HUMAN RESOURCE

MANAGEMENT
 Some Other Questions
 How the people come to be employees in their respective organizations?
Human Resource Planning
 How were they selected?

Recruitment, Selection
 How Employee knows, what to wear, how to talk , Rules and Regulations?
Orientation
 Why do they come to work on a regular basis?

Compensation, Benefit and Motivation

 How do they know what to do on the job?
Job Analysis
 How does management know if the employees are performing adequately or not?
Performance appraisal and Performance Management
 What can be done about it?

Termination, Delegation
 Will todays employees be adequately prepared for the technologically advanced work the organization
will require of them in the years ahead?
Training and Development
 What happened in the organization if the union is present?
Equal Employment opportunity and Labor Relation
 Introduction
Human Resource Management (HRM) is the function within an organization
that focuses on recruitment of, management of, and providing direction for the
people who work in the organization.
Human Resource Management includes
conducting job analyses, planning personnel needs, recruiting the right people
for the job, orienting
and training, managing wages and salaries, providing benefits and incentives,
evaluating performance, resolving disputes, and communicating with all
employees at all levels
 Why Human Resource Management???

Some Wrong Perceptions About HR as a Career Path…..

• It’s Easy as compare to the Other areas of Administration.

• Love the People , That’s Why I can work with this resource very well.
• It’s a trend, Or the field is designed for Girls only.
• Don’t know anything, but listen from people it’s good.
• I think I understand the people more than anyone.
• It is a Boring Job nothing is challenging in it.

Human Resource is beyond that thinking

OVERVIEW
FIVE BASIC FUNCTIONS ALL MANAGERS
PERFORM
PLANNING – ESTABLISH GOALS AND STANDARDS
ORGANIZING – GIVING SPECIFIC TASK
STAFFING – HIRING, RECRUITING, SELECTING,
COMPENSATING, EVALUATING, AND
COUNSELING.
LEADING – GETTING THE JOB DONE AND
MOTIVATING
CONTROLLING – SETTING STANDARDS AND
TAKING CORRECTIVE ACTIONS
HUMAN RESOURCE ASPECT
CONDUCTING JOB ANALYSES
RECRUITING AND SELECTING JOB
CANDIDATES
ORIENTING AND TRAINING NEW EMPLOYEES
MANAGING WAGES AND SALARIES
INCENTIVE AND BENEFITS
APPRAISING PERFORMANCE
COMMUNICATING (INTERVIEW, COUNSELING)
TRAINING AND DEVELOPING MANAGERS
BUILDING EMPLOYEE COMMITMENT
WHY IS HRM IMPORTANT
HIRE THE RIGHT NUMBER AND KIND OF
EMPLOYEES
PLACE THEM AT A POSITION WHICH IS THE
BEST FIT
AT THE RIGHT TIME
ENSURE THE CAPABILITY TO EFFECTIVELY
AND EFFICIENTLY COMPLETING THE TASKS
GIVEN TO THEM IN ORDER TO ACHIEVE THE
ORGANIZATIONS OVERALL OBJECTIVE
RECRUITMENT AND SELECTION
RECRUITMENT - Process of attracting individuals
on a timely basis, in sufficient numbers, and with
appropriate qualifications, to apply for jobs at an
organization

SELECTION - Process of choosing from a group of

applicants the individual best suited for a particular
position and the organization
Training and development
TRAINING - Designed to provide learners with
knowledge and skills needed for their present jobs

DEVELOPMENT - Involves learning that goes

beyond today's job; more long-term focus

CAREER MANAGEMENT - Ongoing process

whereby individual sets career goals and identifies
means to achieve them
PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT - The process
employers use to make sure employees are working
toward organizational goals.

PERFORMANCE APPRAISAL - Evaluating an

employee’s current and/or past performance relative to
his or her performance standards
COMPENSATION

ALL REWARDS THAT EMPLOYEES RECEIVE AS

A RESULT OF THEIR EMPLOYMENT
COMPENSATION
DIRECT FINANCIAL – PAY THAT AN
EMPLOYEE RECEIVES IN FORM OF WAGES,
SALARIES, BONUSES AND COMMISSIONS

INDIRECT FINANCIAL – (BENEFITS) – ALL

FINANCIAL REWARDS NOT INCLUDED IN
DIRECT COMPENSATION SUCH AS PAID
VACATIONS, SICK LEAVE, HOLIDAYS AND
MEDICAL INSURANCE
HEALTH, SAFETY AND SECURITY

Employees who work in safe environment and enjoy

good health are more likely to be productive and yield
long-term benefits to organization
KINDS OF MANAGERS
LINE MANAGERS – THESE TYPE OF
MANAGERS HAVE THE AUTHORITY TO ISSUE
ORDERS TO OTHER MANAGERS OR
EMPLOYEES

STAFF MANAGERS – THESE TYPE OF

MANAGERS HAVE THE AUTHORITY TO ADVISE
OTHER MANAGERS AND EMPLOYEES
HUMAN RESOURCE MANAGERS
STAFF MANAGERS
THREE FUNCTIONS CARRIED OUT BY HR
MANAGERS
 LINE FUNCTION – DIRECTS THE ACTIVITES IN
THEIR OWN DEPARTMENT OR USE IMPLIED
AUTHORITY
COORDINATIVE FUNCTION – ‘RIGHT ARM OF THE
TOP EXECUTIVE,’ AND ENSURE ALL POLICIES AND
PRACTICES ARE BEING IMPLEMENTED
STAFF (ASSIST AND ADVISE) FUNCTION – ADVISING
LINE MANAGERS AND EXECUTIVES, HIRING,
TRAINING, EVALUATING, FIRING.
CHANGING ENVIRONMENT OF HRM
GLOBALIZATION

TECHNOLOGICAL ADVANCEMENT

THE NATURE OF WORK

WORKFORCE DIVERSITY
CHANGING ROLE OF HRM
STRATEGIC PLANNING

STRATEGIC HUMAN RESOURCE

MANAGEMENT

MANAGING WITH TECHNOLOGY

HUMAN RESOURCE OUTSOURCING

CHANGING ROLE OF HRM
HUMAN RESOURCE MANAGERS
PROFICIENCIES
HUMAN RESOURCE – KNOWLEDGE AND SKILLS
IN AREAS SUCH AS EMPLOYEE SELECTION,
TRAINING AND COMPENSATION
BUSINESS PROFICIENCY – COPE WITH THE
STRATEGIC ASPECT OF THE JOB
LEADERSHIP PROFICIENCY – TO LEAD
MANAGEMENT GROUPS AND DRIVE THE
CHANGE REQUIRED
LEARNING PROFICIENCY – TO STAY UP TO DATE
WITH THE NEW TECHNOLOGIES AND
PRACTICES TO BE EFFECIENT
 HUMAN RESOURCE
MANAGEMENT
FIRST SESSION CONCLUDED
Discussions On the Topics discussed