This document provides an overview of human resource management and related processes. It begins with definitions of human resource management and discusses its key functions and importance. It then covers the topics of manpower planning, recruitment and selection. For manpower planning, it defines the term, objectives and process. It discusses sources of recruitment and outlines the recruitment procedure. It also highlights the merits and demerits of recruitment and selection methods. The document concludes by examining the interview process, types of interviews, and their purposes.

1. HUMAN RESOURCE MANAGEMENT
CONTENTS:
Meaning
Functions
Importance & Characteristics
Manpower planning:
Definition
Objective & Process
Source of recruitment & Selection
Process – Recruitment Procedure
Merits and Demerits
Test & Interview
Types, purpose and process for interview,

2. HUMAN RESOURCE
MEANING
• HRM is planning, organizing directing and controlling of the
procurement ,
development, compensation integration, maintenance, and
separation of human resources to the end that individual, or
and social objectives are
accomplished.
Aditi Singh

3. physical
financial
Techn
ologic
al
Natural
RESOURCES

4. HUMAN RESOURCEHuman resources is the set of individuals who make up the workforce of
an organization, business sector, or economy.
other terms sometimes used include "manpower", "talent", "labour", or simply "people".
HRM- Defined- as
‘the art of procuring,
developing and
maintaining competent workforce to
achieve the goals of an organization in
an effective and efficient manner.
MOST EFFICIENT USE OF PEOPLE
. Aditi Singh

5. DEFINITIONS:
HUMAN RESOURCE
Aditi Singh
Edwin Flippo defines- Human Resource Management as “planning, organizing, directing,
controlling of procurement, development, compensation, integration , maintenance and separ
ation of human resources to the end that individual, organizational and social objectives are
achieved.”
Michael J. Jucius has defined HR as “A Whole consisting of inter related, inter-dependant
and interacting physiological, psychological, sociological and ethical components.”
Dale Yoder: “HRM is the provision of leadership and direction of people in their working or
employment relationship.”
Ricky W. Griffin: “Human Resource Management is the set of organizational activities dire
cted at attracting, developing and maintaining an effective workforce.”

6. Nature of HRM
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7. Characteristics of HRM

8. FUNCTIONS
1. Managerial 2. Operative

9. Aditi Singh

11. FOUR LEVELS:
INDIVIDUAL
ENTERPRISES
SOCIETY
NATIONAL

12. Part- II
MANPOWER PLANNING
Or
HRP- Human Resource
Planning

13. HRP Meaning
“It means matching the right employees to different roles and at
the right time.
The essence is to work together or individually to achieve the
organization’s goals”.
Exp- Build a house

14. HRP- Definition
COLEMAN- HRP is the process of determining manpower require
ments of an organization and the means for meeting those require
ments in order to carry out the integrated plan of the organization.
STAINER- HRP is the strategy for acquisition , movement and pre
servation of HR in an organization.

15. HRP Objectives
1. Forecast personnel needs and requirements
2. Cope up with the changes in market conditions, technology, Govt. Regulations
3. Using existing manpower efficiently and productively
4. To promote employees in a systematic manner
5. To maintain balance between distribution and allocation of employees
6. To ensure adequate supply of manpower as and when required
7. To assess surplus and shortages in workforce

17. Steps of HRP1. Environmental scanning
2. Studying organization’s objectives and policies
3. Forecasting the demand for HR
4. HR supply forecast
5. Determining manpower gaps
6. Formulating HR plans
a. Recruitment
b. Redundancy
c. Redeployment
d. Training
e. Productivity
f. Retention
g. Control

18. Problems of HRP
1.Conflict between ideas
2.Inadequate HR information system
3.Poor image of company
4.Restrictive policies of govt.
5.Limited budget
6.Conservative organizational policies
7.Changes in political and legal environment
8.Conflict between short and long term plan
9.Nature of top management

19. HRP- MPP Objectives
AIM-
1. Avoiding imbalances in distribution or allocation of manpower
2. Controlling the cost aspect of human resources
3. Formulating transfer and succession policy
1. Demonstrate understanding of competency based approach in HR
2. Utilise tools in identifying current staff competencies and gaps, vis-a-vis, th
e organization’s goal and targets.
3. Formulate strategies for addressing identified training needs, prepare and design training modules
and develop curriculum for training course and cost estimates.
4. Demonstrate the abilities to have the HR development plan

20. 5. Design different training programmes
6. Design evaluation tool.
7. Implement training and development activities, programmes and
plans.
8. Demonstrate knowledge on using relevant analytical tools for pl
anning.
9 Conduct a comparative study on the current HR development pla
nning process.

22. Good Morning!!
Recruitment
&
Selection

23. revision

24. HRP QUIZ
1. __________ is the process of forecasting an organisations
future demand for, and supply of, the right type of people in
the right number.
a. Human Resource Planning
b. Recruitments
c. Human Resource Management
d. Human Capital Management

25. State true or false
Human Resource Planning facilitates international
expansion strategies.
a. True
b. False

26. Which of these factors is not included in environmental scan
ning?
a. Political and legislative issues
b. Economic factors
c. Technological changes
d. None of the above

27. is the process of estimating the quantity and quality of peopl
e required to meet future needs of the organisation.
a. Demand forecasting
b. Supply forecasting
c. Environmental forecasting
d. None of the above

29. RECRUITMENT
searching the candidates for employment and stimulating them to
apply for jobs in the organization.

31. PROCESS
1. Find/ buy
employee
candidates
2. Technological
tools assistance
3.
Geographical
distribution
4. Sources of
recruitment

32. 1. Find/Buy Candidates or Employee
Upper Middle- Experience, skills and Academics
Middle- Hire from similar or substitute industries
Entry Level/fresher- buy on Academics & skills basis

33. 2. Technological Tools assistance
• Computer
• Networking-
• Search Engines

34. 3. Geographical Distribution
Host or Home country
Culture
Environment
Climate
Political Safety
Legal and Immigration rules

35. 4. Sources
INTERNAL
Already working in org. EXP......
Retrenched, retired, dependent of
deceased employee
Upgrade, transfer, promoted, dem
oted
EXTERNAL
• Working in other org.
• Registered with employment e
xchange
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37. Internal sources
• Promotion and transfer
• Job posting:
(Newspaper, JobSites- naukri, indeed, monster, shi
ne etc., Social sites, News Channel)
• Employee referrals

38. EXTERNAL
• Working in other org.
• Registered with employment e
xchange
38Prof. Aditi Singh

39. External sources
Direct Method- Campus recruitment
Indirect Method
• Newspaper Ads
• TV and Radios Ads
Third Party Method
• Private employment search firm
• Employment exchange
• Gate hiring and contractors
• Walk-ins/ unsolicited applicants
• Internet recruiting

40. R & S PROCESS
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42. MERITS AND DEMERITS
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43. MERITS AND DEMERITS
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44. MERITS & DEMERITS
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48. Interviewer
Interviewee
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Interview

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50. Interview PROCESS
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52. TESTs
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57. Skill assessment
Skill test Prof. Aditi Singh 58

58. THANK YOU
PLEASE VISIT FO PART II