H R M | Chapter 1| Introduction | 1

Human Resource Management FCC-301

Chapter – 1
Introduction
Topics (Syllabus): Meaning, Functions, Objectives, Importance & Trends in
HRM, Models of HRM, Equal Employment Opportunity (EEO)
Topics (Book): Explain what human resource management is and how it relates
to the management process.
Briefly discuss and illustrate each of the important trends influencing human
resource management.
Briefly describe “distributed HR” and other important aspects of human
management today.
List at least four important human resource manager competencies.
Outline the plan of this book.

Year Question Solution

1 . Define HRM. Why is it important for all managers? Explain.
[2019:1.a)6]
Ans: Human resource management (HRM): The process of acquiring,
training, appraising(মূল ায়ন করা), and compensating employees, and of attending
to their labor relations, health and safety, and fairness(ন ায়পরায়ণতা) concerns.
HRM is important for all managers which is discussed below:
 Avoid personnel mistakes: First, having a command of this knowledge
will help you avoid the personnel mistakes you don’t want to make while
managing.
 Improving profits and performance: More important, it can help ensure
that you get results—through people. HRM can help managers improve
profits and performance by developing effective hiring and training
programs, setting performance goals
 Spending Time as an HR Manager: In some cases, managers may need
to take on HR responsibilities, especially in small businesses that do not
have dedicated HR personnel. In such cases, managers need to have a
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basic understanding of HRM practices to effectively manage their human

resources and avoid personnel mistakes.
 HR for Small Businesses: HRM is particularly important for small
businesses that may not have the resources to hire dedicated HR
personnel.
In conclusion, HRM is critical for all managers because it helps to avoid
personnel mistakes, improve profits and performance, provides an
understanding of HRM for small businesses, and enables managers to
effectively manage their human resources.
2 . Briefly explain the duties of a HR Manager. [2019:1.b)4]
Ans: Duties of a Human Resource Manager are:
1. Recruiters: Maintain contacts within the community and perhaps travel
extensively to search for qualified job applicants.
2. Job analysts: Collect and examine detailed information about job duties
to prepare job descriptions.
3. Compensation managers: Develop compensation plans and handle the
employee benefits program.
4. Training specialists: Plan, organize, and direct training activities.
5. Labor relations specialists: Advise management on all aspects of union–
management relations.
6. Equal employment opportunity (EEO) representatives or affirmative
action coordinators: Investigate and resolve EEO grievances(অিভেযাগ),
examine organizational practices for potential violations, and compile
(সং হ করা) and submit EEO reports.

3 . Point out the trends( বণতা) shaping(গঠন) HRM today. Explain any three.
[2019:1.c)5]
Ans: Trends are occurring in the environment of human resource management
that are changing how employers get their human resource management tasks
done. These trends include workforce (কমশি ) trends, trends in how people
work, technological trends, and globalization and economic trends.
I. Workforce Demographics(জনসংখ া) and Diversity Trends: Organizations
are becoming more diverse, with employees from different backgrounds,
cultures. HRM practices are evolving(িবকিশত) to support diversity and
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inclusion(অ ভু ি ), with a focus on creating a more inclusive(সবব াপী)

workplace culture.
II. Trends in How People Work: Trends in how people work are shaping
HRM practices, such as the rise of remote work, flexible work
arrangements, and the gig economy.
III. Globalization Trends: As organizations expand globally, HRM practices
are evolving to support international operations. This includes developing
global recruitment strategies, creating policies that comply with different
labor laws and regulations.
IV. Economic Trends: Economic trends, such as globalization and increasing
competition, are shaping HRM practices.
V. Technology Trends: Technology is having a significant impact on HRM
practices, with the development of HR information systems (HRIS),
artificial intelligence, and machine learning.

Chapter Related Topic

Scope of HRM (From PPT)
 Acquisition(অিধ হণ) function: This function of HRM involves activities
related to sourcing and hiring qualified employees. It includes tasks such
as job analysis, recruitment, selection, and onboarding.
 Training and Development function: Activities in HRM concerned with
assisting employees to develop up-to-date skills, knowledge, and abilities.
This function includes activities such as conducting training programs,
providing performance feedback, implementing career development
initiatives.
 Motivation function: Activities in HRM concerned with helping
employees exert( েয়াগ) at high energy levels. It involves activities such as
performance management, recognition and rewards programs, employee
engagement initiatives, and creating a positive work environment.
 Maintenance functions: Activities in HRM concerned with maintaining
employees’ commitment and loyalty to the organization. This includes
activities related to employee relations, managing employee benefits and
compensation, administering HR policies and procedures.

