MES AIMAT,MARAMPALLY

MBA 2019-2021

MCOB

ASSIGNMENT ON
“IMPORTANCE OF HRM – HRM
PROCESS”

SUBMITTED BY,
GROUP 5

SUBMITTED TO,
K H MUNEER Sir

SUBMISSION DATE 14/10/2019

 ACKNOWLEGEMENT
We would like to express my special thanks of gratitude to our MUNEER K H
Sir Who gave us the oppertunity to do the assignment on the topic
“IMPORTANCE OF HRM – HRM PROCESS” which also helped us doing
a lot of research and came to know the unknown matters in the field.
Secondly we would like to thank my teachers and friends who supported with
their knowledge to finshup the assignment within the time period.
 INDEX

SL.NO
TITLE PAGE NO

1 INTRODUCTION 1

2 IMPORTANCE  OF HRM 2-3

PROCESSES IN HUMAN RESOURCE

3 MANAGEMENT 4-5

FUNCTIONS OF HUMAN RESOURCE

4 MANAGEMENT 6-8

CONCLUSION 9
5

6 BIBLIOGRAPHY 10
 INTRODUCTION
Human Resource Management is the process of recruiting, selecting, inducting
employees, providing orientation, imparting training and development, appraising
the performance of employees, deciding compensation and providing benefits,
motivating employees, maintaining proper relations with employees and their trade
unions, ensuring employees safety, welfare and healthy measures in compliance
with labour laws of the land.
Human Resource Management involves management functions like planning,
organizing, directing and controlling

 It involves procurement, development, maintenance of human resource

 It helps to achieve individual, organizational and social objectives
 Human Resource Management is a multidisciplinary subject. It includes the
study of management, psychology, communication, economics and
sociology.
 It involves team spirit and team work.
 It is a continuous process.

Human resource management as a department in an organisation handles all

aspects of employees and has various functions like  human resource planning,
Conducting Job analysis, recruitment and conducting job interviews, selection of
human resources, Orienting , training, compensating,Providing benefits and
incentives, appraising, retaining,Career planning, Quality of Work Life, Employee
Discipline,  black out Sexual Harassments, human resource auditing, maintenance
of industrial relationship, looking after welfare of employees and safety issues ,
communicating with all employees at all levels and maintaining awareness of and
compliance with local, state and federal labor laws.
 IMPORTANCE  OF HRM

HRM is a function within an organisation concentrated on recruiting, managing

and directing people who work in it. Human Resource Management deals with
issues related to compensation, performance management, organisation
development, safety, wellness, benefits, employee motivation, training and others.
HRM plays a strategic role in managing people and the workplace culture and
environment. If effective, it can contribute greatly to the overall company direction
and the accomplishment of its goals and objectives.

1. Objective :-

HRM helps a company to achieve its objective from time to time by creating a
positive attitude among workers. Reducing wastage and making maximum use of
resources etc.

2. Facilitates professional growth :-

Due to proper HR policies employees are trained well and this makes them ready
for future promotions. Their talent can be utilized not only in the company in
which they are currently working but also in other companies which the employees
may join in the future.

3. Better relations between union and management :-

Healthy HRM practices can help the organization to maintain co-ordinal

relationship with the unions. Union members start realizing that the company is
also interested in the workers and will not go against them therefore chances of
going on strike are greatly reduced.

4. Helps an individual to work in a team/group :-

Effective HR practices teach individuals team work and adjustment. The

individuals are now very comfortable while working in team thus team work
improves.
 5. Identifies person for the future :-

Since employees are constantly trained, they are ready to meet the job
requirements. The company is also able to identify potential employees who can be
promoted in the future for the top level jobs. Thus one of the advantages of HRM
is preparing people for the future.

6. Allocating the jobs to the right person :-

If proper recruitment and selection methods are followed, the company will be able
to select the right people for the right job. When this happens the number of people
leaving the job will reduce as the will be satisfied with their job leading to decrease
in labor turnover.

7. Improves the economy :

Effective HR practices lead to higher profits and better performance by companies

due to this the company achieves a chance to enter into new business and start new
ventured thus industrial development increases and the economy improves.
 FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
PLANNING
A manager must plan ahead in order to get things done by his subordinates. It is also
important to plan in order to give the organization its goals.Also, planning helps
establish the best procedures to reach the goals. Further, some effective managers
devote a substantial part of their time to planning.

With respect to the human resource department, planning involves determining the
personnel programs that can contribute to achieving the organization’s goals.These
programs include anticipating the hiring needs of the organization, planning job
requirements, descriptions, and determining the sources of recruitment.

