Alam Nuzhathalam1
HUMAN RESOURCE MANAGEMENT
Nuzhath Alam
Associate Professor

Human Resource Management
HRM or HR is the practice of
recruiting, hiring, deploying and
managing an organization's
employees.
A company or organization's HR
department is usually
responsible for creating, putting
into effect and overseeing
policies governing workers and
the relationship of the
organization with its employees.
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Alam Nuzhathalam

HR Activities
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 Recruitment: It refers to the overall process of attracting,
shortlisting, selecting and appointing suitable candidates
for jobs within an organization
 Selection: It is a process of selection and shortlisting of
the right candidates with the necessary qualifications
and skill set to fill the vacancies in an organisation
 Deployment: It is a personnel activity to ensure that the
labor of the organization would be continuously in an
optimal relation to the jobs and organizational structure

Cont….
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 Retention: It is a process in which the employees are
encouraged to remain with the organization for the
maximum period of time or until the completion of the
project
 Promotion: It refers to the upward movement of an
employee from one job to another higher one, with
increase in salary, status and responsibilities
 Superannuation: A superannuation is an organizational
pension program created by a company for the benefit
of its employees. Ex. Pension Amount

Alam Nuzhathalam5
HR
Acquisition
1.HR Planning
2.Recruitment
3.Selection
4.Orientation
5.Training
6.Placement
HR
Development
1.Career
Planning
2.Training &
Development
Performance &
Compensation
1.Performance
Management
2.Incentives &
Benefits
Motivation &
Maintenance
1.Empowerment
2.Health& Safety
3. HR Mobility
4. Creating
Motivational
Environment
Industrial
Relations
1.Discipline &
Grievance Mg
2.Industrial
Dispute Mg
HRM FUNCTIONS
HR INFORMATION SYSTEM
HR Research
HR Account
HR Audit

HR Acquisition
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 Acquisition duties consist of human resource planning for
employees, which includes activities related to analyzing
employment needs, determining the necessary skills for
positions, identifying job and industry trends, and
forecasting future employment levels and skill
requirements
 The acquisition function also encompasses activities
related to recruiting workers, such as designing
evaluation tests and interview methods

HR Development
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 The second major HRM function, human resource
development, refers to performance appraisal and
training activities. The basic goal of appraisal is to
provide feedback to employees concerning their
performance
 Training and development activities include the
determination, design, execution, and analysis of
educational programs. Orientation programs, for
example, are usually necessary to acclimate new hires to
the company. The HRM training and education role may
encompass a wide variety of tasks, depending on the
type and extent of different programs

Performance and Compensation
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 Compensation, the third major HRM function, refers to
HRM duties related to paying employees and providing
incentives for them. HRM professionals are typically
charged with developing wage and salary systems that
accomplish specific organizational objectives, such as
employee retention, quality, satisfaction, and motivation
 HRM managers must learn how to create compensation
equity within the organization that doesn't hamper
morale and that provides sufficient financial motivation

Motivation and Maintenance
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 HRM activities related to employee benefits, safety and
health, and worker-management relations. Employee
benefits are non-incentive-oriented compensation, such
as health insurance and free parking, and are often used
to transfer non taxed compensation to employees
 The three major categories of benefits managed by
HRM managers are: employee services, such as
purchasing plans, recreational activities, and legal
services; vacations, holidays, and other allowed
absences; and insurance, retirement, and health benefits

Industrial Relation
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 Industrial relations as the complex interrelations among
managers, workers and agencies of the governments
 Good industrial relations reduce the industrial disputes.
Disputes are reflections of the failure of basic human
urges or motivations to secure adequate satisfaction or
expression which are fully cured by good industrial
relations

Alam Nuzhathalam11
Thank You