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Human Resource Management

Human resource management involves several key functions including human resource development. Some of the basic functions of personnel/human resource management are manpower planning, selection, performance evaluation, training and development, and compensation. Manpower planning involves forecasting future needs, current inventory, and developing necessary programs. Selection methods include application reviews, interviews, and testing for skills and fit. Performance evaluations assess an employee's work quality, quantity, skills, and other factors. Training and development aim to impart skills and knowledge to complete tasks efficiently. Compensation involves adequately paying employees for their work through various wage payment methods.

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103 views

Human Resource Management

Human resource management involves several key functions including human resource development. Some of the basic functions of personnel/human resource management are manpower planning, selection, performance evaluation, training and development, and compensation. Manpower planning involves forecasting future needs, current inventory, and developing necessary programs. Selection methods include application reviews, interviews, and testing for skills and fit. Performance evaluations assess an employee's work quality, quantity, skills, and other factors. Training and development aim to impart skills and knowledge to complete tasks efficiently. Compensation involves adequately paying employees for their work through various wage payment methods.

Uploaded by

somasekhar reddy1908
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Human resource

management /
development
Presented by
Mr.G.KARTHY
Assistant Professor
ECE Department
Kalasalingam UNiversity
Relationship Between HRM
and HRD

• Human Resource Management (HRM)


has many functions.

• Human Resource Development (HRD) is


just one of the functions within HRM
Human resource management (HRM or simply HR) is
the management of human resources. It is a function in
the organizations designed to maximize employee
performance in service of an employer's strategic
objectives.

(a) social significance – proper management of


personnel's, satisfies their social needs.

introduction
(b) professional significance – providing a healthy
working environment promotes team work in the
employees,

(c) significance for individual enterprise – it helps the


organisation in accomplishing its goals by creating the
right attitude among employees.
Personnel
management
• Personnel management is defined as ,
“Personnel management is the planning,
organizing, compensation, integration and
maintenance of people for the purpose of
contributing to organizational, individual and
societal goals.”
Man power planning

Selection

Basic Performance evaluation/ appraisal

functions of Training and employee development


personnel
Compensation
managemen
t Industrial relations and discipline

Motivation

Personnel policies
Manpower Planning which is
also called as Human
Resource Planning consists Forecasting – future man
of putting right number of power requirements
people, right kind of people
at the right place, right time,
doing the right things for
which they are suited for the
achievement of goals of the
organization. Inventorying – manpower

Man resources are employed


optimally

power
Manpower planning can be
seen as a series of activities
consisting of the following
Anticipating manpower
planning problems – comparing the
present and future resources,
both quantitatively and
qualitatively

Planning – necessary
programmes of recruitment,
selection, training, development,
utilisation, transfer, promotion,
development, motivation and
compensation
Man power environment

Internal environment : External


The viability of environment:
manpower plan will • Governmental influence
depend on the support • Social factors
given by top • Economic factors
• Technology change
management to this
kind of activity.
Man power
planning
• Man power planning includes
• Recruitment plan – Number and
type of people required
• Redundancy plan – how many are
redundant, in which department;
transfer plan and compensation
plan
• Training plan – type of training,
duration of training and resources
needed for training
• Retention plan – career plan,
compensation plan
• Selecting the most suitable candidate
entails counterchecking with the
references provided.
• References offer information about the
character and competencies of the
applicant. Employers also carry out
background checks to establish
selection criminal records such as drug use and
driving offenses.
• A final interview may be carried out
with the selected applicant to discuss
matters such as salary, wages and
working schedules. The selection
process ends when the employer offers
the vacant position to the most
qualified candidate.
Selection I.
II.
Application bank III. Interview
IV. Physical
Selection test
methods I. Performance / examination
achievement V. Business games
test
VI. Leaderless group
II. Aptitude test
discussion
III. Interest test
IV. Personality test
V. Intelligence
test
VI. Situational test
1. Quality of work 8. Self-judgement
Performance
2. Quantity of work 9. Judgement by peers.
appraisal
3. Waste and breakage 10. Judgement by
4. Money earned supervisors

5. Job knowledge
6. Absenteeism
7. Rate of advancement
Training and development

• Objectives:
• To impart knowledge and skills to complete a task efficiently.
• To make optimal use of material and equipment.
• Improve workers attitude.
• To reduce accidents and thus save money.
Types of training
1. Orientation training – is to train new employees
2. On the job training – is to help people learn new jobs
3. Training centre training – to concentrate on new skill
4. Supervisory training – deeply understand the functions of
management
5. Apprentice / training – to train personnel in technical
areas.
6. Technical knowledge training – is trained in the technical
aspect of his job
7. Team training – to increase effectiveness of the various
teams within the organisation
Services rendered by individuals to
organisation have to be adequately paid
for.

Compensation could also be in the form


compensatio of promotions or word of praise.

n Payment by time
Methods of wage Payment by result –
paying an individual
payment per piece of product
produced.

Ranking method
Job evaluation(Skill, Job classification method
Effort, Responsibility, Factor comparison method –
complex method
Working condition) Point method

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