ORGANIZING
After the human resource manager establishes the objectives and develops plans and
programs to achieve them, he needs to design and develop the organization’s
structure to carry out the different operations. Developing the organization’s structure
includes:

 Grouping of personnel activity into functions or positions

 Assigning different groups of activities to different individuals

 Delegating authority according to the tasks assigned and responsibilities

involved

 Coordinating activities of different employees

DIRECTING
The HR Manager can create plans, but implementing the plans smoothly depends on
how motivated the people are. The directing functions of HRM involve encouraging
people to work willingly and efficiently to achieve the goals of the organization. In
simpler words, the directing functions of HRM entail guiding and motivating people
to accomplish the personnel programs.

The HRM can motivate the employees through career planning and
salary administration by boosting the employee’s morale, developing relationships,
providing safety requirements, and looking after the welfare of employees.

In order to do this effectively, the HRM must identify the needs of the employees and
the means and methods to satisfy them. Motivation is a continuous process as
employees have new needs and expectations when the old ones are satisfied.

CONTROLLING
Controlling is all about regulating activities in accordance with the plans formulated
based on the objectives of the organization. This is the fourth function of the HRM
and completes the cycle. In this, the manager observes and subsequently compares
the results with the set standards.

Further, he corrects any deviations that might occur. Controlling is one of the

important functions of HRM as it helps him evaluate and control the performance of
the department with respect to different operative functions. It also involves
appraisals, audit, statistics, etc.
 PROCESSES IN HUMAN RESOURCE
MANAGEMENT
Each organization works towards the realization of one vision. The same is
achieved by formulation of certain strategies and execution of the same, which
is done by the HR department. At the base of this strategy formulation lie
various processes and the effectiveness of the former lies in the meticulous
design of these processes. But what exactly are and entails these processes?
Let’s read further and explore.

The following are the various HR processes:

1. HUMAN RESOURCE PLANNING (RECRUITMENT,

SELECTING, HIRING, TRAINING, INDUCTION,
ORIENTATION, EVALUATION, PROMOTION AND LAYOFF).
2. EMPLOYEE REMUNERATION AND BENEFITS
ADMINISTRATION
3. PERFORMANCE MANAGEMENT.
4. EMPLOYEE RELATIONS.

The efficient designing of these processes apart from other things depends upon
the degree of correspondence of each of these. This means that each process is
subservient to other. You start from Human resource Planning and there is a
continual value addition at each step. To exemplify, the PMS (performance
Management System) of an organization like Infosys would different from an
organization like Walmart. Lets study each process separately.

Human Resource Planning: Generally, we consider Human Resource

Planning as the process of people forecasting. Right but incomplete! It also
involves the processes of Evaluation, Promotion and Layoff.

 Recruitment: It aims at attracting applicants that match a certain Job

criteria.
 Selection: The next level of filtration. Aims at short listing candidates
who are the nearest match in terms qualifications, expertise and potential
for a certain job.
 Hiring: Deciding upon the final candidate who gets the job.
  Training and Development: Those processes that work on an employee
onboard for his skills and abilities upgradation.

EMPLOYEE REMUNERATION AND BENEFITS ADMINISTRATION: 

The process involves deciding upon salaries and wages, Incentives, Fringe
Benefits and Perquisites etc. Money is the prime motivator in any job and
therefore the importance of this process. Performing employees seek raises,
better salaries and bonuses.

PERFORMANCE MANAGEMENT: 

It is meant to help the organization train, motivate and reward workers. It is also
meant to ensure that the organizational goals are met with efficiency. The
process not only includes the employees but can also be for a department,
product, service or customer process; all towards enhancing or adding value to
them.

Nowadays there is an automated performance management system (PMS) that

carries all the information to help managers evaluate the performance of the
employees and assess them accordingly on their training and development
needs.

EMPLOYEE RELATIONS:

 Employee retention is a nuisance with organizations especially in industries

that are hugely competitive in nature. Though there are myriad factors that
motivate an individual to stick to or leave an organization, but certainly few are
under our control.

Employee relations include Labor Law and Relations, Working Environment,

Employee heath and safety, Employee- Employee conflict management,
Employee- Employee Conflict Management, Quality of Work Life, Workers
Compensation, Employee Wellness and assistance programs, Counseling for
occupational stress. All these are critical to employee retention apart from the
money which is only a hygiene factor.

All processes are integral to the survival and success of HR strategies and no
single process can work in isolation; there has to be a high level of conformity
and cohesiveness between the same.
 CONCLUSION
HRM is aprocess take place in a business organization to controll and co-
ordinate the employees in the organisation.Its function is not only controlling
and co-ordinating it will manage everything to run the organization smoothly
and in a favourable condition to both employees and the organization.HRM is a
seperate department but it has a indirect relationship with all emplotees inthe
organisation within diferent organosation.S
 BIBLIOGRAPHY
www.mindmeister.com
www.economicsdiscussion.net
www.griffith.ie