 Introduction:

Human Resource Management is Definite as a system of activities and strategic that focus on
successfully managing employees at all levels an organization to achieve organization goals.
Employees are the human resource of an organization and its most valuable asset to be
successful organization. Organization must take employee productivity a major goal. The level of
productivity can vary depending on the skill levels the employees demonstrate in their job and
the satisfaction levels of the employees with the organization and their jobs to develop a high
performance and effective work force, the organization should use human
resource management input in the following organizational areas :-

i) Establishment of legal and ethical management system.

ii) Job analysis and job design.
iii) Recruitment and selection.
iv) Healthcare career opportunities.
v) Distribution of employee benefit.
vi) Employee motivation.
vii) Negotiation with organized labor.
iix) Employee termination.
ix) Determination of emerging and future trends in healthcare.
x) Strategic planning.

 History of HRM:
Modern HRM cannot be traced back to the experiments conducted by Frederick W. Taylor , Who
is considered as the father of scientific management who envisaged and pioneered in improving
efficiencies in business organization later works by Elton Mayo formed the basis for modern
human resource management as we know today. Human resource management is a way of
management that links people related activities to the strategy of a business organization.
Human resource management are by far the most important resources for any organization.
Needless to say that making the best possible used to the resource is critical to the fate of
organization and hence one of the most important priority for the managements of the
organization.

i) People are vital for effective.

ii) Operation of an organization it is people, not buildings that make a company successful.
Iii) Assets make thing possible but people make things happen.
iv) Employees pay dual-role.
First, as a tractor of production.
Second, it makes other factors operative and productive.

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 Importance of HRM:
The importance of human resource management has increased those days because
management can achieve the organizational objects only with the co-operation of the people
working in the organization. Without the efficient use of human resource management can
never accomplish organization objectives .Therefore, creating and maintaining a motivated
workforce is the central responsibility of management everywhere.
HRM roles Include:
> Apply quality and productivity principles to improve HRM function.
> Make policies clear, consistent and complimentary or synergistic.
> Facilitate implementation of quality and productivity interventions.
> Attention to such functions as staffing, training, appraisal and compensation to ensure fit
with organizations goals: if goals change, function need to change.

 Nature of people:
Characteristics of Human Resource:
Multiplicity of rules assumed by individuals. A person plays many different rules in the
society. Those rules are conflicting in nature. There is no average person. Two persons are not
the same. This is called individual differences. People are heterogeneous. People are
dignified. Treat them with respect and dignity. People appreciate as time goes on. People gain
more knowledge and experience.
Human being should be considering as a whole person. Human is a total person influenced by
internal and external factors. His working life is affected by social and family life.
People can be motivated. Motivation is the willingness to extent more affords to achieve
arrangement go on.

 Competitive Advantage Through people:

Productivity can be achieved through people. People provide organization with the source of
competitive arrangement. People are becoming a great differentiating factor. Selection at
people who are smarter, better more motivate and more committed will help to achieve
competitive advantage through people. Gaining competitive advantage through people requires
following guidelines –
> Employments security.
> Selectivity in recruiting.
> High wages and salaries.
> Incentive pay.
> Employee ownership.
> Employee empowerment on participation.
> Information Sharing.
> Training and Skills.
> Treat people with respect and dignity.

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 HRM in a global village:
The global village is a term that reflects state of business in our world. Rise of multinational and
transactional corporation place new requirement on human resources managers. For instance,
human resource must ensure that the opportunities of employees in term of knowledge, skills
and cultural adaptability are available to handle the global assignments.
In order for human resource to meet their goal, they must train individuals to need the
challenges for global village. First of all, there must be means for those works to gain a working
knowledge of the language of country in which they will work.

 Promotion from within – Meaning of management:

Management is knowing exactly what you want me to do and then seeing what they do it in the
best and cheapest way. Management is the process to achieving organizational objectives
though engaging in fine major functions of planning, organizing, staffing, leading and controlling
the application of planning, organizing, staffing, directing and controlling functions in the most
efficient manner possible to accomplish objectives is known as, management.
Planning
Planning is the projected course of an action. It is deciding in advance what is to be done in
future. Planning is the design for tomorrow.
Organizing
It is the process of arranging and allocating resources necessary to achieve organizational
objects. Their resource is both human and non-human resources.
Staffing
The management functions of selection, planning, placing, training, developing &
compensating subordinates.
Leading
Leading is the process of influencing people to have desired behavior necessary to achieve
organizational objectives.

 Definition of HRM:
Management is getting things done through other people. Management is nothing but
hanging people at work.
HRM is a field of management involves planning, organizing, directing and controlling the
function of procuring, developing, maintaining and motivating a labour force. It is a process of
acquiring, training, appraising, developing and compensating employees and attending to their
labour relations, health and safety and fairness concerns.

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 Does HRM really Matter?
The landmark HCI study conducted in 1999 in 750 north American and European companies
indicated that quality HRM service improve both the financial well being of an organization and
assured share-holders. The companies studied by Watson Wyatt indicated that over a five year
period quality HRM proved that 64% total return to share-holders as compared to 24% return
for companies with weaker HR practice, in other words organization that spend the money to
have quality HR program perform better than those who do not.

