HR Management

1. HUMAN RESOURCE MANAGEMENT
SNIST-JNTUH
UNIT - IV
Dr. S. Vijaya Bhaskar
PROFESSOR IN MECHANICAL ENGINEERING
SREENIDHI INSTITUTE OF TECHNOLOGY
GHATKESAR, HYDERABAD – 501 301

2. Syllabus
(i) Human Resources Management:
Objectives of HRM , Challenges of HRM, HR
Planning process HR functions and policies –
Job Analysis, Recruitment, Selection, Training
and Development, Performance Appraisal.
(ii) Marketing Management: Concept of
Marketing, Functions, Marketing Mix, Product
Life Cycle, Marketing Strategies, Channels of
Distribution, Differences between products and
services.

3. What is HRM?
The functions performed in organizations that
facilitates the most effective use of people
(employees) to achieve organizational and
individual goals.

4. Definition of HRM?
HRM is the process of managing the human
resources of an organization in tune with the
vision of the top management.
HRM is planning, organizing directing and
controlling of the procurement , development,
compensation , integration, maintenance, and
separation of human resources to the end
that individual, organizational and social
objectives are accomplished.

5. Objectives of HRM?
• To help the organization reach its goals.
• To ensure effective utilization and maximum
development of human resources.
• To ensure respect for human beings. To identify and
satisfy the needs of individuals.
• To ensure reconciliation of individual goals with
those of the organization.
• To achieve and maintain high morale among
employees.
• To provide the organization with well-trained and
well-motivated employees.
• To increase to the fullest the employee’s job
satisfaction and self-actualization.

6. Objectives of HRM……….
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the
needs of society.
• To develop overall personality of each employee
in its multidimensional aspect.
• To enhance employee’s capabilities to perform
the present job.
• To equip the employees with precision and
clarity in transaction of business.
• To inculcate the sense of team spirit, team work
and inter-team collaboration.

7. Challenges of HRM
1. Change Management
2. Leadership Development
3. HR Effective Measurements
4. Organizational effectiveness
5. Compensation
6. Staff recruitment
7. Succession planning
8. Learning and Development
9. Staff retention
10. Health and Welfare

8. BASIC FUNCTIONS OF HR MANAGER
1. Manpower planning
2. Recruitment
3. Selection
4. Training and Development
5. Placement
6. Wage and Salary Administration
7. Promotion, transfer, Separation
8. Performance Appraisal
9. Grievance Handling and Welfare
Administration
10. Job Evaluation
11. Merit Rating

9. MAN POWER PLANNING
Manpower planning addresses the following
issues:
 What kind of people and how many are
required at each level in the organization?
 Over what period of time are these people
required?
 What is the present level of staff in the
organization?
 Is there an excess or shortage of staff?

10. MAN POWER PLANNING (contd…)
 In excess, how does the organization intend
to do away with the surplus staff?
 In case of shortfall, how does the
organization intend to meet its shortfall?
 What are the changes in the employment
market and how far do these affect the
availability of staff in the present context?

11. MAN POWER PLANNING (contd…)
Man power planning may be defined as a
rational method of assessing the
requirements of human resources at different
levels in the organization.
Its main objective is to acquire, utilize,
improve and retain effectively the human
resources to achieve the targeted results at
different levels in an optimum manner.

12. MANPOWER PLANNING PROCESS
CORPORATE GOALS AND RESOURCES
Departmental Targets and Resources
Identify and Analyze Work Load
Assess Manpower Requirements
Succession plan Employee Turnover Employee Development
Shortage or surplus of staff
Formulate Strategies
TOP MANAGEMENT REVIEW, FINANCIAL CLEARANCE,
MANAGEMENT APPROVAL
ACTION PLANS, EVALUATION AND CONTROL

13. RECRUITMENT
Recruitment refers to the process of
attracting, screening, and selecting qualified people
for a job at an organization or firm.
The sources of recruitment include
internet, executive search agencies,
advertisements in media, employment
exchanges, university and college campuses,
technical and trade journals etc.,

14. SELECTION
The process of selecting the most suitable
persons for the organization is called selection.
The main purpose of selection is to choose
the right person for the right job.

15. SELECTION PROCESS
1. Initial Screening/short listing
2. Comprehensive application/bio data
screening
3. Aptitude or written tests
4. Group Discussion
5. Personal Interview
6. Medical Examination
7. Employment Offer

16. TRAINING AND DEVELOPMENT
Training is a short term process of
utilizing systematic and organized procedures
by which the staff acquire specific technical
knowledge.

17. NEED FOR TRAINING
 High turnover among new recruits
 Increase in wastage of materials
 Increase in number of rejected units of
production
 Increase in number of customer complaints
 Increase in accident rate
 Decrease in productivity
 Increase in machine breakdown

18. TRAINING METHODS
1. On – the - job training
2. Off – the - job training

19. On – the - job training
 Job instruction Training
 Experimental Training
 Demonstration
 Apprentice Training

20. Off – the - job training
 Lectures/talks and class room instructions
 Conferences
 Seminars
 Team Discussions
 Case study
 Role play
 Programmed instructions
 Simulation exercises
 Group Decision making

21. DEVELOPMENT
Development is an activity aimed at career
growth rather than immediate performance
knowledge.

22. PERFORMANCE APPRAISAL
It is the process of measuring and evaluating
the performance or accomplishments, including
individual behavior of an employee on the job
front for a given period.

23. WHY???
 To assess the employee’s present level of
performance
 To identify the strengths and weaknesses
 To provide feedback
 To provide an objective basis for rewarding
 To motivate
 To check and punish
 To identify the gaps in performance
 To identify employee’s potential
 To provide a database for succession strategies
 Others like promotion, transfer etc.

24. How???
Step 1: Create and set up performance standards
Step 2: Mutually set identifiable and measurable
goals
Step 3: Measure present level of performance
Step 4: Compare and appraise with the standard
Step 5: Discuss the appraisal with the employee
Step 6: Identify and initiate the corrective action

25. Who???
o Supervisors
o Peers
o Subordinates
o Managers by themselves
o Users of services
o Consultants

26. THANK YOU