The Liver & Gallbladder (Anatomy & Physiology).pptx
Human resource management even semester.pptx
1. Patrician College of
Arts and Science
Presented By
Janardanam P
Department of Commerce
Human Resource Management
Subject Code
CVZ6B
EVEN SEMESTER
https://www.patriciancollege.ac.in/
5. • Human Resource Management functions can be classified in following three categories.
• Managerial Functions,
• Operative Functions, and
• Advisory Functions
• The Managerial Functions of Human Resource Management are as follows:
• 1. Human Resource Planning - In this function of HRM, the number and type of employees needed to accomplish organizational goals is determined. Research is an
important part of this function, information is collected and analyzed to identify current and future human resource needs and to forecast changing values, attitude, and
behaviour of employees and their impact on organization.
• 2. Organizing - In an organization tasks are allocated among its members, relationships are identified, and activities are integrated towards a common objective.
Relationships are established among the employees so that they can collectively contribute to the attainment of organization goal.
• 3. Directing - Activating employees at different level and making them contribute maximum to the organization is possible through proper direction and motivation.
Taping the maximum potentialities of the employees is possible through motivation and command.
• 4. Controlling - After planning, organizing, and directing, the actual performance of employees is checked, verified, and compared with the plans. If the actual
performance is found deviated from the plan, control measures are required to be taken.
6. • Operative Function Includes:
• 1. Recruitment/Hiring
• Hiring is a process which brings pool of prospective candidates who can help organization achieve their goals and
allows managements to select right candidates from the given pool.
• 2. 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.
• 3. Performance Appraisal
• Checking and analyzing employee performance is another important function that human resource management has to
perform.
• 4. 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.
• 5. Salary Administration
• Human Resource Department also determines pays for different job types and incudes compensations, incentives,
bonus, benefits etc. related with a job function.
7. • Methods of Training: On-the-job Training Method and Off-
the-Job Methods!
• Management development is a systematic process of growth and
development by which the managers develop their abilities to man-
age. It is concerned with not only improving the performance of
managers but also giving them opportunities for growth and develop-
ment.
• There are two methods through which managers can improve their
knowledge and skills. One is through formal training and other is
through on the job experiences. On the job training is very important
since real learning takes place only when one practices what they
have studied.
8. • On-the-job training methods are as follows:
• 1. Job rotation
• This training method involves movement of trainee from one job to another gain knowledge and experience from
different job assignments. This method helps the trainee understand the problems of other employees.
• 2. Coaching:
• Under this method, the trainee is placed under a particular supervisor who functions as a coach in training and provides
feedback to the trainee. Sometimes the trainee may not get an opportunity to express his ideas.
• 3. Job instructions:
• Also known as step-by-step training in which the trainer explains the way of doing the jobs to the trainee and in case of
mistakes, corrects the trainee.
• 4. Committee assignments:
• A group of trainees are asked to solve a given organizational problem by discussing the problem. This helps to improve
team work.
• 5. Internship training:
• Under this method, instructions through theoretical and practical aspects are provided to the trainees. Usually, students
from the engineering and commerce colleges receive this type of training for a small stipend.
9. • The following are some of the off-the-job techniques:
• 1. Case study method:
• Usually case study deals with any problem confronted by a business which can be solved by an employee. The trainee is given an
opportunity to analyse the case and come out with all possible solutions. This method can enhance analytic and critical thinking of an
employee.
• 2. Incident meth
• Incidents are prepared on the basis of actual situations which happened in different organizations and each employee in the training group
is asked to make decisions as if it is a real-life situation. Later on, the entire group discusses the incident and takes decisions related to the
incident on the basis of individual and group decisions.
• 3. Role play:
• In this case also a problem situation is simulated asking the employee to assume the role of a particular person in the situation. The
participant interacts with other participants assuming different roles. The whole play will be recorded and trainee gets an opportunity to
examine their own performance.
• 4. In-basket method:
• The employees are given information about an imaginary company, its activities and products, HR employed and all data related to the
firm. The trainee (employee under training) has to make notes, delegate tasks and prepare schedules within a specified time. This can
develop situational judgments and quick decision making skills of employees.
• 5. Business games:
• According to this method the trainees are divided into groups and each group has to discuss about various activities and functions of an
imaginary organization. They will discuss and decide about various subjects like production, promotion, pricing etc. This gives result in co-
operative decision making process.
