turnover, ensures legal compliance, creates a positive work culture, and supports company goals and strategies.

Scope of HRM

HRM covers everything related to employees, including manpower planning, job analysis and design, hiring, training and career development, compensation and benefits, employee safety and health, and labor relations.

Nature/Features of HRM

HRM is people-oriented, goal-oriented, a continuous process, universal, integrated, and development-focused.

People-Oriented

HRM focuses on people, not machines.

Goal-Oriented

HRM helps achieve both personal and organizational goals.

Continuous Process

HRM is a regular activity that never stops.

Universal

Every company needs HRM, whether big or small.

Integrated Approach

HRM works with all other departments.

Development-Focused

HRM aims to grow employees' skills and careers.

Right People at the Right Job

HRM ensures qualified employees are hired for the right role.

Increases Productivity

Training, motivation, and performance management improve work quality.

Reduces Turnover

Happy and satisfied employees tend to stay longer.

Legal Compliance

HRM follows all labor laws, avoiding legal trouble.

Improves Employee Morale

HR builds good relations between management and staff.

Supports Organizational Goals

HR helps align people's work with company strategy.

Motivation

Encouraging employees to perform better.

Employee Retention

Reducing resignations by creating a positive work culture.

Employee Satisfaction

Creating a healthy work environment.

Compliance with Laws

Following labor rules and regulations.

Organizational Growth

Helping the business grow by managing people effectively.

Planning (HRM)

Estimating HR needs and preparing accordingly.

Organizing (HRM)

Assigning duties and coordinating HR tasks.

Directing (HRM)

Guiding, motivating, and leading employees.

Controlling (HRM)

Monitoring HR activities and correcting mistakes.

Recruitment & Selection

Finding and hiring the right people.

Training & Development

Improving employees' skills.

Human Resource Planning

Forecasting future HR needs.

Job Analysis and Design

Defining duties, roles, and structure.

Training and Development (Scope)

Skill-building activities.

Performance Appraisal (Scope)

Measuring employee output.

Compensation Management

Wages, salaries, and perks.

Employee Welfare and Safety

Ensuring a safe, healthy, and happy work environment.

Labour Relations

Dealing with unions and disputes.

Career Planning

Helping employees grow in their career.

Features of HRM

Characteristics that define HRM.

Integrated Function

Works with all departments (like finance, production, etc.).

Science and Art

Uses rules (science) and people skills (art).

Importance of Employee Development

Key HRM function that helps workers grow through training, learning, and experience.

Benefits of Employee Development

Improves productivity, increases job satisfaction, helps employees get promoted, reduces errors and mistakes, builds confidence and loyalty.

Industrial Relations

Handling unions, employee issues, and resolving conflicts.

Career Planning and Succession Planning

Helping employees grow and planning who will take up key roles in the future.

Perspectives of HRM

Different ways to look at HRM depending on the situation.

Strategic Perspective

Aligning HRM with company's long-term goals to help the company succeed in the market.

Operational Perspective

Focus on day-to-day HR tasks and services to ensure the company runs smoothly.

Human Capital Perspective

Employees are seen as valuable assets, focusing on developing their skills and using their talent fully.

Functions of HRM

Different roles or duties HR performs to manage employees and help the organization grow.

Managerial Functions

Planning, Organizing, Directing, Controlling applied to manage people efficiently.

Operative Functions

Specialized HR tasks focused directly on employees and workplace management.

Compensation & Benefits

Deciding salaries, bonuses, health insurance, incentives, etc.

Handling grievances

Addressing employee complaints and issues.

Health, Safety & Welfare

Ensuring a safe and healthy work environment.

Compliance with Labor Laws

Making sure the organization follows all government rules.

Technological Advancement

Using modern tools, software, and systems to make HR work faster and better.

Digitization

Converting manual and paper-based HR tasks into digital formats.

HR Function: Recruitment

Using online job portals, AI resume screening, and video interviews.

HR Function: Training & Development

Utilizing e-Learning platforms and virtual training.

HR Function: Payroll Management

Implementing automated salary systems and tax calculations.

HR Function: Performance Management

Employing digital appraisal systems and 360-degree feedback apps.

HR Function: Employee Records

Using cloud-based storage for employee files and digital attendance.

HR Function: Onboarding

Conducting online orientation programs and providing digital joining kits.

HR Function: Communication

Using HR chatbots and internal messaging tools like Slack and MS Teams.

HR Function: Analytics

Utilizing HR dashboards to track employee performance and turnover.

Benefits of Technological Advancement in HRM

Includes faster processes, better decision-making, improved employee experience, cost savings, remote work support, accuracy and transparency, and legal compliance.

Data Security

Employee information must be protected from hackers.

Employee Resistance

Some employees may not be comfortable with new tools.

High Initial Cost

Buying software or setting up systems can be expensive.

Training Needed

HR staff must learn how to use new tools.

Over-Reliance on Tech

Too much automation may reduce the human touch in HR.

Examples of HR Technology Tools

Includes SAP HR, Zoho People, LinkedIn Talent Solutions, Workday, Slack/MS Teams, and online learning platforms.

Purpose of SAP HR

End-to-end HR management system.

Purpose of Zoho People

Payroll, leave, and attendance tracking.

Purpose of LinkedIn Talent Solutions

Recruiting and job posting.

Purpose of Workday

HR planning, analytics, and workforce management.

Purpose of Slack/MS Teams

Communication and collaboration.

Purpose of Coursera / Udemy / Moodle

Online learning and employee development.

Globalisation

Globalisation means the interconnection of countries, businesses, and people across the world — through trade, technology, travel, and communication.

Global HRM (International HRM)

When HRM adapts its policies and practices to manage employees from different countries and cultures, it becomes Global HRM.

Diverse Workforce

Manage employees from different countries, cultures, languages.

Cross-border Hiring

Recruit talent internationally.

Communication

Use technology to connect teams across time zones.

Employee Mobility

Manage visas, travel, and relocation for employees working in different countries.

Cultural Sensitivity

Respect different traditions, habits, and work styles.

Strategic HR Planning

HR needs long-term plans to support global growth.

Technology Use

Use global HR software for payroll, recruitment, etc.

Talent Management

Attracting and retaining talent worldwide.

Global Leadership Development

Train leaders to manage international teams.

Flexible Policies

One policy may not fit all countries; HR must adapt rules.

Benefits of Global HRM

Access to Global Talent - Best minds from anywhere in the world.

Learning and Innovation

New ideas from diverse cultures.