HRM + Module 1A

HUMAN RESOURCE MANAGEMENT
Module Number: 01
Module Name: Introduction to HRM and

Procuring Human Capital
Syllabus
• Introduction to HRM- Definition: Scope and Importance and Functions of Human Resource Management
(HRM), Evolution and Trends in HRM –Evolution of HRM, HRM Trends - Workforce Diversity, Hybrid
Working, David Ulrich Model of Modern HRM, The role of Social media, Artificial Intelligence, Machine
Learning, Metaverse & Robotic Process Automation in HRM.
• Procuring Human Capital: Job Analysis, Importance and Process, Job description, Job Specification;
Human Resource Planning, Importance and Process; Recruitment (Attraction)- Sources; Selection- Method,
Types of Interviews, Types of Tests and Validity; Orientation & Socialization of employees.

OBJECTIVES
After completing this module, the students should be able to :
• To enhance employability skills using experiential learning methods.

OUTCOMES
At the end of this module, the students are expected to:
• Describe the scope, functions and recent trends in Human Resource Management.

Table of Contents
1.1Introduction to HRM: • 1.2 Procuring Human Capital:
A) Definition: Scope and Importance, Functions of A) Job Analysis, Importance and Process, Job
Human Resource Management (HRM) description, Job Specification
B) Evolution of HRM B) Human Resource Planning
C) HRM Trends • Importance and Process
• Workforce Diversity • Recruitment (Attraction)- Sources
• Hybrid Working • Selection- Method
• David Ulrich Model of Modern HRM • Types of Interviews
• The role of Social media • Types of Tests and Validity
• Artificial Intelligence • Orientation & Socialization of employees
• Machine Learning
• Metaverse
• Robotic Process Automation in HRM

Table of Contents contd….
• Self Evaluation Questions
• Exercise/Activity
• Summary
• Text Book & Reference Books
• Research Article Links
• Video Links
• Digital Article Links
• Case Study Links
• Podcast Links

Human Resources (HR)
The people an organization employs to carry out various jobs, tasks, and functions in
exchange for wages, salaries, and other rewards.
What Is Human Resource Management (HRM) ?
• The comprehensive set of managerial activities and tasks concerned with developing
and maintaining a qualified workforce—human resources—in ways that contribute to
organizational effectiveness.
• To achieve the Organizational Goals the managers use Planning, Organizing,

Developing and Controlling the functions of: Procurement, Development,
Compensation, Utilization and maintenance of people.
Evolution of the Human Resource Function
Scientific Management, The Human Relations Era

Was concerned with how to structure jobs to Emphasized keeping workers happy, since
maximize efficiency and productivity. “happy workers were productive workers.”
HR Specialists Personnel Management.

The 1964 Civil Rights Act and other legal regulations Organizations grew and
made hiring and promoting employees more created personnel departments to work with
complex. employees.
Nature of HRM
1. Complex Dynamism- psychological, socio logical, ethical beings, economic and

physiological
2. A social system- Human relationships, developing human behavior
3. A Challenging Task
Scope of HRM
• Organization of HRM
• Strategic HRM
• Employment
• Development
• Wage and Salary Administration
• Motivation
• Industrial Relations
• Participative Management
Functions of HRM
• Planning – involves establishing goals and standards; developing rules and
procedures; developing plans and forecasts.
• Organizing – involves giving each subordinate a specific task; establishing
departments; delegating authority to subordinates; establishing channels of authority
and communication; coordinating the work of subordinates.
• Staffing – involves determining what type of people should be hired; recruiting
prospective employees; selecting employees; setting performance standards;
compensating employees; evaluating performance; counseling employees; training
and developing employees.
• Leading – involves getting others to get the job done; maintaining morale,
motivating subordinates.
• Controlling – involves setting standards such as sales quotas, quality standards, or
production levels; checking to see how actual performance compares with these
standards; taking corrective action as needed.
Functions of HRM contd..
These concepts and techniques include the following:
1. Conducting job analyses (determining the nature of each employee’s job).
2. Planning labor needs and recruiting job candidates.
3. Selecting job candidates.
4. Orienting and training new employees.
5. Managing wages and salaries (compensating employees).
6. Providing incentives and benefits.
7. Appraising performance.
8. Communicating (interviewing, counseling, disciplining).
9. Training employees, and developing managers.
10. Building employee relations and engagement.
In addition, what a manager should know about:
11. Equal opportunity and affirmative action.
12. Employee health and safety.
13. Handling grievances and labor relations
David Ulrich Model of Modern HRM
• Ulrich in 1995 prioritized these Four business critical roles of HR.
Employee
Business Partner
Advocate
Change
Admin Expert
Champion
• Business Partner/strategic partner: the HR professionals should with

