HR

GENERALIST
PRESENTED BY PRESENTED TO
SONIA PATIDAR Prof. SHILPI UPADHYAY
MBA 3rd SEMESTER
AU22C2002
 Evolution Of SHRM
Concept Of SHRM
Formulation Of Strategies
Need of SHRM
Talent Acquisition
Levels Of Talent Acquisition
Stages Of Talent Acquisition
CONTENT Executive Search Process
Kaizen
Lean Tools
CTC
Gross Salary
Net Salary
HR Budget
Steps of HR Budget
ESIC
 EVOLUTION OF SHRM
The evolution of SHRM can be divided into three main stages:

Stage 1: Personnel management (1900s-1960s)

During this stage, HR was focused on administrative tasks such as payroll, benefits, and hiring
and firing.

Stage 2: Human resource management (1960s-1990s)

.HR managers began to focus on developing and implementing HR programs that would help
the organization to achieve its goals.

Stage 3: Strategic human resource management (1990s-present)

SHRM managers are responsible for developing and implementing HR programs that will help
the organization to achieve its strategic goals.
 Need For SHRM
The first & at most concern of SHRM is to focus on actions that distinguish an
organization/firm from its competitors.
It provides idea to allocate the resources of organization to most match & capable
Employee.
It design the foundation of organization to achieve efficient business benefits, structure,
culture, employees values propositions and effective communication strategic plan for
HRM.
SHRM also keep track of down turns, down falls, risks and other business acquirement.
SHRM also take part in employee recruitment, hiring, training and assessments
processes.
SHRM add its expression in business’s decision making task.
Strategic Human Resource Management give emphasis to organizational codes of moral
SHRM provide tactic and proposal to the director of organization.
SHRM take your business to the new level, integrates HR workflow, defines new goals,
aligned employee work force for business flourishment.
 CONCEPT OF SHRM
Strategic human resource management is the process of linking the human resource function with
the strategic objectives of the organization to improve performance.

SHRM is a philosophy of people management based on the belief that human resources are uniquely
important to sustain business success.

SHRM is to place right people, with the right skills and behaviors, in the right roles, motivated
in the right way and supported by the right leaders.

WHAT IS STRATEGY?

Strategy is a high-level plan to achieve one or more goals under conditions of uncertainty. Strategy
is an action that managers take to attain one or more of the organization’s goals.
 Formulation Of Strategy

Setting Organizations’ objectives

Evaluating the Organizational Environment

Setting Quantitative Targets

Aiming in context with the divisional plans

Performance Analysis

Choice of Strategy
TALENT
ACQUASITION
TALENT ACQUISITION
Talent Acquisition is a newer concept when compared with recruitment.

Talent acquisition is the ongoing effort to find specialists, leaders, and executives for your
company
Talent Acquisition is a thoughtful process which needs to be created.
It is a Long term process
Talent Acquisition is done for senior management
Talent acquisition is planned and then executed

RECRUITMENT
Recruitment is simply the act of filling near-term vacancies across one's org.
It is a short term process
It is done for middle or lower level
This approach is reactive in its nature, thus leads to increased time-to-hire and cost-to-hire
LEVELS OF TALENT ACQUISITION

Reactive Tactical Recruiting

Standardized Operational Recruiting

Integrated Talent Acquisition

Optimized Talent Acquisition

 Stages Of Talent Acquisition

Branding Assessment and Interview

Sourcing And Applying Onboarding

Candidate Screening
 Executive Search Process
Usually executive positions will be filled through the help
of executive search consultants.

The overall fee is 33% of the candidates future total target

annual salary.

There is a difference between active search based on

research and ad-based search.
KAIZEN
KAIZEN

Kaizen is a strategy where employees at all levels of a

company work together proactively to achieve regular,
incremental improvements to the manufacturing process. In a
sense, it combines the collective talents within a company to
create a powerful engine for improvement.

