This document discusses the development and operation of human resources. It outlines the key steps in developing human resources, including setting strategic direction, designing human resource management systems, workforce planning, generating human resources, investing in development and performance, and assessing organizational competence. The objectives of human resource strategy are to effectively and efficiently utilize people to achieve organizational goals. The main human resource management functions covered are staffing, human resource development, compensation, safety and health. Staffing involves job analysis, planning, recruitment, selection, placement, training and development. Human resource development includes training, career planning, performance management and appraisal. Compensation consists of direct financial pay as well as indirect benefits. Safety and health aims to protect employees' well-being

1. DEVELOPMENT & OPERATION
OF HUMAN RESOURCE
PRESENTED BY
SELVAPRAKASH
12CEM 014

2. Developmental Operation of
Human Resources
• Utilization of individuals to achieve
organizational objectives
• All managers at every level must
concern themselves with human
resource management to attain for
their objectives

3. Approach to be followed for
developing human resources
• The approach is based on the following steps:
– Setting up the strategic direction.
– Designing the human resource management system.
– Planning the total workforce.
– Generating the required human resources.
– Investing in human resource development and
performance.
– Assessing and sustaining organizational competence
and performance.

4. Objective of Human ResourceObjective of Human Resource
StrategyStrategy
To manage labor and design jobs so people
are effectively and efficiently utilized

5. 1
Human
Resource
Management
Hum
an
Resource
Developm
ent
Compensation
Staffing
Employeeand
LaborRelations
Safety and
Health
Human Resource Management Functions

6. Staffing
• Job Analysis
• Human Resource Planning
• Recruitment
• Selection
– Placement
– Training
– development

7. Staffing (Cont.)
• Staffing - Process through which
organization ensures it always has proper
number of employees with appropriate
skills in right jobs at right time to achieve
organizational objectives
• Job analysis - Systematic process of
determining skills, duties, and knowledge
required for performing jobs in
organization

8. Staffing (Cont.)
• Human resource planning - Systematic process
of matching the internal and external supply of
people with job openings anticipated in the
organization over a specified period of time .
• Recruitment - Process of attracting individuals
on a timely basis, in sufficient numbers, and with
appropriate qualifications, to apply for jobs with
an organization

9. Staffing (Cont.)
• Selection - Process of choosing from a
group of applicants the individual best
suited for a particular position and the
organization

10. To be successful, staff need:
• To know their organization’s mission
• To know their role
• To know what is specifically expected of them
• To have the capacity, resources, and
environment which makes success possible
• To receive encouragement, constructive
feedback, and opportunities to develop and
improve

11. Human Resource Development
• Training
• Development
• Career Planning
• Career Development
• Organizational Development
• Performance Management
• Performance Appraisal

12. Human Resource Development
(Cont.)
• Training - Designed to provide learners
with knowledge and skills needed for their
present jobs
• Development - Involves learning that goes
beyond today's job; it has more long-term
focus
• Career planning - Ongoing process
whereby individual sets career goals and
identifies means to achieve them

13. Human Resource Development
(Cont.)
• Career development - Formal approach
used by organization to ensure that
people with proper qualifications and
experiences are available when needed
• Organization development - Planned
process of improving organization by
developing its structures, systems, and
processes to improve effectiveness and
achieving desired goals

14. Human Resource Development
(Cont.)
• Performance management - Goal-oriented
process directed toward ensuring
organizational processes are in place to
maximize productivity of employees, teams,
and ultimately, the organization
• Performance appraisal - Formal system of
review and evaluation of individual or team
task performance

15. Compensation
Compensation that
individuals receive
as a result of
accidents during
construction.

16. Compensation
• Direct Financial Compensation - Pay that
person receives in form of wages, salaries,
bonuses, and commissions.
• Indirect Financial Compensation (Benefits) - All
financial rewards not included in direct
compensation such as paid vacations, sick
leave, holidays, and medical insurance.
• Nonfinancial Compensation - Satisfaction that
person receives from job itself or from
psychological and/or physical environment in
which person works.

17. Safety and Health
Employees who work in safe environment
and enjoy good health are more likely to
be productive and yield long-term
benefits to organization.

18. Safety and Health
• Safety - Involves protecting employees
from injuries caused by work-related
accidents
• Health - Refers to employees' freedom
from illness and their general physical and
mental well being

19. Traditional Human Resource Functions
in a Large Firm
President
and CEO
Vice President,
Marketing
Vice President,
Operations
Vice President,
Finance
Vice President,
Human
Resources
Manager,
Training and
Development
Manager,
Compensation
Manager,
Staffing
Manager,
Safety and
Health
Manager,
Labor
Relations

20. Key Activities of Human Resources
• Human Resource Planning
• Human Resource Policies
• Salary and Benefit Administration
• Human Rights and Labour Laws
• Recruitment, Selection and Orientation
• Performance Management
• Training and Staff Development
• Communications and Counselling

21. THANK YOU!