Human Resource Management
Amitabha Sengupta
Human Resource Management: A definition
HRM is a process that helps managers plan ,recruit,
select, develop, remunerate and maintain members of an
organization. This approach treats people as resources
Or assets rather than as costs to be managed.
Amitabha Sengupta
Premise of Human Resource Management
Mutuality
Amitabha Sengupta
Eight Roles of Human Resource Management
Maintaining
Amitabha Sengupta
Human Resource
Management
Objectives & Functions
• Societal Objectives
• Organizational
Objectives
1. Legal compliance.
2. Benefits.
3. Industrial
relations
1.
2.
3.
4.
5.
6.
7.
• Functional
• Personal Objectives
Objectives
H R Planning.
Employee Rel.
Selection
Training & Dev.
Appraisal
Placement
Assessment
1. Appraisal
2. Placement
3. Assessment
Amitabha Sengupta
1.
2.
3.
4.
5.
Training and dev.
Appraisal.
Placement.
Compensation.
Assessment.
HRM Functions
Amitabha Sengupta
Five major HRM models:
1. Provide an analytical framework for
studying HRM.
2. Legitimate certain HRM practices.
3. Establish variables and relationships to
be researched.
4. Explain the nature and significance of
key HR practices.
Amitabha Sengupta
Fombrun, Tichy & Devanna
Emphasizes the interrelatedness and the
coherence of HRM activities.
HRM cycle:
Selection, appraisal, development and
rewards aim to increase organizational
performance.
Amitabha Sengupta
Fombrun, Tichy & Devanna
Amitabha Sengupta
Fombrun, Tichy & Devanna Model :
Evaluation
Prescriptive.
Ignores stakeholder interests, situational factors and
notion of strategic choice.
Expresses the coherence of internal HR policies
and the importance of ‘matching’ them to external
business strategy.
Amitabha Sengupta
Harvard Model:
Basic features
1. Situational factors
2. Stakeholder interests
3. HRM policy choices
4. HR outcomes
5. Long-term consequences
Amitabha Sengupta
Harvard Model
Amitabha Sengupta
Harvard Model:
Evaluation
Classifies inputs and outcomes at both
organizational and societal level.
Absence of a coherent theoretical basis for
measuring the relationship between HR
inputs, outcomes and performance.
Amitabha Sengupta
Guest Model
Reflects view that a core set of integrated
HRM practices can achieve superior
individual and organizational performance.
HRM differs from personnel management.
Amitabha Sengupta
Guest Model
Amitabha Sengupta
Guest Model
Amitabha Sengupta
Warwick Model
Extends the Harvard framework.
Maps the connections between the outer
and inner contexts and explores how HRM
adapts to changes in context.
Amitabha Sengupta
Warwick Model
Amitabha Sengupta
Storey Model
Demonstrates the differences between the
‘personnel and industrials’ and the HRM
paradigm by creating an ‘ideal’ type.
Characterizes HRM as ‘an amalgam of
description, prescription, and logical
deduction’.
Amitabha Sengupta
Storey Model
Amitabha Sengupta
Storey Model
Amitabha Sengupta
Key HR Activities
Human Resource Planning
Recruitment & Selection
Compensation & Benefits
Performance Appraisals
Training & Development
Amitabha Sengupta
Amitabha Sengupta