HUMAN RESOURCE MANAGEMENT
Renuka Mehra
Lecturer in B.B.A
DEFINITION OF HUMAN
RESOURCE MANAGEMENT
According to Fillpo, “HRM is the planning,organising ,
directing and controlling of the procurement ,
development , compensation, integration and
maintenance of people for the purpose of
contributing to organizational , individual and
social goals.
FUNCTION OF HRM
So human resource management is used to attract the best talent
and retain the talent.
These activities are
Human resource planning
Recruitment and selection
Training and development
Performance appraisal
Pay and other benefits
labour relation
COMPONENTS OF HRM
SYSTEM
Hr
planning
Labor
relations
Recruitment
And selection
Pay and other
benefits
Training and
development
HRM COMPONENTS
The most important is that the components
shown in the diagram should be fit according to
the structure and strategy of the organization
If the organization gets decentralized than the
components should be adjusted according to it
BRIEF EXPLANATION OF
FUNCTIONS
Human resource planning---planning means deciding in
advance what is to be done in future.
So planning involves
I. Need for new resource planning
II. Assessing the present
III. Job analyses– means knowing the need of the job
IV. Job description
V. Job specification--- means knowing the details of the job
cont.
●
Shows the detail about the job
Job analyses and helps in fixing the standards
Job ●
Details about role, duties And
responsibilities the employees need to
specification perform in specific work
Job The above 2 helps in fixing
●
standardisation the standards of the job
2.RECRUITMENT AND
SELECTION
The second and most important function
Plans are not complete without their execution
Recruitment= it is a positive process as it aims to
invite maximum talent for the job or in other
words it means attracting more people for the
job
RECRUITMENT IS DONE IN
2 WAYS
recruitment
external internal
SELECTION
is a negative process as it involves selecting the best
talent out of the candidates appeared
Both the functions aims at
APPOINTING THE RIGHT
PERSON ON THE RIGHT JOB
the process is on next slide
PROCESS
scrunity of Preliminary
the receipt interview
tests Blank application
form
Checking
interview employee
referrals
Medical
contract check up
training
TYPES OF TESTS
Proficiency tests
Method Personality
study test
TYPES OF
INTERVIEWS
interview
s
Board or
panel
structura
l simple
stress
CONT.
From the past 2 to 3 slides we have seen the
different types of interview and types of test
The only reason for doing the above is selecting
the candidate through a transparent process and
getting the best talent for the organization
3. TRAINING AND
DEVELOPMENT
Now when a new employee is appointed that
means that he has low or no knowledge
regarding his new work and also the organization
So it is very important to give training to the
employee
Training==means addition in the existing
knowledge of the candidate
TYPES OF TRAINING
orien
tation
Given to
●
Refresh
employee so that
ers
training he can refresh
from regular job
appre When a junior
●
ntices is attached to
hip
his senior
Off the
job and
on the job
training
Vestibul
e
training
BRIEF EXPLANATION
Vestibule= provides a dummy situation to the
employees so that they are able to perform the job
well
On the job and off the job = given to the existing
employees
Apprenticeship= a junior is attached to his senior so
that he can learn and later on occupy his senior rank
Orientation= when the employees is new he
provided with introductory training
DEVELOPMENT
Training and development has a big difference
Training given to new employees where as
development is done of those employees whose
already working for the organzation from long
time
TYPE OF
DEVELOPMENT
On the
job
Job
rotation
Attach with Coaching
the senior method
OFF THE JOB
METHODS
Role
Case study
playing
Special Conferenc
projects e traing
Managem
EXPLANATION
So in last 2 slides we have being given various types of development
for employees.
But the most important is the need
I. Increased productivity
II. Higher morale
III. Less supervision
IV. Less wastage
V. Easy adaptability
VI. Reduced turnover and absenteeism
VII. Employee development
4. PERFORMANCE
APPRAISAL
Management has the most important function
that is to evaluate or to appraise the employee
The need for doing so is
a) To access the employee
b) To fix the revenue acc. To performance
c) To design training needs if any
d) For promotion or for motivational purposes
PROCESS OF
PERFORMANCE APPRAISAL
Communicating
Setting the to the
standards employees
Measuring the
actual
performance
Comparing
Improving
actual with
deviation if any
standards
TYPES OF PERFORMANCE
APPRAISAL
Straight ranking
methods
Check list
method
Paired
comparison
Free essay
type
Critical incident
method
5. PAY AND BENEFITS
Employees work for earning his livelihood
So for the work performed he is paid
a) Wages
b) Salary
c) Bonus
d) Other personal benefits such as medical benefits, house rent,
leave travel
e) Most important is Retirement Benefits
f) Such as
G) gratuity
H ) Pension
And any other benefits
The above are paid according to the work performed
by the employee
6.LABOR RELATION
The above all functions are done so that a stress
free atmosphere is created where the employee
has the full freedom in performing his duty well
That is Labor relation
Management cannot force employees to do all it
want, so they have
Trade unions
Negotiations
Employee and Employer relation
Grievance Settlement Machinery
Control Techniques'
Training and development
Recruitment and CONCLUSION
selection
planning
Performance appraisals
THANK YOU
