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"HRM Is The Provision of Leadership and Direction of People in Their Working or Employment Relationship" - Dale Voder

HRM involves leading and managing employees and the employment relationship. It includes key functions like recruiting, orientation, performance appraisal, motivation, and safety of employees. The 15 key functions of HRM are human resource planning, employee engagement, rewards and recognition, industrial relations, information sharing, and policy formulation. For example, Starbucks has a unique selection process that has led to low employee turnover. Google allows employees to spend 20% of their time on personal projects, delivering results like Gmail and Google Maps.

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55 views9 pages

"HRM Is The Provision of Leadership and Direction of People in Their Working or Employment Relationship" - Dale Voder

HRM involves leading and managing employees and the employment relationship. It includes key functions like recruiting, orientation, performance appraisal, motivation, and safety of employees. The 15 key functions of HRM are human resource planning, employee engagement, rewards and recognition, industrial relations, information sharing, and policy formulation. For example, Starbucks has a unique selection process that has led to low employee turnover. Google allows employees to spend 20% of their time on personal projects, delivering results like Gmail and Google Maps.

Uploaded by

PRANAV RATHI
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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“HRM is the provision of leadership and direction of people in their working or

employment relationship”
-Dale Voder
WHAT IS HUMAN RESOURCE MANAGEMENT (HRM)?

• Recruiting

• Providing orientation to Employees

• Appraising their performance

• Motivating them

• Ensuring their Safety


15 KEY FUNCTIONS OF HRM

1) HUMAN RESOURCE PLANNING

2) EMPLOYEE ENGAGEMENT

3) REWARDS & RECOGNITION

4) INDUSTRIAL RELATIONS

5) INFORMATION SHARING

6) POLICY FORMULATION
1)HUMAN RESOURCE PLANNING
 An HR should know the future needs of the company

 Helps to Recruit , Retain and Optimize

 Also known as workforce planning

• EXAMPLE:

• STARBUCKS has a unique selection process

• This approach of them has led to the lowest employee


turnover rate compared to other quick service
restaurants.
2)EMPLOYEE ENGAGEMENT
 Helps to acquire new and brilliant talent in the company

 Enhances well being and boosts productivity of the


employees

 Ensures every employee is fully dedicated and committed to


the company’s missions and goals

 Organizations put significant sums in employee engagement


to convince employees that they matter

EXAMPLE:

Google allows its employees to spend 20% of


their time on their personal projects

It has delivered some great results like Gmail and


Google Maps
3) REWARDS & RECOGNITION
 If implemented effectively then it proves to be an
efficient tool

 Recognizing employees efforts makes them feel


worthy

 It is a fact that encouraged employees can change


the fate of the company

 They can be Monetary or Non-Monetary

EXAMPLES:
Bonuses, Written praise, Verbal praise
4) INDUSTRIAL RELATIONS
 By maintaining good industrial relations organizations
hope to keep employees loyal and more engaged

 HR helps in preventing and resolving disputes or


problems between the management and the
employees

 HR also assists in creating and enforcing policies that


are fair and consistent for everyone in the workplace
5) INFORMATION SHARING
 It is important to keep everyone in the organization up
to date with the latest news

 Promoting information-sharing culture in the office will


significantly shrink the time spent looking for
knowledge

 It involves safety procedures , announcements or layoffs


or any other significant occasion applicable for
employees

EXAMPLE:

MERGER announcement of VODAFONE


AND IDEA
6) POLICY FORMULATION
 Human Resource policies are also defined as that body
of principles and rules of conduct which govern the
organization in its relationship with the employees

 These policies can serve to resolve many


misunderstandings between employees and employers

 Policies should conform with the laws of the country ,


state or province otherwise they are bound to cause
problems for the organization

Policies control various activities


like-

PROPER COMMUNICATION STANDARDISED METHODS&PROCEDURES

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