HUMAN RESOURCES

MANAGEMENT
Submitted by:
Aziz Ali Afzaly
Roll no: 22048
Introduction

HRM is the effective use of Human resources and organization through

the management of people related activities.
HRM is all about acquiring services of people, developing their skills,
motivating them to the foremost level and making sure that they
continue to maintain their commitment towards the organization.
 Human Resources Function/Objective
1) Human resource planning (knowing the future needs of the organization)
2) Recruitment and selection (attracting people to work for the organization
and selecting the best candidates)
3) Performance management
4) Training and Development
5) Motivation
6) Rewards
 Preparing to Manage Human Resources

 Job Analysis: is a systematic exploration of activities within a job.

 Jon design: is the process of structuring work and designing the specific activities of individual or
group level.
 Job description (organizational position, job summary, job duties, supervision and etc..)
 Job specification (qualification, experience, skill, responsibilities, physical characteristic)

Challenges faced by HRM

(Computerization,, Change in employee expectations, Recruitment, Retention of employees, Lack of
Skilled work force, globalization)
Recruiting, Hiring and Onboarding Employees
 Recruitment
Internal sources (rehiring former employees, promotion, retirement, transfer)
External sources ( advertising, private employee agency, educational institute, e-
recruitment )
 Selection: Is a process of picking the right candidate with required skills, qualifications
and capabilities to fill the vacancy in the organization.
selection process (CV’s/ Resume Receiving Applications Screening Applications Employment
Interview Checking References Medical Examination Job offer Placement
 Onboarding: introducing the new employee to the job, location, organization and other
employees.
Managing Employee Performance
 Performance Management can be defined as a process which continuously identifies measures
and develops the performance of the workforce in the organization.
 Performance Appraisal is the systematic evaluation of employees performance and to
understand the abilities of a person for further growth and development.
Steps in Performance Appraisal Process
 Establishing performance standards
 Communicating the standards
 Selection of performance appraisal method
 Measure Actual Performance
 Comparing actual performance with desired performance
 Discussing results [Feedback]
 Initiate Corrective Action 
 Managing Employee Compensation
Definition: The rewards paid to the employees for their contribution to the organization is called
compensation.

Objectives (Attracting Top Talent, Creation of good image, Retaining & Rewarding Personnel, Boosting
Motivation, Driving high performance)
Transfer: moving from one job to the other in the same level of hierarchy, requiring similar skills,
involving same level of responsibility, same status and same level of pay.
Promotion and demotion (up/downward movement of employee from his current position)
° Ways of promotion:
(Merit based, Seniority based, Merit-cum-Seniority based, Time bound, Vacancy bound)
 Any
Question?