Human Resource Management

1. HUMAN RESOURCE
MANAGEMENT

2. Introduction:
Human Resource Management outlines the importance of
HRM and its different functions in an organization. It examines the
various HR processes that are concerned with attracting, managing,
motivating and developing employees for the benefit of the
organization.

3. Objectives of HRM
Objectives Functions
Societal Objectives Legal compliance
Benefits
Smooth union Management
relations
Organizational Objectives Human Resource Planning
Employee relations
Selection
Training & Development
Appraisal
Placement
Functional Objectives Appraisal
Placement
Assessment
Personal Objectives Appraisal
Placement
Assessment
Compensation

4.  Scope:
1. Manpower or Human Resource Planning
2. Induction
3. Job Analysis, Design & Evaluation
4. Performance Appraisals
5. Career Planning
6. Compensation Management
7. Health, Safety & Welfare

5. FUNCTIONS OF HUMAN RESOURCE MANAGEMENT
Functions of HRM
Managerial
Functions
Operative
Functions

6. Managerial Functions:
Managerial Functions
Planning
Organizing
Directing
Controlling

7. Planning:
Planning is one of the primary function where
number & type of employees needed to accomplish
organization goals are determined. Research forms
core HRM planning which also helps management
to collect, analyze and identify current plus future
needs within organization.

8. Organizing:
• Organization of the task is another
important step. Task is allocated to every
number as per their skills and activities are
integrated towards a common goal.

9. Directing:
• This includes activating employees at
different levels and making them contribute
maximum towards organization goal.
Tapping maximum potentialities of an
employee via constant motivation and
command is a prime focus.

10. Controlling:
• Post Planning, Organizing and Directing,
performance of an employee is checked, verified
and compared with goals. If actual performance
ids found deviated from the plan, control
measures are taken.

11. Operating Functions:
Operative
Functions
Recruitment
Job analysis
& Design
Training &
Development
Motivation
Record &
Statistics
Industrial
Relations
Reward
System

12. Recruitment:
• Hiring is a process which brings pool of
prospective candidates who can help
organization achieve their goals and allows
management to select right candidates from
the given pool.

13. Job Analysis & Design:
• Describing nature of the job like
qualification, skill, work experience
required for specific job position is
another important operative task.
Whereas, job design includes outlining
tasks, duties and responsibilities into a
single work unit to achieve certain goal.

14. Training & Development:
• This function allows employees to acquire
new skills and knowledge to perform their job
effectively. Training and Development also
prepares employees for higher level
responsibilities.

15. Reward System
• The System of pay and benefits used
by the firm to reward workers
• Money not the only method
• Fringe benefits
• Flexibility of work
• Holidays, etc.

16. 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.

17. Records & Statistics:
• Keeps employee training records
• Achievement records.
• Transfer and Promotion records.
• Absenteeism and Labour turnover
records.

18. Industrial Relations:
• Good industrial relations, while
recognizable and legitimate objective for
an organization, are difficult to define
since a good system of industrial involves
complex relationships between Workers &
Employee.

19. Limitations:
• Lack of Top Management support.
• Recent Origin.
• Migration.
• Improper Implementation.
• Inadequate development programmes.
• Resistance to change from the bottom line workers.

20. THANK YOU
Presented By
Anshika Gupta