1. HUMAN RESOURCE MANAGEMENT
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2. HUMAN RESOURCE MANAGEMENT
Human Resource Management includes all
activities used to attract & retain employees
and to ensure they perform at a high level in
meeting organizational goals.

3. HUMAN RESOURCE MANAGEMENT
• Human resource management (HRM or HR) is
the strategic approach to the
effective management of people in a company
or organization such that they help their
business gain a competitive advantage. It is
designed to maximize employee performance
in service of an employer's strategic
objectives.

4. ROLE OF HRM
These activities are made up of
1. HR Planning
2. Recruitment & selection.
3. Training and development.
4. Organizational Development
5. Compensation & Benefit
6. Performance Management
and feedback.

5. HRM PROCESS

6. FUNCTIONS OF HRM
Primary Functions
• Human resource planning
• Equal employment
opportunity
• Staffing (recruitment and
selection)
• Compensation and benefits
• Employee and labor relations
• Health, safety, and security
• Human resource development
Secondary Functions
• Organization and job design
• Performance management/
performance appraisal systems
• Research and information
systems
• Disciplinary action
• Feedback

8. RELATIONSHIP BETWEEN HRM AND HRD
• Human resource management (HRM)
encompasses many functions
• Human resource development (HRD) is just
one of the functions within HRM

9. HUMAN RESOURCE PLANNING
• Human Resource Planning (HRP) is the process of
forecasting the future human resource requirements of the
organization and determining as to how the existing human
resource capacity of the organization can be utilized to
fulfill these requirements.
• HRP is a process that identifies current and future human
resources needs for an organization to achieve its goals.
• HRP should serve as a link between human resource
management and the overall strategic plan of an
organization.

10. HR PLANNING CYCLE

11. Recruitment & Selection
• Definition
“ The systematic process of identifying and making the
potential candidates to apply for the jobs and choosing
the right candidates for the vacant positions.”
– Recruitment
The Process of generating a pool of qualified candidates for a particular job.
– Selection
The process of choosing qualified individuals who are available to fill the
positions in organization.

12. RECRUITMENT & SELECTION PROCESS

13. • Definition
“The systematic acquisition of attitudes, concepts,
knowledge, roles, or skills, that result in improved
performance at work.”
– Training
• skill enhancement processes for non-managerial jobs
– Development
• skill enhancement processes for managerial jobs

15. ORGANIZATIONAL DEVELOPMENT
• The process of improving an organization’s
effectiveness and member’s well-being
through the application of behavioral science
concepts
• Focuses on both macro and micro levels
• HRD plays the role of a change agent

16. Characteristics Focus
1. Planned Change Change is planned by managers to achieve goals.
2. Collaborative Approach Involves employees in change planning
3. Performance Orientation Emphasis on improving/enhancing performance
4. Humanistic Orientation Emphasis on increased use of human potential
5. Systems Approach Emphasis on relationships among elements
6. Scientific Method Scientific approaches supplement experience
Organizational Development
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17. Organizational Development
Change Agent
• Strategic Adviser
• Systems Design and
Developer
• Organization Change
Agent
• Instructional Designer
• Individual Development
and Career Counselor
• Coach / Performance
Consultant
• Researcher
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18. PERFORMANCE MANAGEMENT
• It is a continuous process of identifying, measuring,
and developing the performance of individuals and
teams and aligning performance with the strategic
goals of the organization.
• Performance management systems can serve six important
purposes:
– Strategic
– Administrative
– Communication
– Developmental
– Documentation
– Organizational Maintenance

19. PERFORMANCE MANAGEMENT PROCESS
1. Pre - requisites
2. Performance planning
3. Performance execution
4. Performance assessment
5. Performance review
6. Performance renewal and re-contracting.
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20. • Also known as Appraisals, It is a systematic evaluation of an
individual with respect to performance on the job and
individual’s potential for development.
• It is a tool used for all round development of the employee
and the organization. The performance is measured against
such factors as job knowledge, quality and quantity of output,
initiative, leadership abilities, supervision, dependability, co-
operation, judgment, versatility and health.
PERFORMANCE APPRAISALS
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21. Performance Appraisal Process
1
Setting the performance standards
6
Initiating corrective actions
(if necessary)
5
Providing feedback to employees on
their performance
2
Communicating the performance
standard to employees
3
Measuring the actual performance
4
Comparing the actual with the
standard performance
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22. Feedback is an essential communication tool in business
performance management.
Feedback is the exchange of information between the
management and the employee that involves both
performance expected and performance exhibited. It is
an ongoing process between the management and the
employees.
Constructive feedback can praise good performance or
correct poor performance and should always be tied to
the performance standards.
FEEDBACK
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24. Compensation & Benefit

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