Human resource management involves planning, attracting, developing, and retaining employees. It includes functions like recruitment and selection, training and development, compensation and benefits, employee separation. The goal is to facilitate effective use of people to achieve organizational goals. HRM processes aim to acquire the right people, develop their skills, motivate them, and ensure they remain productive during their employment while following legal requirements and industrial relations.

1. Human Resource Management
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2. What is Human Resource Management?
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3. Human Resources Management
• “HRM is the function performed in
organizations that facilitates the most effective
use of people to achieve organizational and
individual goals.”
▫ Ivancevich and Glueck
• The HRM process consists of planning,
attracting, developing, and retaining the human
resources (employees) of an organization.
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4. • According to Adi Godrej,
“all corporate strengths are
dependent on people.”
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5. Scope of HR Management
• HRM in Personnel Management: This is
typically direct manpower management that
involves manpower planning, hiring
(recruitment and selection), training and
development, induction and orientation,
transfer, promotion, compensation, layoff and
retrenchment, employee productivity.
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6. • HRM in Employee Welfare: This particular
aspect of HRM deals with working conditions
and amenities at workplace.
• HRM in Industrial Relations: Since it is a
highly sensitive area, it needs careful
interactions with labor or employee unions,
addressing their grievances and settling the
disputes effectively in order to maintain peace
and harmony in the organization.
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7. HR Planning
strategic HR planning;
job design
FUNCTIONS
Attracting
employees
recruiting; selecting
Developing
employees
training & development;
performance appraisal
Retaining employees
compensation;
maintenance; labor
relations; separation
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8. HR Planning
• Planning for the future personnel needs of an
organization,
• taking into account both internal activities and
factors in the external environment
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9. HR Planning
• Job Design
▫ usually done prior to recruitment
▫ the process of describing the work that needs
to be done by an employee and
▫ specifying the requirements needed in
fulfilling the job
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10. Attracting Employees
• Recruitment
▫ development of a pool of job candidates in
accordance with a human resource plan
▫ its purpose is to provide mgmt. with enough
candidates from which they can select
qualified employees
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11. Attracting Employees
• Selection
▫ the mutual process whereby the organization
decides to make a job offer and the candidate
decides whether or not to accept it.
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12. 12
Developing Employees
• Orientation
▫ a program designed to help employees fit
smoothly into an organization

13. 13
Developing Employees
• Training
▫ a process designed to maintain or improve
current employee performance
• Development
▫ a process designed to develop skills and
attitudes necessary for future work

14. 14
Developing Employees
• Performance Appraisal
▫ process of providing feedback to subordinates
regarding their performance on the job.
▫ Informal versus Formal

15. 15
Developing Employees
• A formalized appraisal process is used for:
▫ rating work performance
▫ identifying those deserving raises or
promotions
▫ identifying those in need of further
training

16. 16
Retaining Employees
Compensation
• the adequate and equitable remuneration of
personnel for their contribution in the
achievement of organization objectives.

17. 17
Retaining Employees
Labor relations
• entails recognizing the validity of unions,
negotiating for the collective bargaining
agreement, and being able to handle strikes and
other forms of mass action.

18. 18
Retaining Employees
Maintenance
• the process of providing the following
services to employees:
▫ career counselling
▫ safety & health programs
• Also involves the minimization of
absenteeism and tardiness

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Retaining Employees
Separation
• employee separation can be just as important
as employee retention
▫ Organizations pursuing differentiation rely on
highly skilled employees who have specialized
knowledge and ability.
▫ An employee who is not capable of providing
skilled inputs does not contribute, making
termination of nonperforming employees critical
for organizations that seek to produce premium
goods and services

20. Summary
• Human resource management involves human
resource acquisition,retention,and employment
• Both present and future employees are human
capital that needs to be developed to its fullest
potential
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21. REFERENCE
•https://en.wikipedia.org/wiki/Human_resource_manage
ment
•http://www.whatishumanresource.com/Human-
Resource-Management-functions
•http://www.managementstudyguide.com/human
resource-management.htm
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