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INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT

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HOW TO MANAGE HUMAN RESOURCES IN AN ORGANISATION

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INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT

  1. 1. SUBMITTED TO SUBMITTED BY MONIKA MAM SNEH LATA SINHA ROLL NO. 13339
  2. 2. ABOUT INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT Human resource management instrument are the knowledge skill abilities and values required to perform a job effectively are called competencies. The HUMAN RESOURCE MANAGEMENT instrument is used to help employees in honing the existing capabilities besides developing new capabilities.
  3. 3. INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT  Performance appraisal  Potential appraisal  Feedback and counseling  Career planning  Training  Organization development  Rewards  Employee welfare and quality of work life  Human resource information system
  4. 4. 1) PERFORMANCE APPRAISAL  Performance appraisal are employed to determine who needs what training and who will be promoted, demoted, retained are fired in the next session.
  5. 5. Purpose of Performance appraisal a) To assist the organization b) Promote an employee
  6. 6. METHODS OF PERFORMANCE APPRAISAL METHOD MORDEN METHODS TRADITIONAL METHODS
  7. 7. TRADITIONAL METHODS  Rating Scales  Essay Appraisal  Ranking Method  Paired comparison  Critical incident  Confidential Report  Checklists  Graphic Rating Scales  Forced distribution
  8. 8. MORDEN METHODS  Assessment center  Behaviorally anchored rating scales (BAR)  Human Resource Accounting  Management by objective  Customer feedback  360 Degree feedback
  9. 9. TRADITIONAL METHOD OF PERFORMANCE APPRAISAL 1. Rating scale method 2. Essay appraisal method 3. Rating method ranking method 4. Paired comparison 5. Critical incident method 6. Confidential report system 7. Checklist method 8. Graphic rating scale 9. Forced distribution
  10. 10. 2) POTENTIAL APPRAISAL Potential appraisal is a future oriented appraisal whose main objective is to identify and evaluate the potential of the employees to assume higher positions and responsibility in the organization hierarchy.
  11. 11. Purpose of Potential Appraisal  To advice employees for overall performance development  Help the organization to chalk the succession plan  Motivate the employees  Identify the training need
  12. 12. Steps for introducing potential appraisal system 1. Role description 2. Quality required 3. Indicators of qualities 4. feedback
  13. 13. 3) FEEDBACK, COUNSELING AND COACHING  FEEDBACK- Feedback is giving honest opinion to the employee about his performance
  14. 14.  PERFORMANCE COUNSELING- focuses on the entire performance during the particular period of time rather the a specific problem.
  15. 15.  COACHING- When an experienced and competent employee takes active role in guiding a junior employee, we refer this activity as coaching
  16. 16. 4) CAREER PLANNING  Career planning is the process by which one select the career goal and the path to these goals. The major focus to career planning is on assisting the employees achievements.
  17. 17. OBJECTIVE OF CAREER PLANNING I. Attract and retain talent by offering career II. Use human resource efficiently III. Reduce employees turnover IV. Improve employees moral and motivation V. Meet the immediate future human resource need
  18. 18. 5) TRAINING AND DEVELOPMENT  Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including "human resource development", and "learning and development".
  19. 19. METHODS OF TRAINING AND DEVELOPMENT 1. Development center 2. In basket exercise 3. Individualization training 4. Interactive computer training 5. Job enrichment 6. Job instrument training 7. Job rotation 8. Lectures 9. Role playing 10. Seminars
  20. 20. 6) ORGANIZATION DEVELOPMENT  Organization development Is a deliberately planned organization wide effort to increase an organization effectiveness and efficiency.
  21. 21. Organization development objective  To increase the level of personal trust  To increase employees satisfaction  To increase cooperation among employees  To increase the organization problem solving  To effectively manage conflict
  22. 22. 7) REWARDS AND RECOGNISATION  Employee recognition is the opportunity to acknowledge the unique contribution or the value of expertise and experience of an employee or a team.  Employee recognition is a return on an employee’s effort, dedication at work and results. It is governed by mutual respect and is expressed regularly through a host of simple gestures such as a sincere thank you, as well as symbolically through the receiving of an award. The sincerity of words and acts is what gives recognition its dignity and worth.
  23. 23. 8) EMPLOYEES WELFARE AND QUALITY OF WORK LIFE  The term employee welfare means the efforts to make life worth living for workmen. It includes various services, facilities and benefits offered to employees by the employers, unions and government. The purpose is to improve the living standard of workers and thereby improve the quality of work life. Employers voluntarily extend a number of benefits to employees in the hope that these indirect compensation plans motivate employees to perform better. Over the years the types of benefits offered have been expanding in line with competitive pressures, changing job market trends, employees’ expectations, union demands and legislative requirements. 
  24. 24. Quality of work life efforts include the following 1) Employees involvement 2) Quality circles 3) Social technical system 4) Co- determination 5) Self management work terms 6) Suggestion program 7) Open door policies
  25. 25. 9) HUMAN RESOURCE INFORMATION SYATEM  The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities.
  26. 26. OBJECTIVE OF HIMS

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