1. Dr. S. HARI HARA PUTHIRAN
Professor
Department of MBA
Prince Shri Venkateswara Padmavathy
Engg.College,Chennai – 600 127.
2. “HRM is concerned with the most effective
use of people to achieve organizational
and individual goals .”
“HRM is management function that helps
managers to recruit, select, train and
develop members for an organization.”
3. Human resource management (HRM) is the
process of Planning, Acquiring, Training,
Appraising, and Compensating employees,
and of attending to their labor relations,
health and safety, and fairness concerns.
HRM is the study of activities regarding
people working in an organization. It is a
managerial function that tries to match an
organization‘s needs to the skills and abilities
of its employees.
4. Managerial Function
a) Planning
b) Organizing
c) Directing
d) Co
coordinating
e) Controlling
f) Budgeting
Operational Functions
a) Recruitment
b) Training
c)Development
d) Motivation
e) Compensation
e)Performance
Appraisal
f) HRA & HRIS
6. On the Job Training
Job Instruction
Training
Apprenticeship
Coaching
Mentoring
Off the Job Training
Lectures
Discussion Method
Demonstration
Case Study
Role Playing
Brainstorming
Field Trip
Sensitivity Training
7. Definition:
“Performance appraisal is a system review
and evaluation of an individual’s (or Team’s)
Performance”
Objectives Of Performance appraisal:
To review the performance of the employees over a
given period of time.
To judge the gap between the actual and the
desired performance.
To help the management in exercising
organizational control.
9. Ranking
Paired comparison
Other methods
Performance tests
Field review technique
10. 1. Promotions
2. Confirmations
3. Training and Development
4. Compensation reviews
5. Competency building
6. Improve communication
7. Evaluation of HR Programs
8. Feedback & Grievances
11. Performance Feedback:
Most employees want feedback about their
performance. Performance feedback is the
ongoing process between employee and the
manager where information is exchanged
concerning the performance expected and the
performance exhibited.
Effective performance feedback skills are
extremely important for managers. Employees
need to be able to constructive feedback
regarding both positive and negative aspects of
their performance.
12. It is specific rather than general.
It is focused on behavior rather
than on the person.
It takes into account the needs of
the receiver of the feedback.
It involves sharing of Information
rather than giving advice.
