1. Prof. Devpriya Dey Spirit of HR.in
Introduction to HRM
Prof. Devpriya Dey
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Human Resource Management
HRM: Human Resource Management refers to the management of an organization’s workforce or employees. It is responsible for attraction, selection, training, assessment and rewarding of employees while overseeing organizational leadership and culture and ensuring compliance with employment and labor laws.
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Human Resource Management
HRM is a part of management which is concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into an effective organization of the employees who make up enterprise and having regard for the wellbeing of the individual and working groups, to enable them to make their best contribution to its success.
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4. Importance of HRM attract and retain talent
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Importance of HRM
attract and retain talent
train people for challenging roles
develop skills and competencies
promote team spirit
develop loyalty and commitment
increase productivity and profits
improve job satisfaction
enhance standard of living
generate employment opportunities
Good HR Practices help
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5. Spirit Of HR.in

6. IMPORTANCE
To implement fair method of employing people in the organisation.
To transform the knowledge, skills and abilities of the employees.
To engage and retain employees who contribute continuously towards the organizational development.
To establish such HR Policies in the organisation which makes the company as the best place to work.
To maintain HR practices which will help the employees to ensure a work life balance
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7. IMPORTANCE
To ensure a culture of trust, mutual bonding and team spirit among the employees and among the departments
To implement monetary and non- monetary rewards which will help in recognizing the employees
To aim in overall development of employee through regular training, encouraging employees to participate in knowledge sharing seminars.
To motivate the employees to work towards efficient utilization of their skills.
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8. FUNCTIONS OF HRM
Manpower Planning: It is a process of forecasting the future demand for and supply of the right type of people in the right number.
 Job Analysis: It is process of studying and collecting information relating to the operations and responsibilities of a specific job. The result of job analysis is job description and job specification.
Recruitment and Selection: Recruitment is a process of stimulating the candidates to apply for jobs. Selection is a process of identifying the most eligible candidate for a particular job.
Orientation and Placement : Orientation is a socializing the process by which the organisation seeks to make the employee comfortable at the workplace. Placement is about matching the requirements of the job with the qualification of the candidate.
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9. FUNCTIONS OF HRM
Training and Development: Training is imparting specific and necessary skills to an employee in order to perform a particular job/task at present; whereas development of an employee is all about giving opportunities to employees to acquire relevant knowledge to equip him/her towards the future job.
Performance Appraisal and Job Evaluation: Performance Appraisal is the systematic evaluation of employees against the set standard of expected performance. Job Evaluation is a systematic technique to determine the worth of the job. It is rating a job and not an individual employee performing the job.
Compensation and Benefits: It is a process of developing and operating a suitable wage and salary program as compared to the other players in the industry.
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10. FUNCTIONS OF HRM
Motivation and Communication: Motivation is the process of channeling an employee’s inner drive towards accomplishing the goals of an organisation. Communication is the process managing transparency in the ideas, information, orders, instructions and messages from management to the employees and vice versa.
Welfare, Safety and Health Measures: The organisation implements various welfare, safety and health measures for the betterment, security and satisfaction of the employees. Some of the measures are workers compensation who are involved with accidents, maternity benefit, medical and sickness benefit, disablement and dependent benefit and retirement benefits such as provident fund, pension and gratuity.
Healthy Industrial Relations: It is the relationship among the employer, trade union and the employee. The HR function strives to maintain a cordial and peaceful relationship between all the three parties.
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11. HRM CONSIST OF
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12. Human Resource Positions
Recruiters
Rewards & Recognition Managers
Employment/ Industrial Relations Specialist
Human Resource Development Specialists
Human Resource Specialties
Training Specialists
Job Analysts
Compensation Managers
Employee Welfare Officers
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13. HRM: Scope HUMAN RESOURCE MANAGEMENT
Personnel aspect- manpower planning, recruitment, selection, placement, transfer, promotion, training and development, layoff, remuneration, incentives, productivity, etc.
Welfare aspect- working conditions and amenities such as canteens, crèches, rest and lunch rooms, housing, transport, medical assistance, education, health and safety, recreation facilities, etc.
Industrial relations aspect- union-management relations, joint consultation, collective bargaining, grievance and disciplinary procedures, settlement of disputes, etc.
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14. Functions of HRM HRM Operative Functions Managerial functions:
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Functions of HRM
HRM
Operative Functions
Managerial functions:
Procurement
Job Analysis
HR planning
Recruitment
Selection
Placement
Induction
Internal mobility
Development:
Training
Executive development
Career planning
Succession
planning
Human resources development strategies
Motivation and Compensation:
Job design
Work scheduling
Motivation
Job evaluation
Performance and potential appraisal
Compensation administration
Incentives benefits and services
Maintenance:
Health
Safety
Welfare
Social security
Emerging Issues:
Personnel records
Personnel audit
Personnel research
HR accounting
HRIS
Job stress
Mentoring
International HRM
– Planning
– Organizing
– Directing
– Controlling
Integration:
Grievances
Discipline
Teams and teamwork
Collective bargaining
Participation
Trade unions
Employers’ associations
Industrial relations
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15. Thank you Spirit of HR.in
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Thank you Spirit of HR.in
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