Module - l

Introduction to HRM
-Dr. Asha Agrawal
Concept & Evolution
Definitions:
• Edwin B. Flippo: “Human Resource Management is the planning,
organizing, directing and controlling of the procurement,
Concept: development, compensation, integration, maintenance and
separation of human resources to the end that individual,
HRM refers to the process of organizational and social objectives are accomplished.”

recruiting,selecting, training, developing, • Michael J. Jucius: “HRM is that field of management which deals
motivating, and retaining employees to with planning, organizing, and controlling the functions of
achieve organizational goals effectively procuring, developing, maintaining and utilizing a labor force.”

and efficiently. • Gary Dessler: “HRM refers to the policies and practices involved
in carrying out the ‘people’ or human resource aspects of a
management position, including recruiting, screening, training,
rewarding and appraising.”
 Evolution of HRM

Pre-industrial Industrial Scientific Human Relations Personnel Modern

era Revolution Management Movement Management HRM
(Before 1850) (1850–1900) (1900–1930) (1930–1950) Era (1950–1980) (1980–Present)

• Welfare of workers • Efficiency & productivity • Task specialization • Motivation & morale • Employee Relations • Strategic integration
• Philanthropic Approach • Administrative Approach • Taylorism Approach • Psychological Approach • Administrative Approach • Strategic & global
• Industrial welfare • Rise of factories, need • Focus on scientific • Elton Mayo’s • Formal HR departments • Focus on
officers for labor management study of work Hawthorne Experiments established talent, culture, &
organizational goals
 Importance & Scope
of HRM
Organizational Conflict
Growth Resolution

Employee Motivation Adaptation to

Change

Efficient
Utilization of
Human Resources
Importance Sustainability
 Importance & Scope
of HRM
Sub functions:-
Scope:- • Human Resource Planning
• Job Analysis and Design
3 Major Functions: • Recruitment and Selection
• Training and Development
• Compensation and Benefits
i. Managerial Function • Employee Welfare and Safety
ii. Operative Functions • Industrial Relations
• HR Information Systems
iii. Advisory Functions
Traditional HRM Strategic HRM

• Focus: Administrative & • Focus: Long-term strategic

operational alignment
• Objective: Managing people • Objective: Competitive
• Reactive approach advantage through people
• Responsibility: HR • Proactive approach
department • Responsibility: Shared with top
management
• Short-term horizon
• Long-term horizon
• Employees = cost to be • Employees = assets to be
minimized developed
• Efficiency of HR processes • Contribution to business
• Example: Payroll & record success
maintenance • Example: Workforce planning
for corporate goals
 "Human Resource Management plays a crucial
Role of HRM in achieving role in aligning the human capital of an
organisational goals organization with its mission, vision, and
strategic objectives. HR ensures that the right
talent is available, motivated, and developed to
achieve both short-term and long-term goals."
Key Roles :

Strategic Employee Talent

Partner Champion Manager
Administrative
Change
Expert Agent
How HRM supports
organisational goals?
Productivity Profitability
Goal Goal Customer
Satisfaction Goal
Training and HR controls labor
performance Innovation costs and enhances Sustainablity Motivated employees
appraisal improve Goal motivation. Goal deliver better service.
efficiency.

Encourages Promotes ethical

creativity through practices and
supportive culture. diversity.

Example:-
In companies like Infosys or TCS, HRM aligns employee
learning programs with new technology initiatives to meet
innovation and client service goals.
 HR's contribution to
Sustainability & ESG goals

Concept:-
ESG stands for Environmental, Social, and Governance — a framework
for evaluating an organization’s sustainability and ethical impact. HRM
contributes by integrating ESG principles into workplace policies and
culture.

Definition:-
Renwick et al. (2013): “Green HRM involves policies, practices, and
systems that make employees of an organization green for the benefit of
the individual, society, natural environment, and business.”
 Key Practices:
HR's contribution to
Sustainability & ESG goals
• Green recruitment and
training
• CSR-driven employee
engagement
• Health and safety
programs
• Ethical leadership
development
• Sustainability reporting
with HR metrics
 Human Resource
Planning Definitions:
• E.W. Vetter: “Human Resource Planning is the process by which
management determines how an organization should move from its

Concept: current manpower position to its desired manpower position.”

