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    System Approach To HRM

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    Raja Sekaran
    The document discusses the system approach to human resource management (HRM). [1] HRM is a subsystem within an organization that transforms employees into productive resources through various subsystems like employment, training, compensation, and personnel management. [2] The HRM system has inputs of human resources and non-human resources that are processed through acquisition, development, motivation, and maintenance functions. [3] The output of the HRM system includes quality work life, productivity, readiness for change, and employee satisfaction.

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    System Approach To HRM

    Uploaded by

    Raja Sekaran
    5K views2 pages
    The document discusses the system approach to human resource management (HRM). [1] HRM is a subsystem within an organization that transforms employees into productive resources through various subsystems like employment, training, compensation, and personnel management. [2] The HRM system has inputs of human resources and non-human resources that are processed through acquisition, development, motivation, and maintenance functions. [3] The output of the HRM system includes quality work life, productivity, readiness for change, and employee satisfaction.

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    it is a system approach towards human resource management

    Original Title

    System Approach to HRM

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    The document discusses the system approach to human resource management (HRM). [1] HRM is a subsystem within an organization that transforms employees into productive resources through various subsystems like employment, training, compensation, and personnel management. [2] The HRM system has inputs of human resources and non-human resources that are processed through acquisition, development, motivation, and maintenance functions. [3] The output of the HRM system includes quality work life, productivity, readiness for change, and employee satisfaction.

    Copyright:

    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    5K views2 pages

    System Approach To HRM

    Uploaded by

    Raja Sekaran
    The document discusses the system approach to human resource management (HRM). [1] HRM is a subsystem within an organization that transforms employees into productive resources through various subsystems like employment, training, compensation, and personnel management. [2] The HRM system has inputs of human resources and non-human resources that are processed through acquisition, development, motivation, and maintenance functions. [3] The output of the HRM system includes quality work life, productivity, readiness for change, and employee satisfaction.

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    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    of 2

    System Approach To HRM

    An organization is a system where as HRM is a sub-system. If HRM is taken a system


    other components that come under HRM are elements or sub-systems of HRM system. HRM
    system is a system which transforms employees into productive human resources. The input
    components are transformed into refined output throughout managerial process. Various sub-
    systems like; employment, training and development, compensation, maintenance, personnel
    resources are activated in HRM system. HRM system should adopt environmental changes
    like; political, economical, socio-cultural, and technological goal. HRM system is the open
    system that consists of input, processing/transformation and output relationship.

    1) INPUT:
    It is used as primary resources for organizational output.
    a. Human Resource:
    It is active means of production. It is mobilized from one job to another.
    b. Non-human resource:
    It consist human resources to achieve goal. Machines, capital, market, information
    building etc are the non- human resources.
    Both the resources are utilized to achieve the goal through different managerial process.

    2) PROCESS/TRANSFORMATION:
    It is a mechanism on which input components are transformed into output.

    a) Acquisition:
    Acquisition means Recruitment, selection and placement of people in the organization. It
    ensures right number of people at the right place at right time. Recruitment generates
    potential candidates, selection chooses the best candidates and placement or socialization
    makes these selected candidates familiar with organizational rules and regulations.

    b. Development:
    *Employee training: It is given to the lower and middle level employees for the
    development of their skill, knowledge and ability to work.
    *Management development: It is educational and other academic activities provided to top
    level managers to develop their future potentials.
    c. Motivation:
    It inspires people for better performance evaluation, reward and punishment,
    compensation management, discipline, etc.

    d. Maintenance:
    It is a process of retaining the employees for the longer period of time. It is the keeping
    those people having better performance. It consists of labour relation and employee welfare.

    3) OUTPUT:
    It is the final product or service which is produced through managerial function by using
    inputs. Output components are ;

    a. Quality of work life:


    It refers to good relationship among employees and total working environment. It makes
    employees participate in organization process actively and efficiently. It consists of
    autonomy, recognition, belonging process and development and external rewards.

    b. Productivity:
    It is the ratio of input and output how much and how will the amount of work is being
    produced. Efficient relationship between input and output is productivity i.e. higher
    productivity means less cost of production and vice-versa.

    c. Readiness to change:
    Ability to adjust in dynamic environment HRM system ensures that the employees can
    tackle the change that occurs in the organizational environment. Everyone is prepared for any
    sort of changes according the work life. Employees should be competitive.

    d. Employee satisfaction:
    It belongs to employees’ attitude towards the job and desire of commitment. Employees
    will show additional performance if they are satisfied.

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