1. Submitted to: Submitted by:
Mrs. Veerpal Kaur Pralabh Jain
Lecturer in HRM CSE-2k7
4736
DEPTT. OF COMPUTER SCIENCE
ENGINEERING
G.Z.S.C.E.T,BATHINDA
(Estd. By Government of PUNJAB)
HUMAN RESOURCE
MANAGEMENT
2. Introduction
Human Resource Management is the
organizational function that deals with issues
related to people such as compensation,
hiring, performance management, organization
development, safety, wellness, benefits,
employee motivation, communication,
administration, and training.
6. Planning
Planning is necessary to give the organization
its goals and directions to establish best
procedure to reach the goals. Planning staff
levels requires that an assessment of present
and future needs of the organization be
compared with present resources and future
predicted resources. Appropriate steps then be
planned to bring demand and supply into
balance.
7. Organizing
After objectives have been established and
plans been developed then personnel manager
must design and develop organisation structure
to carry out various operations. Such as-
• Grouping of personnel activity
• Assignment of different groups of activities to
different individuals
• Delegation according to task assigned
• Co-ordination of activities of different individuals.
8. Directing
The directing function of the personnel
manager involves encouraging people to work
willingly and effectively for the goals of the
orgainsation.
9. Controlling
Controlling helps to evaluate and control the
performance of the department in terms of
various operative functions.
11. Recruitment
The process by which a job vacancy
is identified and potential employees are
notified.
The nature of the recruitment process
is regulated and subject
to employment law.
Main forms of recruitment through advertising
in newspapers, magazines, trade papers and
internal vacancy lists.
12. Training and Development
Provides new skills for the employee
Keeps the employee up to date
with changes in the field
Aims to improve efficiency
13. Remuneration
Concern with determination and equitable
remuneration of employees in the organisation
to the goals.
14. Reward system
The system of pay and benefits used by the
firm to reward workers
Money not the only method
Fringe benefits
Flexibility at work
Holidays, etc.
15. Motivation
To retain good staff and to encourage them to
give of their best while at work requires
attention to the financial and psychological and
even physiological rewards offered by the
organization as a continuous exercise.
16. Records and statistics
Keeps employee training records
Achievement records
Transfer and promotion records
Absenteeism and labour turnover records
17. Industrial relations
Good industrial relations, while a recognizable
and legitimate objective for an organization, are
difficult to define since a good system of industrial
relations involves complex relationships between:
(a) Workers (and their informal and formal groups, i.
e. trade union, organizations and their
representatives);
(b) Employers (and their managers and formal
organizations like trade and professional
associations);
(c) The government and legislation and government
agencies.
