HUMAN RESOURCE

MANAGEMENT
Introduction
Human Resource Management is the
organizational function that deals with issues
related to people such as compensation, hiring,
performance management, organization
development, safety, wellness, benefits, employee
motivation, communication, administration, and
training.
•Functions of HRM
•Managerial

•Operative
 Managerial Functions

Planning

Organizing

Directing

Controlling
Planning
◻ Planning is necessary to give the organization its
goals and directions to establish best procedure to
reach the goals. Planning staff levels requires that an
assessment of present and future needs of the
organization be compared with present resources and
future predicted resources. Appropriate steps then be
planned to bring demand and supply into balance.
Organizing
◻ After objectives have been established and plans
been developed then personnel manager must design
and develop organisation structure to carry out
various operations. Such as-

• Grouping of personnel activity

• Assignment of different groups of activities to
different individuals
• Delegation according to task assigned
• Co-ordination of activities of different individuals.
Directing

◻ The directing function of the personnel manager

involves encouraging people to work willingly and
effectively for the goals of the orgainsation.
Controlling

◻ Controlling helps to evaluate and control the

performance of the department in terms of various
operative functions.
 Operative Functions
Recrui
Traini
tment
ng &
Devel
opmen
Remu
t
neratio
Rewarn
d
system
Motiv
ation
Recor
ds and
statisti
Industr
cs
ial
relatio
ns
Separa
tion
Recruitment

◻ The process by which a job vacancy

is identified and potential employees are notified.
◻ The nature of the recruitment process
is regulated and subject
to employment law.
◻ Main forms of recruitment through advertising in
newspapers, magazines, trade papers and internal
vacancy lists.
Training and Development
Provides new skills for the employee
Keeps the employee up to date
with changes in the field
Aims to improve efficiency
Remuneration
◻ Concern with determination and equitable
remuneration of employees in the organisation to
the goals.
Reward system
◻ The system of pay and benefits used by the firm to
reward workers
◻ Money not the only method
◻ extreme benefits
◻ Flexibility at work
◻ Holidays, etc.
Motivation
◻ To retain good staff and to encourage them to give
of their best while at work requires attention to the
financial and psychological and even physiological
rewards offered by the organization as a continuous
exercise.
Records and statistics
◻ Keeps employee training records
◻ Achievement records
◻ Transfer and promotion records
◻ Absenteeism and labour turnover records
Industrial relations
◻ Good industrial relations, while a recognizable and
legitimate objective for an organization, are difficult to
define since a good system of industrial relations
involves complex relationships between:
(a) Workers (and their informal and formal groups, i. e.
trade union, organizations and their representatives);
(b) Employers (and their managers and formal
organizations like trade and professional associations);
(c) The government and legislation and government
agencies.
Separation
◻ Ensure the release of retirement benefits
◻ Requirements of the employee
Thank You