Presentation-Human Resource Mgmt


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Presentation-Human Resource Mgmt

  2. 2. Human Resource ManagementHuman Resource Management (HRM), a relativelynew term, that emerged during the 1930s. Many peopleused to refer it before by its traditional titles, such asPersonnel Administration or Personnel Management.But now, the trend is changing. It is now termed asHuman Resource Management (HRM). HumanResource Management is a management function thathelps an organization select, recruit, train anddevelops. 1
  3. 3. HUMAN RESOURCE MANAGEMENTHuman Resource Management is defined as thepeople who staff and manage organization. Itcomprises of the functions and principles that areapplied to retaining, training, developing, andcompensating the employees in organization.It is also applicable to non-business organizations,such as education, healthcare etc. HumanResources Management is defined as the set ofactivities, programs, and functions that aredesigned to maximize both organizational as well asemployee effectiveness. …2/- 2
  4. 4. Scope of HRM without a doubt is vast. All theactivities of employee, from the time of his entry intoan organization until he leaves, come under thehorizon of HRM.The divisions included in HRM are Recruitment,Payroll, Performance Management, Training andDevelopment, Retention, Industrial Relation, etc. Outof all these divisions, one such important division istraining and development. 3
  5. 5. TRAINING AND DEVELOPMENT is a subsystem of anorganization. It ensures that randomness is reduced andlearning or behavioral change takes place in structuredformat.Types of Training Approach:TRADITIONAL AND MODERN APPROACH OF TRAININGAND DEVLOPMENT 4
  6. 6. Traditional ApproachMost of the organizations before neverused to believe in Training. They wereholding the traditional view that managersare born and not made.There were also some views that training isa very costly affair and not worth.Organizations used to believe more inexecutive pinching. But now the scenarioseems to be changing. 5
  7. 7. Modern ApproachThe Modern Approach of Training andDevelopment is that Indian Organizationshave realized the importance of corporatetraining.Training is now considered as more ofretention tool than a cost. The training systemin Indian Industry has been changed to createa smarter workforce and yield the best results. 6
  8. 8. TRAINING AND DEVELOPMENT OBJECTIVESThe principal objective of training and development division is to make sure theavailability of a skilled and willing workforce to an organization. In addition tothat, there are four other objectives: Individual, Organizational, Functional, andSocietal.Individual Objectives – help employees in achieving their personal goals, whichin turn, enhances the individual contribution to an organization.Organizational Objectives – assist the organization with its primary objective bybringing individual effectiveness.Functional Objectives – maintain the department’s contribution at a levelsuitable to the organization’s needs.Societal Objectives – ensure that an organization is ethically and sociallyresponsible to the needs and challenges of the society. 7
  9. 9. Optimum Utilization of Human ResourcesTraining and Development helpsin optimizing the utilization ofhuman resource that furtherhelps the employee to achieve theorganizational goals as well astheir individual goals. 8
  10. 10. Development of Human ResourcesTraining and Developmenthelps to provide anopportunity and broadstructure for thedevelopment of humanresources’ technical andbehavioral skills in anorganization. It also helpsthe employees in attainingpersonal growth. 9
  11. 11. Development of skills of employeesTraining and Developmenthelps in increasing the jobknowledge and skills ofemployees at each level. Ithelps to expand the horizonsof human intellect and anoverall personality of theemployees. 10
  12. 12. ProductivityTraining and Developmenthelps in increasing theproductivity of the employeesthat helps the organizationfurther to achieve its long-term goal. 11
  13. 13. Team SpiritTraining and Developmenthelps in inculcating thesense of team work, teamspirit, and inter-teamcollaborations.It helps in inculcating thezeal to learn within theemployees. 12
  14. 14. Organization CultureTraining and Developmenthelps to develop and improvethe organizational healthculture and effectiveness.It helps in creating thelearning culture within theorganization. 13
  15. 15. Organization ClimateTraining and Developmenthelps building the positiveperception and feeling aboutthe organization.The employees get thesefeelings from leaders,subordinates, and peers. 14
  16. 16. QualityTraining and Development helpsin improving upon the quality ofwork and work-life. 15
  17. 17. Healthy Work EnvironmentTraining and Developmenthelps in creating the healthyworking environment.It helps to build goodemployee, relationship sothat individual goals alignswith organizational goal. 16
  18. 18. Health and SafetyTraining and Developmenthelps in improving thehealth and safety of theorganization thus preventingobsolescence. 17
  19. 19. MoraleTraining and Developmenthelps in improving themorale of the work force. 18
  20. 20. ImageTraining and Developmenthelps in creating a bettercorporate image. 19
  21. 21. ProfitabilityTraining and Developmentleads to improvedprofitability and morepositive attitudes towardsprofit orientation. 20
  22. 22. Conclusion:-Training and Development aids inorganizational development i.e.Organization gets more effectivedecision making and problemsolving. It helps in understandingand carrying out OrganizationalPolicies.Training and Development helps indeveloping leadership skills,motivation, loyalty, betterattitudes, and other aspects thatsuccessful workers and managersusually display. 21
  23. 23. THE END 0