UNIT I

Human Resource Management (HRM) is the department in every organisation that is

responsible for the hiring, managing, and exit-related functions in the organisation. It
focuses on the functions of people in business, following the best work practices.
DEFINITION: Human resource management is organising, coordinating, and managing
employees within an organisation to accomplish its mission, vision, and goals. This
includes recruiting, hiring, training, compensating, retaining, and motivating employees.

OBJECTIVE & SCOPE: Recruitment and Selection: Attracting and hiring the right
talent to meet organizational needs. Training and Development: Enhancing employee
skills and knowledge to improve performance and support organizational growth.
Performance Management: Evaluating employee performance, providing feedback, and
aligning individual goals with organizational objectives. Compensation and
Benefits: Designing and implementing fair and competitive compensation and benefits
packages to attract and retain talent. Employee Relations: Fostering positive
relationships between employees and management to create a productive and harmonious
work environment. Compliance: Ensuring HR practices adhere to relevant laws and
regulations. Data and Compliance: Managing employee data and ensuring compliance
with relevant laws and regulations. Work Culture: Fostering a positive and inclusive
workplace culture. Team Integration: Promoting effective communication and
collaboration between teams.

FUCTIONS:

Human Resource Planning: It is a function that determines the need for the number of
employees and the types of employees for achieving organizational goals. 2. Organizing:
In an organization, tasks are allocated among members, relationships are identified and
established, and activities are directed towards collectively contributing to the
achievement of the organizational goal.3. Directing: Making the employees contribute
their maximum efforts and activating them at different levels is only possible through
proper direction and motivation. 4. Controlling: After planning, organizing and
directing, the actual performance of the employees is checked and compared with the
original plans. Selection and Recruitment: It is a function that brings together a pool of
prospective candidates to the organization. The management can select the right
candidate for the job from this talent pool.Job Analysis: The process of outlining the
nature of a job and specifying the candidate requirements like qualification, skills, and
work experience to perform the job is called Job analysis. Training and development:
This HRM function enables the employees to develop their skills and knowledge in order
for them to perform their jobs effectively. Wage and Salary Administration: HRM
determines what is to be paid for different roles and jobs. HRM helps in deciding the
compensation of the employees which include wage administration, salary
administration, bonuses, incentives, etc. Performance Appraisal: This HRM function is
very important as the HRs need to ensure that the employees’ performances are
consistent. Performance appraisal rewards the employees for their consistent performance
and reaching their objectives. Employee Welfare: This is the function that looks after the
overall wellbeing of the employees by providing various benefits, facilities, and services
to the employees by the organization. Employee Relations: This refers to the HRM’s
interactions with the employees represented by a union. Maintenance: HR is considered
to be an asset to the organization and employee turnover is considered to be good for the
organization. Personnel Research: Personnel Research is done by HRM to understand
the employees’ opinions on compensation, work conditions and work culture, etc.

HR MANAGER QULIFICATIONS: Leadership Skills - An HR Manager is the

bridge between the employee and the organization. It is also important that they possess
sound knowledge of the functioning of every department of the organization, such as
marketing, finance, sales and so on. Communication Skills - Communication should be
the middle name of an HR Manager. He is responsible for much of the interpersonal
communication with the employees and top bosses of the organization. Self-Discipline -
Because the HR manager deals with real people, challenges can crop up at any hour. He
is also engaged in delivering multiple tasks throughout the day Ethics and Integrity -
The HR is aware of confidential company policies pertaining to salary packages,
placement criteria, selection processes, etc. Empathetic Attitude - The HR should
essentially be a people’s person. This is a soft skill that can be built with time but it is at
the center of the role. Legally Sound - The HR makes key decisions pertaining to policy
frameworks for the organization. The Roles of the HR Manager Conducting interviews
and selecting the appropriate candidates.*Manage the entire recruitment and placement
processes effectively*Assigning job roles and designations as per the abilities of the
candidate*Ensuring training and induction processes are in place to welcome
candidates*Work consistently with the founding team on enhancing organizational
climate*Organize programs as and when need to boost employees’ mental health
 UNIT II

