2. CONTENTS
1.1 Explain The Background Of Human
Resource Management
1.2 Explain The Functions Of Human Resource
Management
1.3 Determine Environmental Factors Affecting Human
Resource Management
3. DEFINING HUMAN RESOURCE MANAGEMENT
• Utilization of individuals to achieve organizational objectives.
OR
DEFINITION OF HRM
4. Formulation of HR p If human resource management (HRM) is welfare oriented of employees, some development of
social welfare may take place olicies
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT
Not only
formulation rather
an implementation
of HR policies
signify the
importance of HR
management in an
industrial
organization.
.
Development of
social welfare
Human resources
management
suggest proper
action by reviewing
employee need.
And it increases
efficiency of an
organization.
.
Review of
employee
needs
For the proper
formulation of
human resource
policies knowledge
and efficiency on
human resource
management
required.
.
Formulation
of HR policies
Implementation
of HR Policies
If human resource
management
(HRM) is welfare
oriented of
employees, some
development of
social welfare may
take place
5. Formulation of HR p If human resource management (HRM) is welfare oriented of employees, some development of
social welfare may
IMPORTANCE OF HUMAN RESOURCE MANAGEMENT (cont.)
• Good labor-
management
relation is essential
for the peaceful
working
environment.
Human resources
management can
ensure it.
.
• : Human Resources
management can
play a significant
role in achieving
productivity and
profitability target.
Thus it can help the
overall
development of
the organization
.
Overall
development of
organization
• HRM can show
it’s important by
proper utilization
of human
resources after
getting
everything done
by employees.
.
Utilization of
Human
Resources
Development of
Labor-
Management
Relations
6. John Doe
Business Analyst
• : : : .
COMPARISON BETWEEN HRM & PERSONNEL MGT
DIFFERENCES HRM PM
Definition The aspect of management
that is concerned with the
work force and their
relationship with the entity
is known as Personnel
Management.
The branch of management
that focuses on the most
effective use of the
manpower of an entity, to
achieve the organizational
goals is known as Human
Resource Management.
Approach Traditional Modern
Treatment of manpower Machines or Tools Asset
Types of function Routine function Strategic function
Basis of Pay Job Evaluation Performance Evaluation
7.
8. ROLE OF THE MINISTRY OF HUMAN RESOURCES
sets policies
prepares draft
employment
legislation
enforces the
employment
legislation
Establishes codes
of practices as
guidelines to
employers and
employees
9. HR
PLANNING
• Setting policies and
administering
disciplinary action
systems
• Recruitment
• Establishing career
movement policies,
including transfers
and promotion
• Terminating
employees
• Liaison with
Immigration and
Labour Department
• Records keeping
RECRUITMENT
& SELECTION
After estimating the
workforce
requirement, strategic
recruitment follows.
What are the different
approaches to be
taken, and what is the
turnaround time for
recruitment? The
other factors that
influence our multi-
location, bulk
recruitment, technical,
non-technical, senior
management or niche
skills, temporary or
permanent
recruitment.
TRAINING &
DEVELOPMENT
• Holding induction
programmes
• Providing skills
training
• Organizing
supervisory and
management
development
programmes
• Establishing and
administering
performance
management and
appraisal systems
PERFORMANCE
APPRAISAL
• Performance
appraisal is a formal
system of review
and evaluation of
individual or team
task performance.
• It affords employees
the opportunity to
capitalize on their
strengths and
overcome identified
deficiencies,
thereby helping
them to become
more satisfied and
productive
employees.
COMPENSATION MGT
Compensation includes the total
of all rewards provided to
employees in return for their
services. The rewards may be
one or a combination of the
following:
• Direct Financial
Compensation (Core
Compensation): receives in the
form of wages, salaries,
commissions, and bonuses.
• indirect Financial
Compensation (employee
benefits): All financial rewards
that are not
included in direct compensation,
such as paid vacations, sick
leave, holidays, and medical
insurance.
• Nonfinancial Compensation:
Satisfaction that a person
receives from the job itself or
from the psychological or physical
environment in which the person
1 2 3 4
HUMAN RESOURCE MANAGEMENT FUNCTIONS
5 6
INDUSTRIAL
RELATION
• Grievance
handling
• Relations with
trade union
representatives
• Collective
bargaining
negotiations
• Preparing for
contingencies,
including strike
action