The Human Resource Department: (Book)

 H R M | Chapter 1| Introduction | 4

Nature of HRM: (Sheet)

HRM is concerned with people’s dimension in organizations. The following
aspects constitute the core of HRM:
1. Application of Management Functions and Principles: HRM involves
applying various management functions and principles to effectively
manage the organization's workforce. These functions include planning,
organizing, staffing, leading, and controlling.
2. Integration(িম ণ) of HR Decisions: HR decisions must be
integrated(সমি ত) and consistent(সাম স পূণ) with one another. Integration
ensures that HR activities complement each other and contribute to the
achievement of organizational goals.
3. Influence( ভাব) on Organizational Effectiveness: The decisions made in
HRM have a direct impact on the overall effectiveness of an organization.
When HR practices are well-designed and effectively implemented, they
can enhance employee productivity, job satisfaction, and
commitment(গৃহীত দািয় ).
4. Applicability to Non-Business Organizations: While HRM is
commonly associated with business establishments, its principles and
practices are also applicable to non-business organizations such as
educational institutions and govt.
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Objectives of HRM: (Sheet)

The primary objective of HRM is to ensure the availability of competent(উপযু )
and willing workforce for an organization. Beyond this, there are other
objectives too. Specifically, HRM objectives are four-fold: Societal,
Organization, Functional and personal.
1. Societal Objectives: HRM recognizes the need for ethical and social
responsibility towards society. It involves being aware of and responsive
to the needs and challenges of society while minimizing any negative
impact on the organization.
2. Functional Objectives: HRM aims to maintain the contribution of the
HR department at an appropriate level within the organization. This
involves ensuring that the HR department meets the staffing needs of the
organization, manages employee performance effectively.
3. Organizational Objectives: HRM plays a crucial(অত পূণ) role in
achieving organizational effectiveness. HRM is not an end in itself but a
means to assist the organization in achieving its primary objectives.
4. Personal Objectives: HRM aims to assist employees in achieving their
personal goals. This involves providing opportunities for career
development, training and development programs.
Importance of HRM: (Sheet)
1. Social Significance: Proper management of personnel(কম েদর) enhances
their dignity(মযাদা) by satisfying their social needs. This is done by: (i)
maintaining a balance between the jobs available and the jobseekers,
according to the qualifications and needs; (ii) Providing suitable and most
productive employment, which might bring them psychological
satisfaction; (iii) making maximum utilization of the resources in an
effective manner, iv) paying the employee a reasonable compensation for
his work, v) by helping people make their own decisions, that are in their
interests.
2. Professional Significance: By providing healthy working environment it
promotes team work in the employees. This is done by: (i) maintaining
the dignity of the employee as a ‘human-being’; (ii) providing maximum
opportunity for personal development; (iii) providing healthy relationship
between different work groups so that work is effectively performed; (iv)
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improving the employees’ working skill and capacity; (v) correcting the
errors of wrong postings and proper reallocation(পুনব ন) of work.
3. Significance for Individual Enterprise: It can help the organization in
accomplishing its goals by: (i) creating right attitude among the
employees through effective motivation; (ii) utilizing effectively the
available goals of the enterprise and fulfilling their own social.
Functions of HRM (Sheet)
1. Strategic HR Management: This involves aligning HR strategies and
practices with the overall business strategy to support organizational
goals. It includes workforce planning, talent acquisition(িনেজর চ ায় অজন),
and developing strategies for employee engagement(সংি তা).
2. Equal Employment Opportunity(EEO): HRM ensures that all
employees are treated(আচরণ) fairly and without discrimination. This
includes compliance(স িত) with employment laws, implementing
diversity.
3. Staffing: The aim of staffing is to provide a sufficient supply of qualified
individuals to fill jobs in an organization. Job analysis, recruitment and
selection are the main functions under staffing.
4. Talent Management and Development: HRM focuses on attracting,
developing, and retaining talented individuals within the organization.
This includes activities such as recruitment, selection, training and
development programs, performance management.
5. Total Rewards: HRM is responsible for designing and implementing
compensation and benefits programs to attract, motivate, and retain
employees. This includes determining salary structures, providing
benefits packages, administering performance-based incentives( েণাদনা).
6. Risk Management and Worker Protection: HRM ensures the safety
and well-being of employees by implementing workplace health and
safety programs, conducting risk assessments(মূল ায়ন), developing safety
policies and procedures.
7. Employee and Labor Relations: The relationship between managers and
their employees must be handled legally and effectively. HRM handles
employee relations matters, fostering positive relationships between
employees and management. This includes managing disciplinary
actions, negotiating agreements and facilitating effective communication
between management and employees.
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Briefly Describe “Distributed HR” And Other Important Aspects Of