Kaizen is referred to as Continuous Improvement.

LEAN TOOLS

PDCA Cycle
The PDCA cycle is a Lean tool that can be used at any stage of an
organizational transformation to drive progress and gauge success. It’s
name is derived from its four steps: Plan, Do, Check, Act

5s
This system uses five principles to guide the organization of a workplace
for utmost efficiency and productivity: sort, set in order, shine, standardize,
and sustain.
CTC : - COST TO COMPANY
CTC is the amount a company spends on an
employee and Gratuity is what it pays to the
employee at retirement.

CTC is basically the sum total of Direct Benefits ,

Indirect Benefits and Saving Contributions
 Critical Components of CTC
Basic salary
It is the amount that an employer pays an employee for their services rendered to the organization.

Allowances
Allowances are perks that an employer offers an employee.
Dearness Allowance (DA)
House Rent Allowance (HRA)
Medical Allowance
Conveyance Allowance
Entertainment Allowance
Other Allowances

Deductibles
Deductibles are the sum that an employer deducts from the total annual CTC of an employee for tax and other
purpose
They can be of two types - tax deductions and savings contributions.
GROSS SALARY

Gross Salary is employee provident fund (EPF) and gratuity

subtracted from the Cost to Company (CTC). To put it in simpler
terms, Gross Salary is the amount paid before the deduction of taxes
or other deductions
Employee Provident Fund, in India, is an employee-benefit scheme
prescribed by the Ministry of Labour
The employer is required to contribute at least 12% of the employee's
salary towards his/her EPF.
The employee can then withdraw the full amount accrued in his/her
PF account at the time of retirement
NET SALARY

Net salary, more commonly known as Take-Home

Salary, is the income that the employee actually takes
home once tax and other such deductions are carried
over with.
HR BUDGET
An HR budget provides funds that are allocated specifically to all
human resource processes across an organization. Since the most
important asset of a business is its people, this budget must be
carefully planned out, communicated to, and approved by the
leadership team.

There are two types of HR budgets organizations generally use : -

Incremental HR Budget
Zero- based HR budget
HR budget includes

Talent acquisition & recruitment

Learning and development
HR upskilling
Compensation and benefits
Diversity, equity, and inclusion
Employee relations and talent management
Employee safety and well-being
HR technology
Administration of HR
 Steps to prepare HR budget
Step 1 - Define your business goals. Step 6 – Consider investments as
business builders.
Step 2 – Review past budgets.
Step 7 – Have realistic expectations.
tep 3 – Analyze and forecast your
workforce needs. Step 8 – Get it approved.

Step 4 – Prepare your HR budget

based on data.

Step 5 – Plan for the best and worst-

case scenarios.
ESIC
 ESIC
An Act to provide for certain benefits to employees in case of sickness, maternity and
employment injury and to make provision for related matters.

ESIC scheme provides the following major social security benefits to the insured
persons: -
Sickness benefit
Medical benefit
Maternity Benefit
Disablement Benefit
Dependent benefit
Physical Rehabilitation
Vocational Rehabilitation
Sickness Benefit
Sickness benefit is 70% of the average daily wages and is payable for 91 days during 2
consecutive benefit periods.

Medical Benefit
To qualify for the ESIC scheme, the employee or worker's monthly salary can't be more than
₹21,000 or ₹25,000 for those with disabilities.

Maternity Benefit
Maternity benefit is payable for a period of 12 weeks to an insured women.

Disablement Benefit
disablement benefit is the personal injury to an employee caused by an accident or by an
occupational disease arising out of employment of the employee in a covered factory for
establishment.
Dependant benefit
DB paid at the rate of 90% of wage in the form of monthly payment to the
dependants of a deceased Insured person in cases where death occurs due
to employment injury or occupational hazards.

Vocational Training
In case of physical disablement due to employment injury.

Physical Rehabilitation
In case of physical disablement due to employment injury.
THANK YOU