TYPES OF INTERVIEW 1.Structured Interview: Uses a pre-designed set of questions, asked in the
same order to all candidates, ensuring consistency and reducing bias. Purpose: To evaluate candidates
based on a standardized set of criteria and skills. 2. Unstructured Interview: A flexible, conversational
approach with open-ended questions, allowing for a deeper exploration of the candidate's background
and personality. Purpose: To gain a more personalized understanding of a candidate's thought process,
creativity, and problem-solving abilities. 3. Behavioral Interview: Focuses on past behaviors to predict
future performance, using questions like "Tell me about a time when...".Purpose: To assess a
candidate's skills, abilities, and how they handle specific situations. 4. Situational Interview: Presents
hypothetical scenarios and asks candidates how they would respond, assessing their judgment and
decision-making skills. Purpose: To evaluate how a candidate would handle real-world workplace
challenges. 5. Panel Interview: Multiple interviewers assess a candidate simultaneously, often
including HR representatives and potential managers. Purpose: To ensure a more comprehensive and
unbiased evaluation of candidates. 6. Group Interview: Several candidates are interviewed together,
allowing for observation of their communication and teamwork skills. Purpose: To assess how
candidates interact with others and their ability to work in a team environment. 7. Technical Interview:
Focuses on assessing a candidate's technical skills and knowledge, often through practical tasks or
problem-solving questions. Purpose: To determine if a candidate possesses the necessary technical
expertise for the role.

Basis Internal Recruitment External Recruitment

Making use of existing staff to fill up Searching and filling employees from
Meaning vacant jobs is known as an Internal sources outside the organization is known as
source of recruitment. an External source of recruitment.

Choice It has limited choice. It has a wide choice.

It is a cheaper source of recruitment as

employees are well-versed in the It is costly as a lot of money is spent on
Economy
organization. There is also no cost of advertisement and publicity.
advertisement and publicity.

Time It is less time-consuming. It is a lengthy process.

It motivates the existing staff to It demotivates the existing staff and leaves
Motivation
improve their performance. them dissatisfied.
OBJECTIVES OF RECURITMENTS Strategic Alignment: Setting recruitment objectives ensures
the hiring process aligns with the organization's broader goals and strategies. Identifying and attracting
candidates with the necessary skills and alignment with the company's vision and values, can help
companies better achieve their long-term objectives.Efficiency and Effectiveness of the Recruitment
Process is Enhanced: Clear objectives streamline the recruitment process, making it more efficient by
targeting efforts towards attracting suitable candidates. This reduces time and resources spent on
screening and interviewing candidates who may not fit the role or the organization's culture.Improved
Quality of Hire: Recruitment objectives help improve the quality of hires by defining the skills,
experiences, and attributes that candidates must possess. Creates a Diverse and Inclusive
Space: Setting objectives related to diversity and inclusion promotes a workforce that reflects a broad
range of perspectives, backgrounds, and skills.Gives a Competitive Edge: In a competitive job market,
clear recruitment objectives can help an organization stand out to potential candidates. By clearly
communicating the company's mission, culture, and the specific qualities it values in employees,
organizations can attract top talent that might otherwise be drawn to competitors.

The procurement process involves identifying needs, submitting purchase requests, assessing and selecting
vendors, negotiating terms, creating purchase orders, receiving and inspecting goods, conducting three-way
matching, approving invoices, and arranging payment. TYPES *Direct procurement refers to obtaining
anything that’s required to produce an end-product. For a manufacturing company, this includes raw
materials and components. For a retailer, it includes any items purchased from a wholesaler for resale to
customers.Indirect procurement typically involves purchases of items that are essential for day-to-day
operations but don’t directly contribute to the company’s bottom line. This can include anything from office
supplies and furniture to advertising campaigns, consulting services and equipment maintenance.Goods
procurement largely refers to the procurement of physical items, but it can also include items like software
subscriptions. Effective goods procurement generally relies on good supply chain management practices. It
may include both direct and indirect procurement.Services procurement focuses on procuring people-based
services. Depending on the company, this may include hiring individual contractors, contingent labor, law
firms or on-site security services. It may include both direct and indirect procurement.