organizational leaders to align HR activities with organization's overall strategy. And
should serve as strategic partner in handling workforce planning, talent management,
performance management.
David Ulrich Model contd…
• Change Champion/Change Agent: To handle transitions, such as mergers,
acquisitions or restructuring and handholding human capital to adapt to these
changes. These change agents should posses strong communication, problem solving
and project management skills
• Administrative Expert: as administrative expert the HR professionals must deliver
high quality services at lowest possible cost in recruitment, compensation, benefits
and employee relations.
• Employee Advocate/ Employee Champion: HR professionals must posses
knowledge about employee rights, labour laws and workplace policies to ensure fair
and equitable treatment to employees. HR needs to create a culture of trust and
inclusivity to help in enhance organization’s performance.
Benefits of David Ulrich’s model
• More responsible and flexible HR organisation
• Increased focus on value added activities
• Development of HR professionals as respected business partners
• Better alignment with organizational strategy and objectives
• Improved collaboration across the organisation
• Enhanced HR competencies and capabilities
• Greater employee engagement and satisfaction
Trends in HRM
• Workforce Diversity,
• Hybrid Working
• The role of Social media,
• Artificial Intelligence,
• Machine Learning,
• Metaverse
• Robotic Process Automation in HRM
Role of Artificial Intelligence in HRM
• Artificial intelligence (AI) is a technology that allows computers to learn from and
make or recommend actions based on previously collected data.
• The fusion of artificial intelligence (AI) with HRM practices is altering how
companies - recruit, manage, and engage their workforce.
• With the use of artificial intelligence, machines are now able to make decisions
based on historical data and behavioural patterns more precisely than people.
• As a result of this shift, all physical labour has been replaced by machines, forcing
HR professionals to assume more strategic roles
Role of Robotic Process Automation in
HRM
• Robotic Process Automation (RPA) uses robotic technology by businesses to
automate various repetitive tasks.
• In HR, RPA uses various cases to involve automating the simplest, most repetitive
administrative and clerical tasks at a keystroke.
• HR processes that can be simplified are employee payroll, new hire recruitment
and on boarding, accounts receivable and payable, invoice processing, inventory
management, report creation etc.
Role of Social media in HRM
Social Media:
• According to research 95% employers use social media such as Linked, Twitter etc for
recruitment.
• It also acts as a powerful branding tool for organisations.
• It creates powerful brand that can boost employee morale, help retention, build credibility etc.
• HR uses this two way communication channel to engage employees, collaborate, react and make
themselves visible to the others.
Role of Machine Learning in HRM
• Machine Learning (ML) is a subset of computer science and AI and uses algorithms and statistical
models that learns and adapts with limited human interference.
• It uses data to analyze and interpret like the way humans do.
• Companies use ML to narrow down search to find relevant candidate for interview. Using
algorithms and data, ML helps HR to get best fit for a job.
• ML helps in performance management by doing capacity predictions using stored data.

Role of Metaverse in HRM
Metaverse:
• Metaverse can be termed as immersive alternate / virtual world where individuals are replaced by
digital avatars and can meet each other irrespective of geographical locations.
• The metaverse, for example, can be used to gamify team building engagements and social
interactions.
• Metaverse helps assessing a candidate’s ability to solve a problem with a code/debug a code,
figure out a technical glitch in a process at a junior/ mid-junior level or participate in senior level.

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HUMAN RESOURCE MANAGEMENT

Module Name: Introduction to HRM and

HUMAN RESOURCE MANAGEMENT

After completing this module, the students should be able to :

• To enhance employability skills using experiential learning methods.

HUMAN RESOURCE MANAGEMENT

At the end of this module, the students are expected to:

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

• To achieve the Organizational Goals the managers use Planning, Organizing,

Scientific Management, The Human Relations Era

HR Specialists Personnel Management.

1. Complex Dynamism- psychological, socio logical, ethical beings, economic and

• Business Partner/strategic partner: the HR professionals should with

• It also acts as a powerful branding tool for organisations.

• ML helps in performance management by doing capacity predictions using stored data.

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