1. HUMAN RESOURCE MANAGEMENT

2. Human res ource management (HRM)
The policies and practices involved in carrying out the
“people” or human resource aspects of a management
position, including recruiting, screening, training,
rewarding, and appraising.

3. • Human Resource Management (HRM)
recognizes that people must be effectively
managed if an organization is to achieve its
objectives.

4. Pers onnel A s pects Of A Manager’s J ob
 Conducting job analyses (determining the nature of each
employee’s job)
 Planning labor needs and recruiting job candidates
 Selecting job candidates
 Orienting and training new employees
 Managing wages and salaries (compensating employees)
 Providing incentives and benefits
 Appraising performance
 Communicating (interviewing, counseling, disciplining)
 Training and developing managers
 Building employee commitment

5. HUMAN RESOURCE FUNCTIONS
• Human resource functions refer to those task and
duties performed in both large and small
organizations to provide for and coordinate
human resources.
• Human resource functions encompass a variety of
activities that significantly influence all areas of an
organization.

6. Human Resource Wheel
(by American Society of Training & Development - ASTD )

7. HUMAN RESOURCE ACTIVITIES
• Human resource planning
• Recruitment and selection.
• Training and development.
• Performance Appraisal and feedback
• Compensation ,pay and benefits.
• Employee and labour relation.

8. Human resource planning, recruitment and
selection
• Conducting job analyses to establish the specific
requirement of individual jobs within the organization.
• Forecasting the human resource requirements the
organization needs to achieve to its objectives.
• Developing and implementing a plan to meet these
requirements.
• Recruiting the human resources the organization
requires to achieve its objectives.
• Selecting and hiring human resources to fill specific
jobs within the organization.

9. Training and development
• Orienting and training employees.
• Designing and implementing management and
organizational development programs.
• Building effective teams within the organization
structure.
• Designing systems for appraising the
performance of individual employees.
• Assisting employees in developing career plans

10. Compensation and benefits
• Designing and implementing compensation
and benefits systems for all employees.
• Ensuring that compensation and benefits are
fair and consistent.
Employee and labour relations
• Serving as an intermediary between the
organization and its unions.
• Designing discipline and grievance handling
systems.

11. Legal Environment
• Laws on race , religion and national origin
• Laws on gender, pregnancy an family issues
• Laws on age discrimination
• Understanding affirmative action
• Americans with Disabilities act

12. • Employment act 1955
• Industrial Relations act 1967
• Trade union act 1959
• Occupational safety and health act 1994
• Employee social security act 1969
• Human resource development act 1992
• Employee provident fund act 1991
• Workmen’s compensation act 1952

13. Civil Rights Act of 1964
• Prohibits discrimination in employment on the
basis of race , color , gender, religion or
national origin.
• Referred to as the Equal Employment
Opportunity (EEO) law

14. Equal Employment Opportunity

15. Equal employment opportunity (EEO)
• EEO laws require managers and human resource
department to provide applicants an equal
opportunity for employment without regard to
race, religion, sex, disability, pregnancy,
national origin or age.

16. Definition of EEO
• The goal of laws that make some
types of discrimination in
employment illegal.
• Equal employment opportunity
will become a reality when each
citizen has an equal chance to
enjoy the benefits of employment.

17. • Employees Rights
• Age
• Equal Opportunity
• Pregnancy
• Disabilities
• Discrimination
• Sex
• Religion
• National Origin
• Pay

18.  Discrimination is often used to mean illegal
discriminatory acts.
 Discrimination means noticing the differences
between things or people that are otherwise
alike, and making decisions based on those
differences.

19. Examples of discrimination include:
• A supervisor refusing to hire a well qualified
candidate because she is pregnant.
• Upon “discovering” an employee’s age, a
supervisor transfers a well qualified 45 year old
employee from the “teen unit” to the “senior
citizen unit.”

20. EEO Issues VS HR Practices
HRM Functions Issue
Recruitment and Selection Race, gender, physical handicap,
appearance, religion, political belief
Compensation and Reward Personal preference, nepotism,
unrated job value, favouritism
Promotion Reverse discrimination, favouritism,
lack of merit, seniority
Training and Development Bias, undetermined performance
deficiency
Termination of employment Victimization, unjust and lack of
cause, arbitrary