PPT presentation related to Meaning of HR, Functions of HR and HR in Global Environment

2. CONTENTS
•Meaning of HRM
•Functions of HR Managers
•HR in Global Environment

3. MEANING OF HR MANAGERS
• HR Manager is specialists are Responsible for Recruiting,
Screening, Interviewing and placing Workers. Human
Resources Managers Plan, Direct and Coordinate the
administrative functions of an Organizations.

4. FUNCTIONS OF HR MANAGERS
• Recruiting and Selection
The HR find the right people for open positions. It places
Employment advertisement. Screens and interviews applicants, Runs
background to checks, and select the workers for Position
* And Select the Most Qualified Person to Right Job to Place it.

5. EMPLOYEE BENEFITS
 Employer does not have to Provide Employees benefits,
Some employer choose to because help and retain Quality workers.
 The HR Unit plays critical role in this
i) Benefits may include:
Health, accident, disability and life insurance, tution and
business expense
for reimbursement retirement plans.
ii) The HRM researches and analyses benefits trends and implements
plan based on the employers needs and budget.

6. COMPENSATIONS AND EVALUATIONS
1) HR Researches employee compensation methods based on employees
roles in the company.
2) This includes determining, employee pay grades, whether salaried or
hourly or should be paid according to commissions or bonus plan.
3) Managers and supervisor conduct performance appraisal.
4) HR establishes performance evaluation systems that enable managers
and supervisors to successfully conduct reviews and give merit increases

7. TRAINING AND DEVELOPMENT
• To employees properly execute the duties. HR provides resources such as
workshops and seminars and leadership training to improve manager and
employee reloations to foster employee development
• HR steps in when Management cannot resolve the disputes in the
workplace.
• HR must handle employee grievances in a fair and legal manner.

8. EMPLOYEE INCENTIVES
I. HR understands that satisfied employees lead to positive work
environment.
II. The HRM implements strategies to keep employees motivated.
III. It may organize and coordinate incentives programs such as awards.
Prizes, gifts, bonuses contests promotions to motivate employees.

9. TERMINATIONS
• HR Overseas employee terminations.
• They conduct exit interviews and inform terminated employees of their
rights to certain benefits.
• Such as health insurance under the consolidated Omnibus Budget
Reconciliation Act and unemployment insurance.

10. HR IN GLOBAL ENVIRONMENT
•Legislation
•Pay and benefits
•Recruitment
•Cultural differences

11. LEGISLATION
• Every country has established in own labour and employment laws.
• Every country must different areas in working time, paid holidays,
disciplinary procedures and contracts
• The HR Manager of a global company has expanded role to have clearly
handle the employment law in each country and its operates.
• These laws are well achieved in local HR Manager in that country and
finally these report to a corporate HR department in the Main office.

12. A.To setting rates in pay and benefit to employees in different countries
its difficult
B.If you are acting as a single organization don’t feel that because that
situation are handled that country.
C.You will wants rates of pay to be equipment and fair in every country.
D.HR carefully decision should take pay benefits

13. RECRUITMENT
• Global Companies aim to select or want best people around the wold and employ them
peoples talent must use.
• This challenges to HRM because does not work single recruitment strategy.
• Company also have deal with different educational system and different expectations
amongst international executives.
• It is competition of with other global companies for the best talent.

14. CULTURAL DIFFERENCES
HR responsible to employee satisfaction surveys and management
development become more complex in global environment as cultural
differences can have major impact.
The relationship may be differ in manager and employee.
For Example Asian country Management is typically Paternal, while
western country employees expect to be able to challenge the manager
have autonomy.
While US and UK employees can be forthright in staff altitudinal surveys.
The HR Manager must be able to interpret responses correctly from all
cultures.