1. Human Resource Management
Session 1

2. HRM Definition
HRM is the function performed in organisations that facilitates the most effective use of people(employees) to achieve organisational and individual goals.

3. HRM Process Acquiring Starts with planning Ends with staffing
Developing
Employee training
Management development
Career development
Motivating
Identifying individual motivational needs of Employees and identifying ways to motivate them
Retaining
Providing a conductive environment to the employees
Nurturing them to make employees feel committed and attached to the oranisation

4. Functions of Human resource management
Managerial Functions
Operative Functions

5. Managerial Fuctions Managerial Functions Planning Organizing Staffing
Directing
Controlling

6. Operative Functions of HRM
Employment
Job Analysis
Human Resource Planning
Selection
Placement
Induction
Human Resources Development
Performance Appraisal
Training
Management Development
Career Planning and Development
Organizational change and Development
Compensation Management
Job Evaluation
Wage and Salary Administration
Fringe Benefits
Employee Relations
Motivation
Morale
Job Satisfaction
Communication
Grievance and Disciplinary

7. Emerging role of HRM Value of Human Resources Role of HR Executives
Human Resources a competitive Advantage
Human Resources accounting
Role of HR Executives
Service Provider
Executive
Facilitator
Consultant
Auditor

8. Personnel Management
"Personnel management is the planning, organising, directing and controlling of the procurement, development, compensation, integration and maintenance of the people for the purpose of contributing to organizational, individual and social goals.
Edwin Flippo

9. Human Resource Planning
HRP can be defined as the process of ensuring the right number of qualified people, into the right job at the right time to deliver the results in an efficient and effective manner

10. Objectives of HRP
To maintain the required quantity and quality of HR required for a smooth & efficient functioning of the organisation.

11. Human Resource Planning Model
Organizational Plans and Objectives
Identify future HR requirements
Compare with the current HR Inventory
Determine the numbers, levels and criticality of vacancies
Determine the redundant numbers
Analyze the cost and time required for managing the demand
Analyze the cost and time required for managing the surplus
Choose the resources and methods of recruitment
Redeploy
Retrench

12. HRP at different planning Levels

13. HRP Process

14. Job Analysis

15. Job Analysis Job Analysis Employment Recruitment Selection
Job Evaluation
Job Design
Job Enrichment
Alternative Work Schedules
Training
Establishing Formal job requirement
On the job Development
Appraisal
Perform-ance Appraisal
Equitable compensation System
Job Analysis

16. Process of Job Analysis

17. Job Analysis Methods

18. Job Description