10. • 6. Grid training:
• It is a continuous and phased programme lasting for six years. It includes phases of planning development,
implementation and evaluation. The grid takes into consideration parameters like concern for people and concern for
people.
• 7. Lectures:
• This will be a suitable method when the numbers of trainees are quite large. Lectures can be very much helpful in
explaining the concepts and principles very clearly, and face to face interaction is very much possible.
• 8. Simulation:
• Under this method an imaginary situation is created and trainees are asked to act on it. For e.g., assuming the role of a
marketing manager solving the marketing problems or creating a new strategy etc.
• 9. Management education:
• At present universities and management institutes gives great emphasis on management education. For e.g., Mumbai
University has started bachelors and postgraduate degree in Management. Many management Institutes provide not
only degrees but also hands on experience having collaboration with business concerns.
• 10. Conferences:
• A meeting of several people to discuss any subject is called conference. Each participant contributes by analyzing and
discussing various issues related to the topic. Everyone can express their own view point.
12. • The Telephone Interview. ...
• The Face-to-Face Interview. ...
• The Panel Interview. ...
• The Group Interview. ...
• The Sequential Interview. ...
• The Lunch / Dinner Interview. ...
• Competency Based Interviews. ...
• Formal / Informal Interviews.
13. • What is a Human Resources Audit?
• A Human Resources Audit (or HR Audit) is a comprehensive method (or means) to review current
human resources policies, procedures, documentation and systems to identify needs for
improvement and enhancement of the HR function as well as to assess compliance with ever-
changing rules and regulations. An Audit involves systematically reviewing all aspects of human
resources, usually in a checklist fashion.
• Sections of review include:
• Hiring and Onboarding
• Benefits
• Compensation
• Performance evaluation process
• Termination process and exit interviews
• Job descriptions
• Form review
• Personnel file review
14. • The purpose of an HR Audit is to recognize strengths and identify any needs for improvement in the
human resources function. A properly executed Audit will reveal problem areas and
provide recommendations and suggestions for the remedy of these problems. Some of the reasons
to conduct such a review include:
• Ensuring the effective utilization of the organization’s human resources
• Reviewing compliance in relation to administration of the organization
• Instilling a sense of confidence in management and the human resources function
• Maintaining or enhancing the organization and the department’s reputation in the community
• Performing “due diligence” review for shareholders or potential investors/owners
• Establishing a baseline for future improvement for the function
• Because of the multitude of laws affecting each stage of the employment process, it is
extremely important for an employer to regularly conduct an HR analysis of their policies and
practices. This helps to identify regulatory compliance issues if they exist and avoids potentially
costly fines and/or lawsuits, if otherwise ignored. An employer overlooking regulatory compliance
with their human resource practices could face:
15. • A fine of $1,100 for any violation of the appropriate payment of overtime for
non-exempt employees in accordance with the Fair Labor Standards Act.
• Penalties as high as $10,000 each occurrence for failing to post required
safety notices or keeping accurate records.
• Fines up to $1,000 per employee for non-compliance with the Federal
Immigration Reform Act.
• While penalties such as these help define the risk of non-compliance and
signify the importance of conducting periodic HR Audits, an Audit can also
ensure that policies and procedures are fair and consistent across the
organization and strengthen employee satisfaction. By maintaining a
satisfied and productive workforce, an employer lessens the expense
associated with costly turnover of staff. Losing one employee is estimated
to cost a company 50 – 150% of the lost employee’s salary in time and
money spent to replace that employee.
17. • Physiological needs - These are biological requirements for human
survival. Examples include air, food, water, shelter, clothing, warmth, sex
and sleep.
• Safety needs – Examples include protection from elements, security,
order, law and stability.
• Love and belongingness needs – These are the first of social needs,
involving the desire for interpersonal relationships and being part of a
group. Examples of these needs include friendship, intimacy, trust,
acceptance, receiving and giving affection and love.
• Esteem needs - Classified into two categories:
• Self-esteem, stemming from dignity, achievement, mastery and independence.
• The desire for reputation or respect from others, including status and prestige.
• Self-actualization needs – Examples include realizing personal potential,
self-fulfillment and seeking personal growth and peak experiences.
