Human Resource Management involves all management decisions & practices that directly affect or influence people who

work for the organization. HRM is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, benefits, employee motivation, communication, administration, & training.

1. Human Focus

2. Management Function

get jobs done through people Recognize employee as an assets

planning, implementing, controlling & maintenance On going process

3. Continuous Process
4. Dynamic Nature

5. Mutuality oriented
responsibility

Adaptable towards changing environment Promotes mutual goal, respect, reward,

Achieving high productivity

Through training programs

Increasing the quality of work life

Providing adequate responsibility, opportunity

Increasing workforce commitments

Enhancing organizations efficiency & productivity

Management of organizational culture

Different culture, values, beliefs

Goal achievement
Personal, functional, organizational, societal

Job Analysis
Collection of job related information for job

description, job specification

Human Resource Planning

Estimation of demand & supply of manpower

Recruitment & Selection

Recruitment- making pool of qualified candidates Selection- reviewing application, tests, interviews

Training & Development

Developing skills, ability & motivation On the job training & off the job training

Performance Appraisal

Process of evaluating employees performance

Compensation & Benefits Health & Safety

related strength & weaknesses Help to assess how well the work is been done
Compensation- rewards like pay, incentive Benefits- health care, family related benefits Minimizing hazardous situation like poor

Employee Relations

environment, harmful chemicals etc.

management & employees

Maintaining harmonious relation among

Personnel Management People as input in production process. Concern of personnel department. Job design based of division of labor. Organizations interest uppermost. Emphasis on rules/regulations Discipline, control & direction oriented. Reactive actions

Human Resource Management People are valuable resources in organization system. Concern of all level of managers. Job design based on team work. Mutuality of interests of organization and individuals. Emphasis on development and utilization of human potential. System oriented with supportive environment growth, performance. Proactive actions

A) Internal Environment
i. Organizational Goals & Policies
It provides guidelines for decision making to achieve goals.

ii. Organizational Culture

HR practices need to be implemented that best fit organizations culture.

iii. Reward System

Should ensures attraction & retention of quality human resource.

iv. Labor Unions

Formed to safeguard members & recruitment, selection training should conduct with consultation with union representatives

B) External Environment
i. Political-legal Legislature - Enacts rules, regulations & laws. Executives - Implement rules, regulations & laws. Judiciary - Ensures rules, & laws are effectively followed. ii. Technology
Automation, robotics, computerization change the field of HRM

iii. Socio-cultural forces

Traditions, beliefs affect attitude & expectation of HR towards organization

iv. Economic forces

Forces are globalization, demography, economic health

Globalization
Process of business transactions across borders Organization retaining qualified people can

sustain the organization

Technological Advances
Skilled, innovative workforce required

Nature of Work
Specialized workers are in high demand

Workforce Diversity
Working together with diversified people

Legal Trends
Government rules & regulations, union laws

The Contingent workforce

Part-time temporary workers appointed for

short-term contracts

Continuous Improvement Program & Work Process Engineering

Total quality management concern with

stakeholders, customers, suppliers

THANK YOU!!!