HUMAN RESOURCE MANAGEMENT

UNIT- 1
Human resource management
Human resource management (HRM) is the practice of recruiting, hiring, deploying and
managing an organization's employees. HRM is often referred to simply as human
resources (HR).
Concepts on Human Resource Management
Human resources (HR) are the division of a business responsible for finding, screening,
recruiting, and training job applicants.
HR also administers employee-benefit programs.
A human resources department also handles compensation and benefits, and employee
terminations.
 Recruitment & selection
 Performance management
 learning & development
 Succession planning
 Compensation and benefits
 Human Resources Information System
 HR data and analytics
Perspectives on Human Resource Management
The perspectives include competence, trust, change and individuals.
 The Normative Perspective
 The Critical Perspective of Human Resource Management
 The Behavioral Perspective of Human Resource Management
 The Systems Perspective of Human Resource Management
 Agency or Transaction Cost Perspective of Human Resource Management
 References
Human Resource Management in a Changing Environment
 work force diversity
 economic and technological change
 globalization,
 organizational restructuring
 changes in the nature of jobs and work
Corporate Objectives
Corporate objectives are those that relate to the business as a whole.
A corporate objective is a specific, measurable, and time-specific target by which you
can achieve your overall corporate goal.
 Getting and Staying Profitable.
 Productivity of People and Resources.
 Excellent Customer Service.
 Employee Attraction and Retention.
  Mission-driven Core Values.
 Sustainable Growth.

Human Resource Planning

Human resource planning (HRP) is the continuous process of systematic planning
ahead to achieve optimum use of an organization's most valuable asset—quality
employees.
Human resources planning ensure the best fit between employees and jobs while
avoiding manpower shortages or surpluses.
 Analyze Organizational Objectives.
 Inventory Current Human Resources.
 Forecast Demand.
 Estimate Gaps.
 Formulate the Human Resource Action Plan.
 Integrating/Implementing the Plan.
 Monitoring, Control, and Feedback.
HR Structure
The structure of HR that includes functional areas such as:-
 Recruiting and staffing
 Benefits
 Compensation
 Employee relations
 HR compliance
 Organizational design
 Training and development
 Human resource information systems (H.R.I.S.)
 Payroll.
HR strategy
HR strategy is a roadmap for solving an organization's biggest challenges with people-
centric solutions.
This approach requires HR input during policy creation and elevates the importance of
recruitment, talent management, compensation, succession planning and corporate
culture.
 Assess current HR capacity.
 Forecast HR requirements.
 Develop talent strategies.
 Review and evaluate.

UNIT- 2
Recruitment
Recruitment is the process of actively seeking out, finding and hiring candidates for a
specific position or job.
The recruitment definition includes the entire hiring process, from inception to the
individual recruit's integration into the company.
7 Steps of Recruitment:-
 Identify the hiring need.
 Prepare job descriptions.
 Devise your recruitment strategy.
 Screen and shortlist candidates.
 Interview Process.
 Make the offer.
 Employee Onboarding.
Selection
In Human resource management, the selection refers to choosing the right candidates
from the pool of eligible candidates to fill the vacant job positions in the organization .
Types of Selections
 Directional selection
 Stabilizing selection
 disruptive selection
Manpower planning
Manpower Planning which is also called as Human Resource Planning consists of
putting right number of people, right kind of people at the right place, right time, doing
the right things for which they are suited for the achievement of goals of the
organization.
 Analysis of Organizational Plans and Objectives.
 Preparing a Human Resources Inventory.
 Assessing Future Supply and Demand.
 Matching Supply and Demand.
 Establishing an Action Plan.
Job Analysis
Job analysis is the process of gathering and analyzing information about the content
and the human requirements of jobs, as well as, the context in which jobs are
performed. This process is used to determine placement of jobs.
 work activities
 worker attributes
 Work context.
Steps of JOB Analysis
 Review the job requirements.
 Research similar job descriptions.
 Examine the job efficiencies.
 Determine the skills and training required.
 Define the salary bands.
 Continue to evolve the job.
Role Description
A role description explains the work an employee is expected to perform.
It covers the activities and accountability of the person who fills the role, as well as the
skills, knowledge and characteristics required.

Methods of Manpower Search

 Internal Method
 External Method
 Direct Method
 Indirect Method
 Third Party Method
Attracting human resource
The purpose of analyzing the vacancy is to have a clear picture in mind of the job
requirements and the type of person you wish to recruit.
Then you must set about trying to attract suitable applicants for this position.
Selecting Human Resources
Selection is the process of identifying an individual from a pool of job applicants with the
requisite qualifications and competencies to fill jobs in the organization.
This is an HR process that helps differentiate between qualified and unqualified
applicants by applying various techniques.
Selection Process
 Job Design.
 Position Description.
 Forming a Selection Committee.
 Recruiting.
 Initial Screening of Candidates.
 Recommendation for Hire.
Induction
Induction is the process for welcoming newly recruited employees and supporting them
to adjust to their new roles and working environments.
 Organizational induction
 Department induction
 Job induction
 Human induction.
Socialization
It refers to process of making the new employees get acquainted to the new
environment of the organization.
This reduces the anxiety of the new hires and allows them to adjust with the other
existing employees in the company.
 Primary socialization,
 Anticipatory socialization,
 Developmental socialization
 Re-socialization.
Career Planning
Career planning is an ongoing process through which an individual sets career goals
and identifies the means to achieve them.
The process by which individuals plan their life's work is referred to as career planning.
Stages of career Planning
 Initiation
 Exploration
 decision-making
 preparation
 implementation
Succession Planning
Succession planning is the process of identifying the critical positions within your
organization and developing action plans for individuals to assume those positions.
 Identify Key Areas and Positions.
 Identify Capabilities for Key Areas and Positions.
 Identify Interested Employees and Assess Them Against Capabilities.
 Develop and Implement Succession and Knowledge Transfer Plans.
 Evaluate Effectiveness.