HUMAN RESOURCE
MANAGEMENT
• “Machines won’t replace Us, They’ll force Us to Evolve”
• HRM is the
• Set of organizational activities
• Directed at
• Attracting, developing and maintaining
• An effective workforce
Every manager is an HR manager first.
WHY HRM?
• Because people lend competitive ADVANTAGE.
• Some of the HR policies in NEWS
Swiggy’s MOONLIGHTING policy.
Is it illegal for Japanese residents to be overweight?
[Link]
ck-it-illegal-japanese-residents-be-overweight/985445007/
NATURE OF HRM
• Inherent part of management
• People Centered
• Strategic and Long Term
• Integrated and Pervasive
• Continuous and Dynamic
• Multifaceted and evolving
• Data Driven and Analytical
• Impactful
PERSONNEL MANAGEMENT HUMAN RESOURCE MANAGEMENT
Meaning The aspect of management that is concerned The branch of management that focuses on
with the work force and their relationship with the most effective use of the manpower of
the entity is known as Personnel Management. an entity, to achieve the organizational
goals is known as Human Resource
Management.
Approach Traditional Modern
Treatment of manpower Machines or Tools Asset
Type of function Routine function Strategic function
Basis of Pay Job Evaluation Performance Evaluation
Management Role Transactional Transformational
Communication Indirect Direct
Labor Management Collective Bargaining Contracts Individual Contracts
Management Actions Procedure Business needs
Decision Making Slow Fast
Job Design Division of Labor Groups/Teams
Focus Primarily on mundane activities like employee Treat manpower of the organization as
hiring, remunerating, training, and harmony. valued assets, to be valued, used and
preserved.
IMPORTANCE OF HRM
• Hire the wrong person for the job
• Experience high turnover
• People not doing their best
• Waste time with useless interviews
• Company charged for violating the rules
• No proper training of employees
SCOPE OF HRM
• Human resources planning
• Job analysis design
• Recruitment and selection
• Orientation and induction
• Training and development
• Performance appraisal
• Compensation Planning and Remuneration
• Motivation, Welfare, Health and Safety
• Industrial relations
• Talent Acquisition and Management
• Recruitment:
• Example: Google uses advanced data analytics to identify suitable candidates,
leading to a diverse and highly qualified workforce.
• Selection:
• Example: Unilever implements rigorous interview processes and assessment
centers to ensure cultural fit and competency for chosen roles.
• Onboarding:
• Example: Marriott International provides immersive onboarding programs that
make new employees feel welcome and prepared for their roles.
• Performance Management:
• Example: Adobe utilizes regular feedback sessions and development plans to
empower employees and drive performance improvement.
• 2. Compensation and Benefits:
• Salary and wages:
• Example: Patagonia pays a living wage to all employees,
reflecting their commitment to social responsibility and
employee well-being.
• Benefits packages:
• Example: Netflix offers generous parental leave and vacation
policies, attracting talent and fostering work-life balance.
• Employee recognition:
• Example: Zappos implements peer-to-peer recognition
programs, boosting morale and motivation within the team.
• 3. Training and Development:
• Upskilling and reskilling programs:
• Example: Amazon invests heavily in training programs to help employees adapt to
technological advancements and career changes.
• Leadership development:
• Example: General Electric offers leadership training programs to develop future
leaders from within the company, ensuring a strong talent pipeline.
• 4. Employee Relations and Engagement:
• Conflict resolution:
• Example: Starbucks utilizes trained mediators to address workplace conflicts
effectively, maintaining a positive work environment.
• Communication and collaboration:
• Example: Slack prioritizes open communication with regular company-wide updates
and employee forums, fostering a sense of community.
• Employee engagement initiatives:
• Example: Google hosts internal hackathons and innovation
contests, encouraging employee creativity and participation.
• 5. Workplace Safety and Health:
• Safety protocols and training:
• Example: Boeing implements stringent safety protocols and
training programs to prevent accidents and ensure employee
well-being.
• Mental health and wellness initiatives:
• Example: Johnson & Johnson offers employee assistance
programs and mental health resources to support overall
employee well-being.
• 6. Compliance and Legal Matters:
• Maintaining legal compliance:
• Example: Microsoft has a dedicated legal team to ensure
compliance with labor laws and regulations, mitigating
potential risks.
• Diversity and inclusion initiatives:
• Example: Coca-Cola implements diversity and inclusion
training programs to create a more equitable and inclusive
workplace for all employees.
