HUMAN RESOURCE

MANAGEMENT
(HRM)

 M. IRFAN ARDHINATA 16310411

 DIKY NUR AFIYAN 16310429
 MAZIYAH PUTRI Z. 16310378
 CHICHI ZAHRA 16310421
 NUR CHOIRIYAH 16319422
 LAYLATUL QODRIYAH 16310427
 WHAT IS HRM?

Human resources management means employing

people, developing their resources, utilising, maintaining
and compensating their services in tune with the job and
organisational requirements with a view to contribute to the
goals of the organisation, individual and the society.
 PURPOSE

Purpose of HRM is to maximize the productivity of an

organization by optimizing the effectiveness of its
employees.
 Important of HR Management

Our people are our most important resource

Srategic Tool
It increase productivity
It enchance group learning
It reduce staff turnover
It encourage initiative
Important source of competitive advantage
 HR Management Activities

Human Resource Planning

Job Analysis
Recruitment and Selection
Orientation
Training
Perfomance Appraisal
Compentation
Safety and Healty
Human Relation
 Human Resource Planning

In the human resource planning function, the number and

type of employees needed to accomplish
organisational goals are determined.
Research is an important part of this function because
planning requires the collection and analysis of
information in order to forecast human resources supplies
and to predict future human resources needs. The basic
human resource planning strategy is staffing and
employee development. 
 Job Analysis

It is the process of study and collection of

information relating to the operations and responsibilities of
a specific job. It includes :
Collection of data, information, facts and ideas
Preparation of job description, job specifications, job
requirements and employee
Providing the guides, plans and basis for job design and
for all operative functions of HRM
 Recruitment and Selection

Terms that refer to the process of attracting and

choosing candidates for employment. The personnel
department of a larger business will often have detailed
recruitment and selection policies that need to be followed
by those responsible for hiring new employees.
 Orientation

Orientation is the first step toward helping a new

employee adjust himself to the new job and the employer.
It is a method to acquaint new employees with particular
aspects of their new job, including pay and benefit
programmes, working hours, and company rules and
expectations.
 Training

Every employee goes under training program which helps

him to put up a better performance on the job. Training
program is also conducted for existing staff that have a lot
of experience. This is called refresher training. Training
and development is one area where the company spends a
huge amount. 
There also on the job training and in the job training
 Perfomance Appraisal

Once the employee has put in around 1 year of service,

performance appraisal is conducted that is the Human
Resource department checks the performance of the
employee. Based on these appraisal future promotions,
incentives, increments in salary are decided.
 Compentation

It is the process of providing adequate, equitable and

fair remuneration to the employees. It includes :
job evaluation
wage and salary administration
incentives
bonus
fringe benefits
social security measures etc.
 Health, Safety and Security

All HR departments must ensure that the working

environment is safe. The degree to which HR employees
work on safety and health issues is contingent on the types
of companies in which they work.
 Human Relations

Practicing various human resources policies and

programmes like employment, development, compensation
and interaction among employees create a sense of
relationship between the individual worker and
management, among workers and trade unions and the
management.
 Industrial Relations

The term ‘industrial relations’ refers to the study of

relations among employees, employers, government and
trade unions. Industrial relations include:
Indian labour market
Trade unionism
Collective bargaining
Industrial conflicts
Workers’ participation in management and
 Quality circles
Another important area of Human Resource Management
is maintaining co-ordinal relations with the union
members. This will help the organization to prevent
strikes lockouts and ensure smooth working in the
company.
 Conclusion

Human Resource Management should be seen as a

strategic function of an organisation. It helps to build a
competitive edge for an organisation by positively engaging its
employees. Key ingredients of effective Human Resource
Management are having in place an appropriate leadership style
and effective two-way communications with employees. This
creates an open and honest environment where employees feel
that their ideas are being listened to and that they can make a
contribution to decision making. Engaged employees are more
likely to be proud to work for their organisation and therefore
will believe in and live out the values of the organisation.