Human Resource Management,

Human Resource Planning,

Human Resource Development.
Sr.no Names Roll no.

1 Sweta Agrawal. 1

2 Viral Barot. 2

3 Niraj Bhagat. 3

4 Chintan Bhatt. 4

5 Sagar Gardi. 5

6 Prajakta Gawde. 6

7 Roshan Jha. 7
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 What is Human Resource Management ?

• Organization's most valued assets.

• The people working there individually and collectively

contribute to the achievement of the objectives of the
business.

• It is a description of the processes involved in

managing people in organizations.

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Definition
Human Resource Management (HRM)

is the function within an organization

that focuses on recruitment of,
management of,
and providing direction for the
people who work in the organization.

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Features of HRM:
1 Human resource helps in employee management.

There are series of strategies that the HR system

2 Implements in employment appointing which includes:

3 Human resource provides consultancy.

4 Building business plan.

5 Forethought of business.

6 Building public relations.

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Functions of HRM:
1 Manpower Planning.

2 Recruitment & selection of employees.

3 Employee motivation.

4 Employee evaluation.

5 Industrial relations.

6 Provision of employee services.

7 Employee education, training and development.

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 Traditional HR functions: HR on the next century functions:

Administration focused only focused on Strategy

Reactive Pro - Active

Separated & isolated from As key part of the
Company’s mission Company’s mission
Production focused only Focused on Services

Vertical authority Horizontal responsibility

Human Resources=cost HR=investment (expertise)

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 Human Resource Planning
• It ensures that the organization has the right number of
employees in the right place at the right time. Employment
planning is the process of formulating plans to fill future .

• HRP is the first component of HRM strategy. The HRP is

necessary to find out the needs of different types of employees
and make strategy how to find them out.

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 Definition
• “Manpower Planning is the process of determining
manpower requirements and the means for meeting these
requirements in order to carry out the integrated plans of the
organization”.
-Bruce P. Coleman

• “HRP is the process of forecasting a firm’s future demand for

and supply of right type of people in the right time”.

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 Advantages of HRP
• Anticipating future requirement.

• Recruitment and selection process.

• Placement of personnel.

• Performance appraisal.

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 Process of HRP
 Analyzing org plan : The first step is to analyze objectives
and strategies plan of org.
 Forecasting demand and supply for hr(manpower
forecasting) : At this level future needs of human resource in
the org are anticipated.
 Estimating manpower gaps : Net human resource
requirement can be identified by comparing demand and supply
forecast.
 Action planning : Once the gaps are identified plans are
prepared to fill this gaps.
 Monitoring and control : Once the action plans are
implemented the hr structure and system need to be reviewed and
regulated.
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 Recruitment
• “Recruitment refers to the process of sourcing, screening, and selecting people for a
job at an organization or firm, or for a vacancy in a volunteer-based organization or
community group”.

 INTERNAL SOURCES

 EXTERNAL SOURCE

 ADVERTISING

 EMPLOYMENT / RECRUITMENT AGENCIES

 EDUCATIONAL AND TRANING INSTITUTION : institute like IIMs, IIts,

engineering college and other educational institutes are a good source of recruiting the
employee.

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Sources of Recruitment

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 The future is uncertain.
Limitations

Conservative attitude of
top management.

Problem of surplus staff.

Time consuming activity.

Expensive process.

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Human Resource Development
• Definition:
The part of human resource management (HRM)
which specifically deals with training and development of the
employees.

A definition of HRD is "organized learning

activities arranged within an organization in order to
improve performance and/or personal growth for the
purpose of improving the job, the individual, and/or the
organization"

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 Meaning
• HRD is the framework for helping employees develop
their personal and organizational skills, knowledge, and
abilities.
• HRD would include training an individual after he/she
-is first hired,
-providing opportunities to learn new skills,
-distributing resources which are beneficial for the
employee's tasks,
-and any other developmental activities.

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 Importance of HRD
• Country Develops if The Human Resource is
Developed.
• Increase in Productivity.
• Eradication of Social And Economic
Backwardness.
• Entrepreneurship Increase.
• Social Revolution.

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 Functions of HRD
1) Organizational Development.

2) Training & Development:

-Training.
-Development.

3) Career Development:
-Career planning.
-Career management.

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Company visited: Burrp (Network 18)
• Introduction to the company.
• Questions & answers with the HR manager:
1) How many people are working in the HR department?
Ans:12-15 persons in the HR department & overall 2,000
employees are working.

2) What facilities do you provide them?

Ans: If they get bored while working then they can go outside for
half an hour for relaxation. Also they are provided with canteen
facilities, good working environment, and mediclaim facilities.

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 3) What incentives are given?
• They are given time concessions. They are providing
monthly bonus according to their work performance. If someone
is in a position to do a better job, accordingly on basis of their
knowledge, talent, and skill they are giving promotions.

4) What is the process for recruitment?

Ans-The company recruits employees between 20 to 30,
because they are more efficient & have more knowledge about
their work.

5) If the employee is giving signals of leaving the company?

Ans-If any employees are leaving company, then they are
supposed to give a letter to the HR manager because of whatever
reason they are leaving & have to give an exit interview. So that
the company gets time to recruit some other employee.
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Also when HR manager receives signals of leaving the company,
they recruit 1 employee as standby option.

6) How do you motivate your employees?

Ans-They motivate your employees by giving time
concession for relaxation and they provide friendly environment.
The employees in that company can wear casuals. Whenever
employers give target or mission to the employees, then they
give sufficient time to them so that the employees don’t get stress
out. They can complete their work within time. The salary is also
given on time so that trust sustain in the minds of employees.

7)What working condition you provide them?

Ans-They provide good working environment and they also
give advantage of time flexibility i.e. More to 10 to 6 or 11 to 7.
They suppose to sign in register for their attendance records.
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8) How they give training and development?
Ans-They try to give sufficient training to fresher’s and even
also the existing employees who are working in their company from
months or year.

9) How many leaves they give in a month or a year?

Ans-In a tear, they give 15 days’ leave which employee can use
together or in a month. If they take leave more than 15 days in a
year than the salary will be deducted according to the per day Extra
leave.

10) What are the future plans for your employees?

Ans-Future plans- Insurance/provident fund for the
employees.
For taxes they will get returns. So they can file returns from current
account to get that amount.
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Thank you

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