This document appears to be a project report submitted for a BBA degree. It includes a title page with the student's name and enrollment number, as well as a supervisor certification. The main body of the report focuses on defining and discussing key aspects of human resources management. It provides a brief history of HRM and outlines major milestones in its evolution. It also identifies and explains common HRM functions such as workforce planning, training, compensation and benefits. Emerging trends in talent management are discussed as well. The report concludes with a references section citing sources on HRM topics.

1. (Submitted for the Degree of BBA the ICFAI University)
Submitted by
Title of the Project
HUMAN RESOURCES MANAGEMENT
Supervised by
Name of the Candidate: Rahul Sharma
Enrolment No: 20BSUJP01028
Name of the Department: ICFAI Business School
Name of the Supervisor: Dr. Ruchi Gupta
Name of the Deprtment:ICFAI Business School

2. Month & Year of Submission
Supervisor Certificate
This is to certify that Mr. Rahul Sharma student of
BBA under the ICFAI University has worked under my supervision and guidance for his
Project Work and prepared a Project Report with the title of Human Resources
Management System which he submitting,is his genuine and originawork
ToThe best of my knowledge.
Name: Rahul Sharma
Date: 12 September 2021
Designation: BBA (3rd Semester)

3. I hereby declare that the Project Work with the title HUMAN RESOURCES
MANAGEMENT SYSTEM
submitted by me for the partial fulfilment of the degree of BBA under the
ICFAI University is my original work and has not been submitted earlier to any
other University /Institution for the fulfilment of the requirement for any course
of study.
I also declare that no chapter of this manuscript in whole or in part has been
incorporated in this report from any earlier work done by others or by me.
However, extracts of any literature which has been used for this report has
been duly acknowledged providing details of such literature in the references.
Student Declaration

4. Human
Resources
Management

5. Definition
01
History of HRM
02
Functions of HRM
03
Agenda

6. Talent Management
04
Interesting Facts
05
References
06
Agenda

7. Human Resources
Management
Definition by “Society for
Human Resource
Management”
The formal structure within an
organization responsible for all
the decisions, strategies,
factors, principles, operations,
practices, functions, activities
and methods related to the
management of people.

8. History of HRM

9. Milestones in the History, Evolution and
Development of Human Resource Management
Pre World War II
1700
1945
1980
1920
1963 1990 Present
2000 BC
Pre World War II
Social Issues Era
Post World War II
Pre World War II
Cost–Effectiveness Era Technological
Advancement Era

10. Pre World War II
-Rise of motivation
practices occasioned by
Hawthorne studies
-Various attempts at
employee satisfaction
begin to be implemented
-Better wages and good
working conditions
Milestones:
-Emergence of Scientific
Management Theory
-Introduction of personnel
function mainly for keeping
workers records
-Poor working conditions
-Rise of labor unions to
agitate for workers rights
-Expansion of personnel
function to include welfare
and administration
Milestones:
Use of employee
screening techniques
by the Chinese
Use of the apprentice
system by the Greek
Milestones:
2000BC – 1000BC 1700 – 1900 1920 – 1930

11. Post World War II
Milestones:
1945 – 1960
• Emphasis on employee productivity through various motivation
techniques
• Emergence of job description which improved recruitment and selection
• Emergence of compensation and evaluation strategies
• Emergence of collective bargaining for increased employee welfare
• Enactment of a significant number of employment laws
• Emergence of computer technology and use in record keeping
• Emergence of job analysis
• Expansion of the personnel function to include recruitment, labor
relations, training, benefits and government relations divisions

12. Social Issues Era
• The Civil Rights Movement shaped the
management thinking of the time
• Abolished all forms of discrimination
and ushered in equal employment
opportunity
• Transition from personnel
management to human resources
management
• Personnel management to human
resources management; increased
computerization of the HR function for
accuracy
• Development of Human Resource
Information System (HRIS)
• Adoption of various laws on
occupational health and safety,
retirement benefits and tax regulation
• Emergence of employee participation
in management decision making
• Increased employee training and
empowerment
Milestones:
1963 - 1980

13. Cost–Effectiveness Era
• Increased automation of the workplace to boost production
• Shift from employee administration to employee development
and involvement
• Emphasis on efficiency and effectiveness through adoption of
technology
• Emergence of hard and soft HR approaches
• Emergence of employee return on investment debate
1980-early 1990s Milestones:

14. Technological Advancement Era
Milestones:
• Increasing forces of globalization
• Emergence of Strategic HRM
• Emergence of business process reengineering strategies
• Recognition of intellectual capital
• Increased strategies for recognition, rewards, motivation, greater
awareness of the HR role as a strategic business partner
• Emergence of improved strategies for attracting, retaining,
development and engagement of talent
• Performance appraisal techniques
• Emphasis on contribution of HRM to competitive advantage
• Human resource planning techniques
• Diversity management
• Talent management
• Emergence of e-HR; e-training, e-recruitment
• Flexible work arrangements
• Virtual teams
• Work life balance
• Social media currently informs transformation of HRM
1990 – present

15. Functions of HRM

16. HRM Functions
Safety & Health
Compensations & Benefits
Training & Development
Staffing
Workforce Planning & Staffing
HR Development
Risk Management Employees & Labor
Relations
Total Rewards

