Human resource management is the management of resources and considering the business activities to function appropriately in all measures. The verticals within the human resources allows the effective functioning of the assets. The human resource managers are playing a vital responsibility within the premises of an organisation.

1. Human resource
management
The policies and the methodologies
involved in carrying the human resource
aspects within the management
portfolios.

2. Benefits
Human resource management practices
involves the organizing and managing
the human resource, departments and
the activities associated within the
cultures of the organization.

3. Verticals
I) Recruitment.
II) Selection.
III) Compensation.
IV) Learning and
development.
V) Health and safety.
VI) Fairness.
VII) Acquisitions.
VIII) Workers grievances.
IX) Workers safety in
industries.
X) Disciplinary actions.
XI) Industrial relations.
XII) Employee engagements.

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Recruitment
Recruitment is a positive function.
Recruitment is hiring the candidate
within the potential pool of candidates.
Recruitment is an initializing method.
Selection
Selection is a negative function.
Selection is the critical process as this
includes hiring and eliminating the job
seeker from potential pool of candidates.
Selection includes ending the process.

5. Recruitment
Recruitment is a set of possible entries. The recruitment is the shortlisting
of the potential candidates from the available applicant pool.
Recruitment is a positive act.
The process includes:-
I) Sourcing.
II) Shortlisting.
III) Lining up the candidates.
IV) Telephonic interview.
V) Face to face interviewing.
The candidates are sourced within portals and shortlisted by downloading
the candidates resumes. The job seekers have a telephonic round of
interview.
The job seekers are then lined up over the telephone for the final face to
face round or a series of rounds that is conducted on the office or any
branches of the same.

6. Internal sources External sources
Recruitment sources

7. Selection
Selection is the process of eliminating the candidates.
The candidates are selected on certain criterias.
The criterias can be listed as the following:-
I) Proper communication skills.
II) Proper managerial skills.
III) Proper interpersonal skills.
IV) Body gesture of the job seeker.
V) Proper negotiating skills.
VI) Organisational behavioural skills.
Selection is the final process of eliminating the candidates. The process of
procurement ends with selection process.

8. Types of interviews
Types of interviews
Stress interviews.
Panel interviews.
Structured interviews.
Unstructured interviews.
In-depth interviews.
Computerized interviews.

9. Compensation
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Compensation is the sum of all the rewards of the job related efforts of the employees and
their involvement in the job.
Direct compensation Indirect compensation
Indirect
compensation
Direct
compensation
Compensation

10. Source- The Balance.

12. Elements of executive compensation
Executive compensation
Executive compensation refers to the
compensation paid to the managerial
position persons of various organizations.
I) Basic salary.
II) Annual bonus.
III) Stock option plan.
IV) Long term incentive plan.
V) Managerial compensation.
VI) Executive perks.

13. Grievance is a written
complaint lodged by an
unsatisfied employee
about unfair manners
that are prevalent in the
organization.
Discipline is a system
designed to ensure that
employees’ performance
and behavior are
consistent with the
regulations in force.
Discipline and grievance
Discipline Grievance

14. Fear is the key code
maintained within the
structures of an
organization. It also
forces them to obey
certain regulations.
Positive discipline
implies to the positive
attitudes maintained
within an organization.
The positivity in the
organization includes
maintaining the positive
code of conduct within
the premises of an
organization.
Types of discipline
A step-by-step
approach of dealing
with the indisciplinary
actions of the
employees. A
progressive discipline
of an employee can
begin with the hiring
of an employee and
can continue
throughout the entire
stages of his work life.
Positive Negative Progressive

15. Characteristics of discipline
I) Standard behavior.
II) Driving force.
III) Positive or negative in nature.
IV) Voluntary or imposed.
V) Right of the management.
VI) Element of the control process.
I) Absenteeism.
II) Unauthorized departure from work.
III) Inefficiency.
IV) Immoral conduct.
V) Insubordination.
VI) Negligence.
VII) Theft.
VIII) Tardiness.
IX) Causing unsafe working conditions.
X) Misuse of the organizational property.
XI) Rule violations.
XII) Abusing the supervisor or co-workers.
XIII) Refusal to accept a job assignment.
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Symptoms of indiscipline

16. Techniques of grievance identification
Techniques
Exit interviews
Gripe-box system
Opinion surveysOpen door policy
Observations
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17. Gripe-box systems
In human resources, an exit interview is conducted on an employee when he or she is
leaving the company.
The exit interview allows to have a candid discussion with the human resources of the
company when any of the employees is leaving the organization premises.
The staff of the company gathers feedback on the reason of leaving the company that
an employee or an employer may lay forward.
Exit interviews
The employees can drop by their anonymous complaints.
There are different suggestion boxes in which employees drop their named suggestion
with an intention to receive rewards.
Opinion surveys
An opinion survey is a poll, an opinion from a particular sample. Usually designed to
represent the population of opinions.
Open door policy
An open door policy is a communication policy in which a manager, CEO, MD of a
company allows the door to remain open in order to encourage the employees of the
company. The open door resembles openness and transparency.

18. Observation is the active acquisition of information from a
primary source. In living beings, observation employs the
senses. The action of observing something or someone.
Observations

19. Performance evaluation and job evaluation
The objective review and rating of an employees’ performances relating to the
performance standards.
The total and integrated process comprising goal-setting, training and
rewarding of the employees.
I) Recruitment.
II) Selection.
III) Training and development.
IV) Compensation.
V) Human resources management.
VI) Career planning.
VII) Employee grievance and discipline.
VIII) Employee feedback.
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Performance management
Uses of performance evaluation

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Evaluator for conducting performance evaluation
I) Peers.
II) Employees.
III) Colleagues.
IV) Staffs.
V) Customers.
VI) Committees.
VII) Self.
VIII) Superior
managers.
IX) Employers.
X) Teams.

21. Performance evaluation methods.
I) Ranking methods.
II) Rating scale.
III) Paired comparisons.
IV) Forced distributions.
V) Forced choice method.
VI) Critical incident method.
VII) Essay method.
VIII) Cost benefit method.
IX) Work standard method.
X) Checklist.
XI) Field review method.
XII) Confidential report.
XIII) Result based evaluation system.
XIV) Management by objectives.
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22. THANKYOU
Anannya Chakraborty.
canannya577@gmail.com