The document discusses the role of human resources in an organization. It describes how human resource management involves recruiting the right people, orienting and training employees, managing compensation and benefits, evaluating performance, and resolving disputes. The key functions of HRM are explained, including recruitment and selection, motivation, training and development, employee welfare, performance appraisal, compensation, and separation. The document provides examples of how these HRM functions are implemented at TATA AIG Life Insurance, such as their training programs, benefits, and performance evaluation methods.

1. Role of Human Resource
IN Human Resource Management
By- Naynesh Desai 02
Faheem Gire 10
Preeti Parab 30
Shraddha Sawant 49
Sai Joshi 56
Koyal Shedge 71
Rukhsar Faruqui 91
IN TATA AIG LIFE
INSURANCE

2.  Human resource management is a function of
management concern with hiring, motivating and
maintaining people an organization.
 It focuses on people in the organization.
 Human Resource Management
includes:
 Recruiting the right people for the job.
 Orienting and training.
 Managing wages and salaries.
 Providing benefits and incentives.
 Evaluating performance.
 Resolving disputes.
What is HRM ?

3.  The human resources management department
strategically manage people as business resources.
 This includes managing recruiting and hiring
employees, coordinating employee benefits and
suggesting employee training and development
strategies.
 HR managers solve many issues related to
employees.
Role of HRM in organization

4.  Cost saving.
 Managing performance.
 Help companies manage their staff fairly.
 Help avoid employment issues.
 Training & development.
 Recruitment.
 Employee engagement.
 Help with reward.
Why we need HR in a company?

5.  Recruitment & selection
 Motivation
 Training & development
 Employee welfare
 Performance appraisal
 Compensation
 Separation
 Human Resource Information System(HRIS)
HRM involves following contents:

6.  The recruitment and selection process is
important for new and established businesses.
 Recruitment refers to the overall process of
attracting, selecting and appointing suitable
candidates for jobs within an organization, either
permanent or temporary.
 Selection is the process of picking individuals
(out of the pool of job applicants) with requisite
qualifications and competence to fill jobs in the
organization.
Recruitment & selection

7.  Placement Agencies
and Consultants
 Campus Recruitments
 Off-campus
Recruitments
 Internal Job Postings
 Promotions(existing
employees)
 Moving across
verticals(existing
employees)
Sources of Recruitment

8.  Preliminary interview: This is done
to eliminate the candidates who
are not found to be appropriate
for the job.
 Interview: Once the capable
candidates are selected amongst
all, they are called for a interview.
 Selection Decision: The person is
analyzed by the manager on the
basis of the above stages and is
then finally selected for the job.
Selection Procedure

9.  WHAT IS MOTIVATION ?
Motivation is a desire to achieve
a goal, combined with the
energy to work toward that
goals.
 Motivation = value of
outcome * Expectation of
achieving it.
Motivation

10. Providing Incentives
Recognition to employees
Providing sponsored holidays for employees
and their family
Motivation in TATA AIG

11.  Friday Movie Mania
 Recharge zone
 Sports Club
 Annual Theme Party
 Celebration Week
 Town Hall
 World of Work(WOW)
Special Motivational Programs

12.  Training: The act of increasing the skills of an
employee for doing a particular job, and thus
it’s a process of learning a sequence of
programmed behavior to do that particular
job.
 Development: It refers broadly to the nature
and direction of change induced in
employees, through the process of training
and educative process.
Training and Development

13. Training
 Company conducts on-the-job training(OJT)
programs for its employees.
 Functional programs- for expertise in respective
domain.
 Talent Acceleration programs- improving soft skills
 Duration: Monthly or Quarterly or Weekly depending
upon product and requirement.

14.  E-learning courses
 Career progression
programs.
 Leadership
Development ladder.
Development

15.  Welfare means the physical, mental, moral and
emotional well-being of an individual.
 Employee welfare is concerned with the
welfare facilities provided by an organization
to its employees.
 It is done for the comfort of employees and is
provided apart from wages.
Employee welfare

16.  It improves the loyalty and morale of the
employee.
 Helps to improve the goodwill and public
image of the enterprise.
 It helps to improve industrial relation and
industrial peace.
 It helps to improve employee productivity.
Objectives of employee welfare
in TATA AIG

17. Employee welfare in TATA AIG
 Welfare facilities can be broadly classified into two
groups:
 1. These are provided within the organization :-
› Canteen
› Rest room
 2. These are provided outside the organization:-
› Leave travel facilities

18.  Performance Appraisal is the systematic
evaluation of the performance of employees and
to understand the abilities of a person for further
growth and development.
 Performance appraisal is generally done in
systematic ways which are as follows:
› The supervisors measure the pay of employees
and compare it with targets and plans.
› The supervisor analyses the factors behind work
performances of employees.
› The employers are in position to guide the
employees for a better performance.
Performance appraisal

19.  The checklist method is a behaviorally based
approach to performance appraisal that requires
raters to observe rater’s behavior and record
performance related judgments about these‐
behaviors.
 In this approach to performance appraisal, a list of
job relevant behaviors is developed.‐
 Raters are asked to record (a) whether or not each
behavior has been performed by the rater or (b)
the degree to which each item describes the
person being evaluated.
 Several important characteristics of the checklist
can help us to appreciate this method.
Performance Appraisal done in
TATA AIG

20. Examples

21. Your logo here

22.  Compensation is the reward earned by
employees.
 Basic- 30% of annual salary
 Bonus(yearly): is given to the employee
yearly basis for some occasion like
Diwali so that employee performance
is increase.
 HRA: house rent allowance is provided
by company to employee if the
employee is away from his home, so
that travelling distance from his place
to organization decrease.
Compensation

23.  Medical Allowance: Organization give
medical allowance. If employee hurt due
to any medical then immediately medical
provided to him.
 Other Allowance(Food, mobile phone bills,
etc.): Company provide other allowance
like lunch mobile bill if he is using phone
calls for company etc.

24.  Mediclaim: Mediclaim policy covers benefits if one
suffer illness/disease or constrict injury through
accident either in India or foreign, if this occurred
then organization provide all cost of repair.
 Superannuation: These savings are one of the most
tax effective ways of saving for the long time.
 Incentive: Incentive depends on employee if
employee achieve target within given period and
work for company then they provide bonus.
 Performance bonus: Organization give bonus
salary or reward so that the performance of
employee improve.
Benefits Apart From Salary

25.  Separation occurs when an employee leaves the
organization.
 Separations can be either voluntary or involuntary.
 The entire separation process should be handled
smoothly without separating employees feeling
harassed.
 Employee separation needs to be handled with
sensitivity, discretion and speed so that exit can
happens smoothly and on good terms.
Separation

26. Types of separation

27.  Voluntary separation:
 Resignation/Quits
 Retirements
 Involuntary separation:
 Dismissal or Discharge
 Layoff
 Retrenchment
 VRS
 Downsizing

28.  It is an intersection between HRM and
IT.
 It is a tool used to access HR-related
information and perform functions like
acquiring, storing, manipulating,
analysing and retrieving information.
 It helps HR managers perform HR
functions in a more effective and
systematic way using technology.
Human Resource Information
System(HRIS)

29. Advantages & Disadvantages
Advantages Disadvantages
Faster information process
Human error during information
input
Greater information accuracy
Costly technology to update
your system
Automated reminders: Systems
can schedule events, such as
performance appraisals and
benefit deadlines Specialized Knowledge
Benefits administration. This could
include enrollment, notices,
changes, and reporting. Fear of loss of confidential data

30. THANK YOU