17. Workforce Planning & Staffing
Ascertain the knowledge, skills & duties necessary to perform
certain jobs in the organization
Job Analysis
The organization identifies the best persons from a pool of
applicants for the job that can effectively fulfill the required criteria
of performing the desired duties in the organization
Selection
Systematic process of attracting & encouraging relatively large
number of applicants to apply for the required jobs of the
organization
Recruitment
Systematic activity of staffing function of HR department, in which the
requirements of human resource are reviewed in order to confirm that the
required number of workers with the require skills & knowledge are made
available when they are demanded
Human Resources Planning (HRP)

18. Human Resource Development
SUCCESS
H R M
Training & Development
The process of establishing career objectives and determining
appropriate educational and developmental programs to further develop
the skills required to achieve short- or long-term career objectives
Career Planning
Succession Planning
Performance Management
Organization Change & Development
A process dealing primarily with transferring or
obtaining knowledge, attitudes and skills needed
to carry out a specific activity or task.
The process of identifying long-range needs and cultivating
a supply of internal talent to meet those future needs.
The process of maintaining or improving employee job performance through the use of
performance assessment tools, coaching and counseling as well as providing continuous feedback.
The systematic approach and application of
knowledge, tools and resources to deal with change.

19. Total Rewards
Pay
Benefits
Non-financial Rewards
The money received by an employee for
performing his job.
Extra financial rewards that are received other than pay. Benefits
include sick leaves, paid leaves, holiday& medical insurance.
Availed by the employees & which are non-monetary in nature like
pleasant working environment & delightedness of work performed

20. Risk
Management
In this function the safety of
the employees form serious
accidents in working
environment is ensured. Health
is little different from safety in
such a way that it is related to
the normal physical & mental
well-being of employees that
make them free from the
illness.

21. Employee
&
Labour
Relations
• Layoff Planning
• Discipline & Dismissal
• Contract interpretation and
administration (Union contracts and
relevant personnel policies)
• Complaint/Grievance
• Represents management in employee
disputes/grievance proceedings
• Mediates/negotiates resolution of
complaints with employee
representatives
• Responds to union information
requests
ELR Functions:

22. Talent Management
Today’s HRM Trend

23. Definition
• Broadly defined as the
implementation of an
integrated strategies or
systems designed to
increase workplace
productivity by developing
improved processes for
attracting, developing,
retaining and utilizing
people with the required
skills and aptitude to
meet current and future
business needs.

24. TM Functions
Is the process of finding and
acquiring skilled human labor for
organizational needs and to meet
any labor requirement.
Talent Acquisition
Focuses on how to develop
employee skills and
competencies. Organizations
provide learning opportunities
and tools for employees to
advance their overall careers.
Talent Development
Refers to the various policies
and practices which let the
employees stick to an
organization for a longer period
of time.
Talent Retention

25. Interesting Facts

26. Interesting Facts
In 2014, over 90% of
resumes were posted
online or sent via email
33% of 2000 surveyed
bosses indicated they
know within the first 90
seconds if they will hire
that candidate.
89% of recruiters have
hired someone through
LinkedIn
Applicant Tracking
Software, the robots
that read your resume,
is able to quickly
eliminate 75% of the
applicants
In 2000, 22% of
resumes were
submitted via email or
posted on the web
33%
89%
75%
22%
90%
Recently released statistics from the Society of Human Resource Management

27. Interesting Facts
93% of recruiters are
likely to look at a
candidate’s social
media profile
57% of organizations
view employee
retention as a problem
54% of organizations do
not have a written or
verbal policy that
addresses workplace
romance, but the
number that do
76% of resumes are
discarded for having an
unprofessional email
address
57%
54% 76%
93%
Recently released statistics from the Society of Human Resource Management

28. References
Garza, P., & Franklin, M. (n.d.). Employee & Labor Relations. Retrieved March 2, 2019, from merced:
https://hr.ucmerced.edu/employeelabor-relations
Human Resources Fun Facts & Serious Statistics. (n.d.). Retrieved March 2, 2019, from Neocase:
https://www.neocasesoftware.com/hr-service-delivery-posts/human-resources-fun-facts-serious-statistics/
Juneja, P. (n.d.). Employee Retention. Retrieved March 2, 2019, from Management Study Guide:
https://www.managementstudyguide.com/employee-retention.htm
Recruiter.com. (n.d.). Talent Acquisition. Retrieved March 2, 2019, from Recruiter:
https://www.recruiter.com/i/talent-acquisition/
Society for Human Recource Management. (n.d.). Glossary of Human Recources Terms. SHRM. Retrieved
March 2, 2019
The Highlands Company. (n.d.). What Is Talent Development? Retrieved March 2, 2019, from The Highlands
Company: https://www.highlandsco.com/what-is-talent-development/
Tubey, R., Rotich, K. J., & Kurgat, A. (2015). History, Evolution and Development of Human Resource
Management: A Contemporary Perspective. European Journal of Business and Management, 7(9), 144-145.
What are the Functions of Human Resource Management:. (2015, September 16). Retrieved March 2, 2019,
from business study notes: http://www.businessstudynotes.com/hrm/human-resource-management/what-are-the-
functions-of-human-resource-management/

29. Thank You