 Functions of HRM:
There are four functions responsible for working in HRM-
>Staffing
>Training and Development
>Motivation
>Maintenance
These function come to the organization consecutively.

Staffing

Maintenance HRM Training and

Development

Motivation

 Staffing Function: There are mainly three steps or process of Human Resource
Management.
 Planning
 Recruitment
 Selection

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 Planning: The steps taken in estimated the size and makeup our future workforce.
 Recruitment: Recruitment is the steps to staff an organization with the best classified
people.
There are three important steps of recruitment and these are :
 Job Analysis.
 Job Description.
 Job Specification.
 Job Analysis: Job analysis is the process of determining what knowledge, skills
and abilities an employee needs to successfully do the job.
 Job Description: Job description uses the data from job analysis and inform
about job’s duties, technology, conditions.
 Job Specification: Job specification state the qualifications needed to perform a
job.
 Source of Recruitment: Mainly two Sources.

Recruitment Sources

Internal Source External Source

 Internal Sources: Internal sources of recruitment involve present employees, friends of

employees. Former employees and previous applicants. Many reputated company hire
people from these sources.
 External Sources: If needed human resources are not available within the company
outside sources must be tapped.
External source means recruit people on employee outside the company. New
applicants can be found through advertisements in newspapers, trade, journals and
magazines.

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  Selection:
Selection process is the series of step that starts with initial screening and ends with a
decision to hire the person.
Steps of Selection Process

Preliminary Application Blank Employment Employment

Screening interview Completed Interviews tests

Background and Physical Decision to hire

Reference checks Examination

 Training and Development Function:

There are four phases of training and development.
> Employee training.
> Employee development.
> Organization development.
> Career development.
Training of employees involves two tasks:
 Orientation.
 Skills training.
 Orientation: Most large company has a formal orientation program for new
employees about working hours, pay, parking, rules facilities and so on. The HRM
department usually coordinates the orientation but the immediate supervisor is
the key to the process.
 Skills Training: Training is a continual process of helping employees perform at a
high level. It begins on the persons first day at work. It may occur in the workplace.
But it should always be supervised by training experts.

There are mainly four types at skill training.

 On the Job training.

 Off the job training.
 Vestibule training.
 Classroom training.

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 On the job training: On the job training is a process of instructing while working on it,
which will improve their performance. Example: The Expertise employee of a company
coaches the new employee, and helps him to cope up with the job.

Off the job training: it is a process that is for education which will improve their
performance. Example: video, lecture, seminar, etc. It can help an employee to learn
more about the particular job.

Vestibule training: This is training in a mock-up facsimile of the actual work area.

Classroom training: Numerous classroom methods are used by business organization.

The lecture – a formal, organized presentation is one method.

Ɵ Development
The process of developing and educating selected personnel in the knowledge,
skills, and attitudes needed to manage in future positions.
Employees can acquire the knowledge ,skills ,attitudes and understanding
necessary to become successful managers through two types of programs:
 On the Job Development
 Formal Management Development
 The Motivation Function:
So HRM should ensure the following activities to motivate the employees.
>Defining the requirements of the job.
>Matching the requirements with the applicants.
>Training employee.
>Setting job design.
>Setting performance standards.
>Establishing effective compensation and benefits programs.
>Decision making and
>Understanding the Implication of motivational theories.
 Translating HRM Functions into Practice

Effective HRM Communication programs involve following elements:

>Top Management Commitment.
>Effective Upward Communication.
>Determining what to Communicate.
>Allowing for Feedback.
>Information Sources.

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 Compensation:
A compensation system as one objective that is to create a system of rewards that is acceptable
for both employer and employee. Because without the satisfaction of both sides no organization
can achieve their objectives.
Compensations are direct and indirect.
a) Direct Compensation:-A direct compensation is an employee’s base pay and performance
base pay, Example: salary, wages
b) Indirect Compensation:-Indirect compensation includes an employee’s federally required
and state mandated protection programs, Example: private protection programs, paid leave.
Benefits
Benefits are the forms of indirect compensation that have financial in nature.
Services
Formers of indirect compensation that are programs supplied by employers for employees use.

 Principles of HRM:
> Treat people with respect and dignity.
> Treat people as adults.
> Deal with people as complete individuals.
> Treat all employees with justice.
> Provide people with opportunities for growth and development.
> Make people feel that they are important.
> Rewards should be earned, not given.
> Do not underestimate the potentials of people.
> Supply people with all relevant information.

 Philosophy of HRM:
Labour is viewed with as a technical function of production. They are treated as commodity and
they can be bought and sold. They are hired and fired at will. It is consistent with theory X.
Labour is viewed a human factor with a lot of positive potentials, So they must be treated with
respect dignity. This is consistent with theory y or McGregor.

 Conclusion:
Managers should be trained in human resource management concept super resource and
leaders of their employees. This is true in small organizations that they do not have the complex
organizational structure to have a designated department. Most large organization have a define
hr department that consists generalists and specialist in human resource function that
collaborate with managers to ensure that they are employed appropriately.

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