Summary HRM is the study of activities regarding people working in an organization. It is a managerial function that tries to match an organization’s needs to the skills and abilities of its employees.

NEHRU INSTITUTE OF ENGINEERING AND TECHNOLOGY
(Autonomous)
An ISO 9001:2015 & ISO 14001 : 2015 Certified Institution, Affiliated to Anna University, Chennai
Approved by AICTE, New Delhi, Recognized by UGC with Section 2(f) and 12(B)
Re-accredited by NAAC A’+’, NBA Accredited UG Courses: AERO & CSE
“Nehru Gardens”, Thirumalayampalayam, Coimbatore – 641 105.
DEPARTMENT OF MANAGEMENT STUDIES




Regulation 2023(R2023)

P23MG202

Human Resource Management


Prepared by
R Yasodha, AP – MBA, NIET

, SYLLABUS
UNIT I – PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT : 9 Hours
Evolution of human resource management – The importance of the human capital – Role of human
resource manager – Challenges for human resource managers – trends in Human resource policies –
Computer applications in human resource management – Human resource accounting and audit.
UNIT II – HUMAN RESOURCE PLANNING AND RECRUITMENT : 9 Hours
Importance of Human Resource Planning – Forecasting human resource requirement – matching
supply and demand – Internal and External sources – Organizational Attraction – Recruitment,
Selection, Induction and Socialization – Theories, Methods and Process.
UNIT III – TRAINING AND DEVELOPMENT 9 Hours
Types of training methods – purpose – benefits – resistance. Executive development programme –
Common practices – Benefits – Self development – Knowledge management.
UNIT IV – EMPLOYEE ENGAGEMENT 9 Hours
Compensation plan – Reward – Motivation – Application of theories of motivation – Career
management Mentoring – Development of mentor – Protégé relationships – Job Satisfaction,
Employee Engagement, Organizational Citizenship Behavior: Theories, Models


UNIT V – PERFORMANCE EVALUATION AND CONTROL 9 Hours
Method of performance evaluation – Feedback – Industry practices. Promotion, Demotion,
Transfer and Separation – Implication of job change. The control process – Importance – Methods
– Requirement of effective control systems grievances – Causes – Implications – Redressal
methods.


TOTAL HOURS: 45 PERIODS

, Unit - 1 : PERSPECTIVES IN HUMAN RESOURCE MANAGEMENT


1.0​ Introduction

Human beings are social beings and hardly ever live and work in isolation. We always plan, develop
and manage our relations both consciously and unconsciously. The relations are the outcome of our
actions and depend to a great extent upon our ability to manage our actions. From childhood each and
every individual acquire knowledge and experience on understanding others and how to behave in each
and every situations in life. Later we carry forward this learning and understanding in carrying and
managing relations at our workplace. The whole context of Human Resource Management revolves
around this core matter of managing relations at work place.
Since mid 1980’s Human Resource Management (HRM) has gained acceptance in both academic and
commercial circle. HRM is a multidisciplinary organizational function that draws theories and ideas
from various fields such as management, psychology, sociology and economics.
There is no best way to manage people and no manager has formulated how people can be managed
effectively, because people are complex beings with complex needs. Effective HRM depends very
much on the causes and conditions that an organizational setting would provide. Any Organization has
three basic components, People, Purpose, and Structure.
In 1994, a noted leader in the human resources (HR) field made the following observation: Yesterday,
the company with the access most to the capital or the latest technology had the best competitive
advantage;
Today, companies that offer products with the highest quality are the ones with a leg up on the
competition; But the only thing that will uphold a company’s advantage tomorrow is the caliber of
people in the organization.
That predicted future is today’s reality. Most managers in public- and private sector firms of all sizes
would agree that people truly are the organization’s most important asset. Having competent staff on
the payroll does not guarantee that a firm’s human resources will be a source of competitive advantage.
However in order to remain competitive, to grow, and diversify an organization must ensure that its
employees are qualified, placed in appropriate positions, properly trained, managed effectively, and
committed to the firm’s success. The goal of HRM is to maximize employees’ contributions in order to
achieve optimal productivity and effectiveness, while simultaneously attaining individual objectives
(such as having a challenging job and obtaining recognition), and societal objectives (such as legal
compliance and demonstrating social responsibility).

1.1​ What is Human Resource Management?

HRM is the study of activities regarding people working in an organization. It is a managerial function
that tries to match an organization’s needs to the skills and abilities of its employees.
1.1.1​ Definitions of HRM
R Yasodha, AP, MBA, NIET