1 Concept of HRM
- Managing people with a human approach — "management of man"
- Binds people + organisation → both goals met
- Recruit → Select → Train → Develop
- The "people dimension" of management
Megginson: skills/talents
Armstrong: strategic approach
Flippo: P-D-C-I-M-S
IIPM: people at work
Clinical: HRM = the physiology keeping the organisation's people (cells) healthy & coordinated.
2 Characteristics (6)
- Universal force & integral part
- People-oriented
- Staff function (service to line)
- Comprehensive (all levels)
- Line responsibility (own dept)
- Pervasive responsibility
Hook: "U-P-S-C-L-P"
3 Scope (IIPM 3 + added)
| Personnel | planning, recruit, select, train, pay, productivity |
| Welfare | canteen, crèche, medical, safety, recreation |
| Industrial Rel. | unions, bargaining, grievance, disputes |
HR PlanningEmp. Assistance
HRISOD (synergy)
StaffingTraining & Dev
4 Objectives (10)
- Procurement · Effective utilisation
- Desirable relationships · Raise morale
- Cost containment · Integration of goals
- Max individual development
- Satisfy needs + group goals
- Healthy employer–employee relations
- Disciplined atmosphere
5 Importance — 4 Levels
| Enterprise | attract/retain, develop, cooperation, future team |
| Professional | quality of work life, teamwork, growth |
| Social | dignity of labour, jobs↔seekers, health |
| National | skilled manpower → economic growth |
Trading: Human capital is the compounding asset — same resources, different people = different returns.
6 Functions
Managerial (P-O-D-C)
- Planning — forecast HR needs
- Organizing — structure, authority
- Directing — the "heart", initiates action
- Controlling — audit, turnover, morale
Operative (5)
| Procurement | job analysis→HRP→recruit→select→place→induct |
| Development | appraisal, training, exec dev, career |
| Compensation | job eval, wage/salary, bonus (Act 1965) |
| Integration | motivation, grievance, bargaining, QWL |
| Maintenance | health, fringe benefits, PF/pension/gratuity |
Trap: Recruitment = attract (positive). Selection = screen & choose (negative).
7 Role of HRM (8)
SpecialistHumanitarian
CounsellorMediator
SpokesmanProblem Solver
Change AgentManpower Mgmt
8 Evolution (7 Eras)
Seeds: Industrial Revolution 1850s → India early 1900s
| 1 Trade Union | Whitley 1911; Act 1926 → bargaining |
| 2 Social Resp. | Robert Owen — paternalism (owner=father) |
| 3 Scientific | F.W. Taylor — 4 principles |
| 4 Human Rel. | Mayo — Hawthorne 1924–32; Munsterberg |
| 5 Behavioural | behaviour → efficiency; people enjoy work |
| 6 Contingency | Follett — Law of the Situation |
| 7 Systems | Technical+Social+Power sub-systems; MIS core |
Clinical (Human Rel.): Hawthorne = the placebo effect — being observed/cared for changed outcomes more than physical conditions.