HUMAN

RESOURSES
Presented By
 Jinesh Shah – 56
 Jayesh Shetty- 44
 Kuntesh Patel -27
 Mrunal Pathak -29
 Arpita Patel -25
 Hemal Shah-35
 Nishit Mehta -16
 Mitesh Patil-30
 Mahesh Gaddamedi – 05
 Vimal Joshi -55
Evolution of HRM
The concept of HRM emerged in mid of 1980’s against the
background of the works of famous writers on
management, like Pascale and Athos (1981)and Peters
and Waterman (1982),who produced lists of attributes
that they claimed characterized successful companies.
What is human resources?

 The field of human resources encompasses the type and level of

management requisite for the active and effective recruitment,
hiring, day-to-day employment practices, job termination policy, job
description policy and much more. The important station to which
the field of human resources has ascended has been underscored in
recent years, as more and more companies seek out the services of
human relations professionals.
 It is by developing an understanding of proactive techniques that –
when effectively applied to a company’s workforce – a human
resources team can actually change conditions on the ground,
human resources professional everywhere have begun to tangibly
widen profit margins by increasing not only efficiency, but
productivity as well.
 Indeed, the role of human resources in the workplaces has shifted
dramatically as these consultants, specialists, teams and entire
company departments apply proven methods of management to
what would otherwise be sprawling and ineffective employee bases.
 In order to better understand what goes into making human
resources such an effective tool in the business environment of
today, it will be important to take a quick look at the didactics of
human resources – in other words, the science that makes this field
so effective.
 While the necessity of maintaining a strong and productive
labor field had never truly been lost on the savvy
employers of the past, the recent advances in human
resources knowledge have actually brought this field into
the active role that it requires in order to implement
positive changes upon a company’s strength and viability
among its competitors.
 But how, exactly, is human resources used to leverage the
employee base into a maximized benefit resources for the
company as a whole? One of the first keys to
understanding how this works is to orientate your
perception toward the idea that the employees are a
business’s greatest asset. Once done, it can more clearly be
seen how anything done to improve the workforce affects
the company greatly as a whole.
 Operating on this basis, human resources takes a highly
sensitive approach to the positive techniques that have been
proven to enhance the workforce. Performance
management ranks high on how the human resources
experts can determine how much each employee is worth,
and thereby know who to fire, who to promote and even –
after tracking trends in employee types – who to consider
for recruitment. The use of metrics, evaluations and
rigorous (although not intimidating) employee review
interviews helps to create an accurate snapshot of the
workforce which is then used to optimize productivity and
efficiency within the employee base.
THE KEY FUNCTIONS

 Payrolls
 Work Time
 Benefits Administration
 HR management Information system
 Recruiting
 Training/ Learning Management System (LMS)
 Performance Record
PAYROLL

The Payroll module automates the pay process by

gathering data on employee time and attendance,
calculating various deductions and taxes, and generating
periodic pay cheques and employee tax reports. Data is
generally fed from the human resources and time
keeping modules to calculate automatic deposit and
manual cheque writing capabilities. This module can
encompass all employee-related transactions as well as
integrate with existing financial management systems.
WORK TIME

The Work Time gathers standardized time and work related

efforts. The most advanced modules provide broad flexibility
in data collection methods, labour distribution capabilities
and data analysis features. Cost analysis and efficiency
metrics are the primary functions.
BENEFITS ADMINISTRATION

The Benefits Administration module provides a system

for organizations to administer and track employee
participation in benefits programs. These typically
encompass, insurance, compensation, profit sharing and
retirement.
The HR management module is a component covering
many other HR aspects from application to retirement. The
system records basic demographic and address data,
selection, training and development, capabilities and skills
management, compensation planning records and other
related activities. Leading edge systems provide the ability
to "read" applications and enter relevant data to applicable
database fields, notify employers and provide position
management and position control. Human resource
management function involves the recruitment, placement,
evaluation, compensation and development of the
employees of an organisation. Initially, businesses used
computer based information system to:
produce pay checks and payroll reports;
maintain personnel records;
pursue Talent Management
RECRUITMENT

Online Recruiting has become one of the primary

methods employed by HR departments to garner
potential candidates for available positions within an
organization. Talent Management systems typically
encompass:
analyzing personnel usage within an organization;
identifying potential applicants;
recruiting through company-facing listings;
recruiting through online recruiting sites or publications
that market to both recruiters and applicants.
TRAINING MODULE

The 'Training Module' provides a system for

organizations to administer and track employee training
and development efforts. The system, normally called a
Learning Management System if a stand alone product,
allows HR to track education, qualifications and skills of
the employees, as well as outlining what training courses,
books, CDs, web based learning or materials are available
to develop which skills. Courses can then be offered in
date specific sessions, with delegates and training
resources being mapped and managed within the same
system. Sophisticated LMS allow managers to approve
training, budgets and calendars alongside performance
management and appraisal metrics.
Selections is the process of discovering the qualifications and
characteristics of the job applicant in order to establish their
likely suitability for the job position. Effective selection
decision are those where the candidate was predicted to be
successful and later did prove to be a successful performer on
job. Making effective selection decision for personnel is one of
the most important functions of HRM which comprises of the
following functions
1.Determining the nature of the job to br fulfilled .
2.Determining the type of the person required
3.determining the sources of recruitment .
4.Determining the selection process.
ROLES OF HUMAN
RESOURSES
Human Resource is a key to the success of a company by
business strategies. Human Resource maintains a
healthy work environment between company policies and
individuals. Human resource management focuses on
securing, maintaining, and utilizing an effective work force,
which organizations cannot survive without. Human
resource management can also be described as the
relationship between the employer and the employee. There
are basic functions all managers perform which are planning,
organizing, staffing, leading, and controlling. These represent
what is often called the management process. Staffing,
personnel management, or human resource management is
the function for the organization to focus on today's
workforce environment. It includes activities like recruiting,
selecting, training, compensating, appraising, and
developing.
They are the number one
recruiters in Kingfisher
Airlines and they are also
Recruiting for Call Centers
and engaged in end no of
other activities
CONCLUSION

THANK YOU!