Human Resource Planning (HRP) is the • Coleman: “HRP is the process of determining manpower
process of forecasting an organization’s requirements and the means for meeting those requirements to
carry out the integrated plan of the organization.”
future human resource needs and
developing strategies to meet those
needs effectively. Example:
A retail company forecasting expansion into new regions
plans recruitment, training, and transfer strategies
through HRP to ensure timely staffing.
 Importance
of HRP
Helps cope with
Supports succession
technological and
planning
market changes
Ensures optimum
utilization of human Reduces labor costs
resources by avoiding surplus
or shortage

Facilitates
Forecasts future
manpower needs
Importance organizational
growth and stability
of HRP
 8. Monitoring & Feedback
Key Steps in Human
Resource Planning 7. Implementation of HR Plan

Example: 6. Developing HR Strategies

If a company plans to
introduce automation, HRP
identifies employees needing 5. Identifying Manpower Gaps
retraining or redeployment
and plans accordingly.
4. Forecasting Manpower Supply

3. Analyzing Current Manpower Inventory

2. Forecasting Manpower Demand

1. Analyzing Organizational Objectives

Workforce Analytics
in HRP Definitions:
• Jac Fitz-enz (2010) :- “Workforce Analytics is a methodology for
integrating and analyzing HR data to improve the quality of

Concept: decisions made about the workforce.”

Workforce Analytics refers to the use of • Bersin (2013): "It is the study of employee data to understand
data-driven techniques, statistics, and trends and make decisions that improve individual and
organizational performance.”
technology to analyze employee-related
information for improving HR decisions
and business outcomes. Example:
A telecom company uses analytics to predict which
employees are at risk of leaving, allowing HR to intervene
early with retention measures.
Workforce Analytics
in HRP
Benefits :-
Objectives:- Process:-
1. Data-driven HR
1. Identify workforce 1. Data Collection
trends & patterns. planning
2. Forecast future 2. Data Cleaning and
talent needs. 2. Improved
Integration
3. Improve recruitment productivity and cost
& retention strategies efficiency
3. Data Analysis
4. Measure training
effectiveness. 3. Better workforce
4. Reporting &
5. Reduce turnover & engagement and
Decision-Making
absenteeism forecasting
 Linking HRP with Key idea:-
HRP must not operate in isolation;

Organizational Strategy it should support the company’s

mission, vision, and strategy —
ensuring the right people, in the
right roles, at the right time. [Link] &
Concept: Monitor

Strategic Human [Link] HR

Resource Planning
ensures that HR
Programs
activities are aligned
with the overall [Link] HR
strategic plan of the Objectives
organization. It Steps in
bridges the gap 1. Understand Strategic
between human Business
resource needs and Strategy Linkage
business objectives
 Linking HRP with
Organizational Strategy

Example:-
If a company’s strategy is innovation, HR focuses on hiring creative
talent, encouraging collaboration, and fostering a learning culture.
 Job Analysis
Definitions:
• Flippo: “Job Analysis is the process of studying and collecting
information relating to the operations and responsibilities of a

Concept: specific job.”

• Dale Yoder: “Job Analysis is a procedure by which the facts about

Job Analysis is the systematic process of a job are systematically discovered and noted.”
studying and recording information
about the duties, responsibilities, Objectives:
necessary skills, outcomes, and work
environment of a particular job. 1. Determine job requirements and employee skills needed.
2. Help in recruitment and selection.
3. Assist in performance appraisal and training.
4. Support job evaluation and compensation decisions.
 Job analysis

Process of Job Analysis

1. Collect information

Example:-
2. Identify job tasks & responsibilities.
For a “Marketing Executive” role – Job
Analysis helps identify duties 3. Prepare job description and specification
(promotions, campaigns) and skills
(communication, negotiation, digital
marketing). 4. Approve and implement HR decisions.
 Concept:-
Job Design – Techniques
Job Design involves
and Modern Approaches organizing tasks, duties,
and responsibilities into a
productive unit of work to
Definitions: improve efficiency,
• Michael Armstrong: “Job Design is the process motivation, and job
of deciding on the content of a job in terms of its satisfaction.
duties and responsibilities and on the methods to
be used in carrying out the job.”

