Hr Case Study

HR
Human
Resource
Management

BY: SUBI, JOHN, DANNY, SHAN
TO: VIVI ILIADO
11.07.2011

CONTENTS

1. DEFINITION OF HRM
2. EVOLUTION OF HRM
3. DIFFERENCE BETWEEN PM&HRM
4. OBJECTIVES OF HRM
5. HRM FUNTIONS
6. SCOPE OF HRM
7. IMPORTANCE OF HRM
8. HRM CASE STUDY
9. CONCLUSION
10. RECOMMENDATION
                                                                                                           

DEFINITION OF HRM
HRM is a series of integrated decisions that from the employment relationship; their quality contributes to the ability of the organisations and the employees to achieve their objectives.
                                                    -Milkovich and boudreau
HRM is the planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organisational and social objectives are accomplished.
                                                                          -Edwin B. Flippo

Source: www.mdf.nl/uploaded/images/12200.073---HRM-model-web.gif

EVOLUTION OF HRM
  * HRM emerged in 1970s
  * Kautilya’s Arthashastra in 4th BC
  * Babylonian Code of Hammurabi 1800 BC
‘minimum wage rate’ & ‘incentive wage plan’
  * In India since 1920: First world war, emergence of trade
union
  * The Royal Commission (1931): Labour Welfare Officers :
Selection of workers and settle grievances.
  * Factories Act (1948) Welfare officers compulsory in
industries employing 500 employees
  * IIPM – Kolkata, NILM in Mumbai : (Jute and textiles)
  * Second World War : increased expectations of the
workers: IR and Personnel admn integrated as PM
  * 1970: Shift from welfare to efficiency.
  * 1980: HRM and HRD Challenges
  * 1990: Human value and productivity through people.
  * 2000: Shifting to SHRM
Differences between HRM & PM
•PM has limited scope and an inverted orientation
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