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Introduction

Human resources (HR) is the set of people who

make up the workforce of an organization,
business sector, industry, or economy. A narrower
concept is human capital, the knowledge and skills
which the individuals command. Similar terms
include manpower, labor, personnel, associates or
simply: people.
Functions of HR
• Recruitment.
• Selection.
• Training & Development.
• Performance Appraisal.
• Potential Appraisal.
• Career Planning & Development.
• Employee Grievance Handling.
• Any other HR related Issue.
 Recruitment:

Recruitment can be considered the

principal function of the Human resource
department. It is a process that includes
sourcing, screening, and shortlisting. It
refers to the process of identifying the
staffing need and then filling it. The whole
process includes identifying, attracting,
interviewing, selecting, and onboarding the
right candidates for the organization.
Selection
There are approximately five to seven steps
in a typical employee selection process. The
exact steps will vary by company, but the
basics include announcing the job,
reviewing applications, screening
candidates, interviewing, final selection,
testing, and making an offer. Depending on
how many roles you are filling and the size
of your hiring teams, some of these steps
may be combined or repeated.
Training and Development
Training and development in Human
Resource Management (HRM) refers
to a system of educating employees
within a company. It includes various
tools, instructions, and activities
designed to improve employee
performance. It’s an opportunity for
employees to increase their knowledge
and upgrade their skills.
Performance Appraisal
A performance appraisal is a systematic and periodic process of measuring
an individual’s work performance against the established requirements of
the job. It’s a subjective evaluation of the employee’s strengths and
weaknesses, relative worth to the organization, and future development
potential.
Performance appraisals are also called performance
evaluations, performance reviews, development discussions, or employee
appraisals.
If you conduct a successful performance appraisal, you can get a handle on
what the employee does best and identify areas that require improvement.
Appraisals also come in handy for deciding how to fill new positions in the
company structure with existing employees.
 Potential Appraisal
The potential appraisal refers to the appraisal i.e.
identification of the hidden talents and skills of a It can be measured through:
person. The person might or might not be aware of • Self – appraisals
them. Potential appraisal is a future – oriented • Peer appraisals
appraisal whose main objective is to identify and
• Superior appraisals
evaluate the potential of the employees to assume
higher positions and responsibilities in the • MBO (Management By Objectives)
organizational hierarchy. Many organisations consider • Psychological and psychometric tests
and use potential appraisal as a part of the performance
• Management games like role playing
appraisal processes. It helps to identify what can
happen in future so that it can be guided and directed •  Leadership exercises
towards the achievement of individual and
organizational growth and goals.
Career Planning and Development

Career Planning and Development is a continuous process of learning from your

experiences and moving forward in your life. It assists you in determining who
you are and where you want to go in life. Consider where you want to be at the
conclusion of the year. Do you enjoy the industry in which you work? What are
you interested in learning more about? In order to analyze your status and goals,
career planning and development is a vital procedure for continuous growth and
learning. Knowing your objective is vital, but knowing how to get there is even
better. If you are looking for assistance with career planning and development,
here are some important insights and recommendations to keep in mind.
Employee Grievance
Here’s a list of leading causes of Employee Grievances:
Employee grievance can be defined as
1.Undesirable working conditions in physical terms.
2.Changes without prior notice.
the discontentment caused by the gap
3.Poor employee relations.
4.Improper wage adjustments.
between what your employees expect
5.Dissatisfactory office policies in case of:
•Promotion and what they fail to get. It may or
•Demotion
•Transfer may not be justified but needs to be
•Discharge
•Leaves tackled very carefully. A considerable
•Overtime
6.Violation of laws. amount of time must be invested by
7.Inadequate safety,health, and welfare amenities.
8.Labor-management hostility. the HR person to talk to the
9.Incidences of workplace favoritism and nepotism.
10.Lack of organizational discipline. employees to understand their
grievances
7 Most Common HR Issues
•Compliance with laws and
regulations…
•Health and safety. ...
•Change management. ...
•Compensation management. ...
•Landing top talent. ...
•Retention. ...
•Monitoring productivity and
performance.
Conclusion

In conclusion, due many challenges that are facing

human resource departments, there is need for
organisations to adopt correct and workable policies
that will not only ensure they alleviate these
challenges, but also develop mechanisms of dealing
with such challenges in case they occur in the future.
Reference

• www.google.com
• Google Images.
MAHATMA EDUCATION SOCIETY
PILLAI COLLEGE OF ARTS COMMERCE & SCIENCE (AUTONOMUS) NEW PANVEL
AFFILIATED TO UNIVERSITY OF MUMBAI
ACADEMIC YEAR 2022-23
CONTINUOUS INTERNAL ASSESSMENT ll

Name – AVDHOOT PRADEEP DANDEKAR

CLASS – TY.BCOM , DIV – “ A “
Roll No - 6514
SUBJECT – HUMAN RESOURCE MANAGEMENT (COM Vl ) SEM Vl
SUBMITTED TO – DR. SEEMA SOMANI