HOW TO MANAGE HUMAN RESOURCES IN AN ORGANISATION

1. SUBMITTED TO SUBMITTED BY
MONIKA MAM SNEH LATA SINHA
ROLL NO. 13339

2. ABOUT INSTRUMENTS OF HUMAN
RESOURCE MANAGEMENT
Human resource management instrument are the knowledge
skill abilities and values required to perform a job effectively
are called competencies. The HUMAN RESOURCE
MANAGEMENT instrument is used to help employees in
honing the existing capabilities besides developing new
capabilities.

3. INSTRUMENTS OF HUMAN RESOURCE
MANAGEMENT
 Performance appraisal
 Potential appraisal
 Feedback and counseling
 Career planning
 Training
 Organization development
 Rewards
 Employee welfare and quality of work life
 Human resource information system

4. 1) PERFORMANCE
APPRAISAL
 Performance appraisal are employed to
determine who needs what training and
who will be promoted, demoted, retained
are fired in the next session.

5. Purpose of Performance appraisal
a) To assist the organization
b) Promote an employee

6. METHODS OF PERFORMANCE
APPRAISAL
METHOD
MORDEN
METHODS
TRADITIONAL
METHODS

7. TRADITIONAL METHODS
 Rating Scales
 Essay Appraisal
 Ranking Method
 Paired comparison
 Critical incident
 Confidential Report
 Checklists
 Graphic Rating Scales
 Forced distribution

8. MORDEN METHODS
 Assessment center
 Behaviorally anchored rating scales
(BAR)
 Human Resource Accounting
 Management by objective
 Customer feedback
 360 Degree feedback

9. TRADITIONAL METHOD OF
PERFORMANCE APPRAISAL
1. Rating scale method
2. Essay appraisal method
3. Rating method ranking method
4. Paired comparison
5. Critical incident method
6. Confidential report system
7. Checklist method
8. Graphic rating scale
9. Forced distribution

10. 2) POTENTIAL APPRAISAL
Potential appraisal is a future oriented
appraisal whose main objective is to
identify and evaluate the potential of the
employees to assume higher positions
and responsibility in the organization
hierarchy.

11. Purpose of Potential Appraisal
 To advice employees for overall
performance development
 Help the organization to chalk the
succession plan
 Motivate the employees
 Identify the training need

12. Steps for introducing potential
appraisal system
1. Role description
2. Quality required
3. Indicators of qualities
4. feedback

13. 3) FEEDBACK, COUNSELING
AND COACHING
 FEEDBACK- Feedback is giving honest
opinion to the employee about his
performance

14.  PERFORMANCE COUNSELING-
focuses on the entire performance
during the particular period of time
rather the a specific problem.

15.  COACHING- When an experienced and
competent employee takes active role in
guiding a junior employee, we refer this
activity as coaching

16. 4) CAREER PLANNING
 Career planning is the process by which
one select the career goal and the path
to these goals. The major focus to
career planning is on assisting the
employees achievements.

17. OBJECTIVE OF CAREER
PLANNING
I. Attract and retain talent by offering
career
II. Use human resource efficiently
III. Reduce employees turnover
IV. Improve employees moral and
motivation
V. Meet the immediate future human
resource need

18. 5) TRAINING AND
DEVELOPMENT
 Training and development is a function
of human resource
management concerned with
organizational activity aimed at bettering
the performance of individuals and groups
in organizational settings. It has been
known by several names, including "human
resource development", and "learning and
development".

20. METHODS OF TRAINING AND
DEVELOPMENT
1. Development center
2. In basket exercise
3. Individualization training
4. Interactive computer training
5. Job enrichment
6. Job instrument training
7. Job rotation
8. Lectures
9. Role playing
10. Seminars

21. 6) ORGANIZATION
DEVELOPMENT
 Organization development Is a
deliberately planned organization wide
effort to increase an organization
effectiveness and efficiency.

22. Organization development objective
 To increase the level of personal trust
 To increase employees satisfaction
 To increase cooperation among
employees
 To increase the organization problem
solving
 To effectively manage conflict

23. 7) REWARDS AND
RECOGNISATION
 Employee recognition is the opportunity to
acknowledge the unique contribution or the
value of expertise and experience of an
employee or a team.
 Employee recognition is a return on an
employee’s effort, dedication at work and
results. It is governed by mutual respect and is
expressed regularly through a host of simple
gestures such as a sincere thank you, as well
as symbolically through the receiving of an
award. The sincerity of words and acts is what
gives recognition its dignity and worth.

25. 8) EMPLOYEES WELFARE AND
QUALITY OF WORK LIFE
 The term employee welfare means the efforts to make life
worth living for workmen. It includes various services,
facilities and benefits offered to employees by the
employers, unions and government. The purpose is to
improve the living standard of workers and thereby
improve the quality of work life. Employers voluntarily
extend a number of benefits to employees in the hope
that these indirect compensation plans motivate
employees to perform better. Over the years the types of
benefits offered have been expanding in line with
competitive pressures, changing job market trends,
employees’ expectations, union demands and legislative
requirements.


27. Quality of work life efforts
include the following
1) Employees involvement
2) Quality circles
3) Social technical system
4) Co- determination
5) Self management work terms
6) Suggestion program
7) Open door policies

28. 9) HUMAN RESOURCE
INFORMATION SYATEM
 The Human Resource Information
System (HRIS) is a software or online
solution for the data entry, data tracking,
and data information needs of the
Human Resources, payroll,
management, and accounting functions
within a business. Normally packaged
as a data base, hundreds of companies
sell some form of HRIS and every HRIS
has different capabilities.

30. OBJECTIVE OF HIMS