Introduction to

Human Resource Management

Presented by:
Anjana Prajapati
Manisha Shrestha
Bivek Khadka
Naresh KC
Anoj Neupane
Outline
Meaning- Anjana
HRM policies- Manisha
Relationship with other field- Bivek
E-HRM- Naresh
Recent trends in HRM- Anoj
 Meaning
A vital function of an organization
which is concerned with the hiring,
motivating, and maintaining people
in an organization.
Human resource are the valuable
resource which makes the
organization go long.
The three core element of HRM:

Organization
People Management
Functions
Recruitment and selection
Personnel management
Training and development
Performance evaluation and reward management
Importance
To place right people at right place at right time
To generate global employees
To bridge the gap between the level of personnel
To enhance the quality of work life
To manage diversity and avoid discrimination
Introduction
Guidelines to action to achieve the objectives,
missions & Strategy of the organization.
Maintain the organization requirement of Human
resource.
Capitalize the cost effectiveness of policies related to
outcome by human resource
Minimize the gap between staff, management, inter
dept, and their families.
Policies
Recruitment and selection, performance evaluation,
promotion, maintenance.
Compensation administration, motivating, providing
rewards & incentives.
Collective Bargaining and labor relations.
Relationship of HR with other fields
should have positive and collaborative relationship
speak with one voice
Should work collectively for the growth of
organization
solving issues in different departments of organization
Roles of HR in Organization
HR Evolution with Time

HR Strategy

HR Administration

Time
E-HRM
Web based Technology

Data compiled

Integration of all HR system and activities

Analysis ,decision on personnel effectively

Types Of e-HRM
Operational –
Payroll,employee personal data

Relational –
Training ,Recruitment, Selection

Transformational –
Strategic Orientation,knowledge Management
Activities of E-HRM
Goal/Objectives
To improve services to HR department clients
(Both employee and management)
To improve efficiency and cost effectiveness within the
HR department.
To allow HR to become a strategic partner in achieving
the organizational goal
Advantages
Improves record keeping
Helps for routine tasks
Improves accuracy and reduces human bias
Maintains secrecy of staff in evaluation and feedback
giving
Saves time and resources
Supports organization system
Provides standard
Disadvantages

Cost more in implementation and maintenance

Expensive for training and development before
adoption of E-HRM
Less useful for small scale industries
Replaces human resource with just technical relation
Reduces interaction between managers and staffs
Subject to corruption, data losses, and hacking
Recent trends in human resource
management
 Globalization and its implications
 Work-force diversity
 Changing skill requirements
 Corporate downsizing
 Contingent workforce
 Decentralized work sites
 Technology
 Health
 Family work life and balance
Globalization and its implications
Rise of multinational corporations thus HR
department need to adapt the challenges of
globalization
Multicultural individuals working together in an
organization, HR is recognizing these differences
,appreciating them even celebrating them
Work force diversity
Work force aren’t homogenous these days i.e. they
compromises of different
gender,age,values,characteristics,etc.
HRM must create a friendly environment and train
different age group to deal with each other and respect
the views of each other
Changing skill requirement
Less skill invites poor quality work, lower productivity,
increase in employee accidents and customer
complains
Provide skill training and short term programs to
bridge the skill gap and deficiencies
Corporate downsizing
Premise of downsizing is to reduce no. of workers for
greater efficiency
HR department needs to minimize the negative effects
of rumors and ensure that employee are provided with
factual data
Contingent workforce
Contingent workers are short period time workers
HR has responsibilty of quickly adapting them to
organization as well as often consult
Decentralized work sites
Telecommunication made it easy for the HR to locate
its employees anywhere in the globe
Especially those who prefers to work at home its
fruitful
Technology
Use of mobile basis ,flies are replaced on HRMIS than
room full of files
Health
Medical facilities for workers
Health insurance facilties
Advance health care for communicable diseases
Family work life balance
Organizing family day out for staff and their families
and sacrificing sometimes for days off to employees to
attend their family issues
Offering parental leave as well as helping them for
their strong family bond which helps to motivate them
THANK YOU!