Human Management Today (BOOK)
Distributed HR and the New Human Resource Management: Distributed
HR and the new human resource management approach involve redistributing
(নুতন িবভাজন করা) HR tasks from a central HR department to employees and line
managers within a company, facilitated by digital technologies. This shift
enables greater employee involvement and participation in HR functions.
Companies like LivingSocial use tools such as Rypple, where employees
provide feedback on each other's work, which is then considered during formal
employee appraisals. Hiring managers in some organizations directly engage
with potential candidates through platforms like LinkedIn, bypassing( অিবগিতকরণ)
traditional HR channels. Google leverages technology to match job applicants
with current employees, who have a significant say in the hiring process
through a practice called "crowdsourcing."(জনসমবায় সং হকরণ) This redistribution
of HR tasks reflects a move towards integrating HR and talent management into
everyday business operations, empowering line managers and employees while
enabling HR professionals to focus on more strategic aspects of their roles.
Hilton Worldwide exemplifies this trend by decentralizing HR activities and
reallocating resources to enhance the strategic functions of HR managers.
HR and Strategy:
Strategic human resource management: Formulating and executing human
resource policies and practices that produce the employee competencies
and behaviors the company needs to achieve its strategic aims. In today's
business environment, human resource (HR) managers are increasingly
focusing on long-term, strategic issues. Strategic human resource management
involves formulating and implementing HR policies and practices that align
with the organization's strategic goals. Employers expect HR managers to
establish practices that cultivate employee behaviors and competencies
necessary for achieving strategic objectives. The chapter model follows a
three-step sequence: setting strategic aims, identifying the required
employee behaviors and skills, and determining HR policies and practices
that facilitate the development of these behaviors and skills. This approach(প া)
ensures that HR strategies are directly linked to the organization's overall
strategy.
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HR and Performance:
In addition to their role as "people experts(মানুষ িবেশষ )," employers expect
human resource (HR) managers to lead efforts in improving employee
performance. HR managers can utilize three levers for this purpose.
The first lever is the HR department lever, where the HR manager ensures the
efficient delivery of HR services. This may involve outsourcing certain
activities like benefits management and implementing cost-effective technology
solutions.
The second lever is the employee costs lever. Here, the HR manager plays a
key role in advising top management on staffing levels and in establishing and
controlling compensation, incentives, and benefits policies within the
organization.
The third lever is the strategic results lever. In this capacity, the HR manager
implements policies and practices that foster the development of employee
competencies and skills necessary for the achievement of the company's
strategic goals.
HR and Performance and Sustainability( ািয় ):
In today's world, the concept of sustainability in business is gaining prominence
as companies are being urged(আ ান জানান) to consider not only financial
performance but also environmental and social impact. This shift towards
sustainability has significant implications for human resource management
practices, as organizations need to align their HR strategies with the goal of
achieving sustainable outcomes while delivering business success.
HR and Employee Engagement:
Employment engagement(কমসং ান িনযুি ): The extent(িব ৃ িত) to which an
organization’s employees are psychologically involved in, connected to, and
committed to getting their jobs done. Employee engagement refers to the
level of connection, commitment( িত িত), and psychological involvement that
employees have towards their work. It is crucial for driving performance, as
highly engaged employees are more likely to achieve task-related goals.
However, studies indicate that only a relatively small percentage of employees,
ranging from 21% to 30%, are currently engaged, highlighting the challenge for
employers to improve engagement levels within their organizations.
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List at least four important human resource manager competencies

The new Human Resource Manager: Here are the behaviors or competencies
(with definitions) SHRM says today’s HR manager should be able to exhibit:
1. Leadership & Navigation: The ability to direct and contribute to
initiatives and processes within the organization.
2. Ethical Practice: The ability to integrate core values, integrity, and
accountability throughout all organizational and business practices
3. Business Acumen(ব বসািয়ক দ তা): The ability to understand and apply
information with which to contribute to the Organization’s strategic plan.
4. Relationship Management: The ability to manage interactions to
provide service and to support the organization.
5. Consultation: The ability to provide guidance to organizational
stakeholders.
6. Critical Evaluation: The ability to interpret information with which to
make business decisions and recommendations.
7. Global & Cultural Effectiveness: The ability to value and consider the
perspectives and backgrounds of all parties.
8. Communication: The ability to effectively exchange information with
stakeholders.
Four important human resource manager competencies:
I. HR and the Manager’s Skills: aims to develop managers' skills in
handling HR-related tasks, including recruitment, selection, training,
performance appraisal(মূল ায়ন), employee incentives, and ensuring a safe
and fulfilling work environment.
II. HR and Ethics: It highlights cases where managers have engaged in
unethical behavior, such as violating employment laws, and the negative
consequences it can have on their competence and reputation.
III. HR Manager Certification: The topic discusses how human resource
managers often pursue certification to showcase their proficiency in
modern HR management knowledge and skills. Currently, there are at
least two testing processes available for managers to obtain certification.
IV. HR and the Manager’s Human Resource Philosophy: The topic
emphasizes that while technical expertise is important, people's actions in
human resource management are influenced by their underlying
assumptions. The assumptions made about people, such as
trustworthiness, work attitudes, and appropriate treatment.