• Keith Davis: “Job Design is the specification of

contents, methods, and relationships of jobs to
satisfy technological and organizational
requirements as well as the social and personal
requirements of the job holder.”
Job Design – Techniques
and Modern Approaches
Role of AI and Big
Data in Job Design Definitions:
• Big Data (McKinsey, 2011): “Datasets whose size is beyond the
ability of typical database software tools to capture, store, manage,

Concept: and analyze.”

Artificial Intelligence (AI) and Big Data • AI (John McCarthy, 1956): “The science and engineering of
are transforming HR functions, making intelligent machines, especially intelligent computer
particularly Job Design, by automating programs.”

repetitive tasks, analyzing large datasets

on employee performance, and
Advantages:-
improving decision-making related to 1. Enhances accuracy in job role design.
roles and responsibilities. 2. Saves time and reduces human bias
3. Improves productivity and employee engagement.
4. Supports continuous improvement in workflow.
Role of AI and Big Data
Data
in Job Design privacy
concerns.

High
implementa Challenges
-tion cost.

Dependence
on
technology
 Recruitment:- Definitions:
• Edwin B. Flippo: “Recruitment is the process of searching for
prospective employees and stimulating them to apply for jobs in an

Concept: organization.”

• Dale Yoder: “Recruitment is a process to discover sources of

Recruitment is the process of searching
manpower to meet the requirements of staffing schedule and
for and attracting qualified candidates employ effective measures for attracting that manpower.”
to fill job vacancies in an organization.
Objectives:
1. Attract a large pool of qualified applicants.
2. Reduce turnover by selecting the right candidates.
3. Meet organizational manpower needs efficiently.
4. Maintain the company’s image as a good employer
 8. Appointment & induction
Process of
Recruitment 7. Selection decision

Example: 6. Interview & assessment

Infosys recruits through
campus placements, online
portals, and employee 5. Screening & shortlisting
referrals, followed by tests
and HR interviews.
4. Application collection

3. Attracting candidates

2. Job analysis

1. Identifying Vacancy
Recruitment Sources
( Internal):-
Internal recruitment involves filling vacancies from within the organization.

Sources:- Description- Advantages:- Disadvantages-

• Motivates
• Promotions • Upgrading existing • May lead to internal
Employees rivalry
employees

• Transfers • Moving employees • Limited new ideas

• Uses Existing
across departments
Talents
• Employee • Recommendations
from current • Possible bias
• Quick and cost
Referrals employees
effective
Recruitment Sources
( External):-
External recruitment brings in new candidates from outside the organization.
Recruitment Sources
( E-Selection):-
E-selection uses technology and online systems for the recruitment process — from
application to appointment.

• Advantages:-
• Process:- i. Time-saving and cost-effective
i. Online job posting ii. Broader reach
ii. Digital resume submission iii. Reduces paperwork
iii. Automated screening using AI
tools • Example:-
HDFC Bank uses e-recruitment
iv. Online tests/interviews systems for screening resumes and
v. E-offer letter and onboarding conducting online assessments
 Remote Work and Hybrid
Workforce Management
Key Characteristics:
• Flexible work hours
Concept: • Dependance on digital tools
Remote work allows employees to
perform job duties from outside the • Focus on performance, not physical presence
traditional office environment using
digital communication tools. Hybrid
workforce management combines in- Challenges:
office and remote work models. 1. Maintaining communication and team spirit
2. Data security issues
3. Performance monitoring difficulties
4. Potential work-life boundary issues
 Remote Work and Hybrid
Workforce Management

To Employees :- To Employers :-
• Better work-life balance • Reduced overhead costs
• Access to a wider talent pool
• Saves travel time Benefits • Higher productivity and
• Increased autonomy engagement
 Remote Work and Hybrid
Workforce Management
Example:
HR Strategies for Hybrid Tata Consultancy
Services (TCS)
Workforce implemented the
“25x25 model” —
allowing 25% of
1. Clear Communication Channels employees to work
2. Performance-Based Evaluation from offices by 2025,
emphasizing hybrid
3. Technology Investment flexibility.
4. Employee Engagement
5. Workplace Flexibility Policy