WELCOME

PRINCIPLES OF HUMAN
RESOURCE MANAGEMENT

Student Name = SARTHAK CHAND

Course = BBA
Student ID. = 19031010
Roll Number = 1926226
Date Of Submission = 21/03/2021
 COURSE DETAIL

Platform Used = Swayam

Duration Of The Course = 8 Weeks
Resource Centre = Swayam
 INDEX OF MODULES
1. Introduction To HRM
2. Staffing/ Recruitment
3. Performance Management And Appraisal
4. Training And Development
5. Compensation Management
6. Benefits And Services
7. Ethics
8. International HRM
 INTRODUCTION TO HRM
Human Resource Management (HRM) is an operation in companies designed to
maximize employee performance in order to meet the employer's strategic goals and
objectives.
In short, HRM is the process of recruiting, selecting employees, providing proper
orientation and induction, imparting proper training and developing skills.
• Features of HRM
It is pervasive in nature, as it is present in all industries.
It focuses on outcomes and not on rules.
It helps employees develop and groom their potential completely.
It motivates employees to give their best to the company.
It is all about people at work, as individuals as well as in groups.
It tries to put people on assigned tasks in order to have good production or results.
 STAFFING/RECRUITMENT
• Staffing can be defined as one of the most important functions of
management. It involves the process of filling the vacant position
of the right personnel at the right job, at right time. Hence,
everything will occur in the right manner.
• Job analysis is a procedure through which you determine the duties and
responsibilities, nature of the jobs and finally to decide qualifications,
skills and knowledge to be required for an employee to perform
particular job.
• Recruitment refers to the process of identifying, attracting,
interviewing, selecting, hiring and onboarding employees. In other
words, it involves everything from the identification of a staffing
need to filling it.
 PERFORMANCE MANAGEMENT AND
APPRAISAL
Performance Appraisal is a systematic evaluation of the employee's present job
capabilities and also his potential for growth and development by his superiors. It can
be either informal or formal.
TYPES OF PERFORMANCE APPRAISAL
• The 360-Degree Appraisal
This method involves giving out a questionnaire with questions regarding the performance of a colleague and they
need to fill it up.
• General Performance Appraisal
This method involves continuous interaction between the employee and his manager continuous setting of goals and
achieving them.
• Project Evaluation Review
This method involves performance appraisal of the team members involved at the end of every project and not at the
end of every year
• Sales Performance Appraisal
A salesperson is evaluated based on his/her sales skills and accomplishment of financial goals set previously.
 TRAINING AND DEVELOPMENT
Training and Development in HRM is defined as a system used by an
organization to improve the skills and performance of the employees.
Training and Development Process- is an organizational activity aimed at
improving the performance of the individuals and groups of employees in
the organizational settings. It is an organized activity for increasing the
knowledge and skills of the employees.
• METHODS
1. Case Study
2. Job Rotation
3. Team Training
4. Internship
5. Group Discussion Method
 COMPENSATION MANAGEMENT
Compensation management is the process of managing, analyzing, and
determining the salary, incentives, and benefits each employee receives.
Compensation managers aim to attract, retain, and engage employees by
offering broad and competitive compensation plans within the company
budget.
Wage and Salary Administration
Wage and salary administration is defined as the process by which wage,
and salary levels and structures are determined in organisational settings.
Salary- normally refers to the weekly or monthly rates paid to clerical,
administrative and professional employees (“white-collar workers”).
Wage- usually refer to the hourly rate or daily rate paid to such groups as
production and maintenance employees (“blue-collar workers”).
 BENEFITS AND SERVICES
In addition to compensation in the form of wages and salaries, organisations provide
workers with various services and programmes known as employee benefits.
These benefits are the advantages that accrue to an employee apart from salary.
Some Benefits and Services Provided By Organisation:
• Free medical facilities to the employee and the members of his family.
• Employees are insured for life against accidents or illness. In India there is a
provision for this under Employees State Insurance Act.
• Provisions for retirement benefits such as provident Fund, gratuity, pension etc.
• Maternity leave for 90 days is given to female employees.
• Free education to the children of employees by providing educational allowance to
the employees.
• In some organisations where highly qualified employees are required, for their
education study leave is granted. This is also a paid leave.
 ETHICS
Ethics are those values , which has been imbibed with in an individual on reinforced externally
that help to distinguish between right and wrong and to act accordingly. There can be several
sources of ethics like religion , organizational culture , legal obligation etc.

ETHICS IN HRM

Ethics in HRM indicates the treatment of employees with ordinary decency and distributive
Justice. The ethical business contributes to the business goal as the employees will feel motivated
and they will work with efficiency and effectiveness. Ethics in HRM basically deals with the
affirmative moral obligation of the employers towards employees to maintain equality and equity
justice.
 INTERNATIONAL HRM
International Human Resource Management (IHRM) is the term used for organisations that manage their
human resources activities at an international level. IHRM includes ‘typical’ HR functions such as recruitment,
selection, performance management, training and development, and remuneration, however these are
analysed and/or managed at an international level.
There are three broad approaches that relate to IHRM:

•Strategic or cross-cultural IHRM: managing HR practices within any organisation from an international
perspective.
•Comparative IHRM: any organisation seeking, describing, comparing and analysing HRM systems and
practices in various countries .
•Multinational enterprises (MNE) focus: management of HR activities for organisations that have offices, and
employees or representatives spread across two or more countries.
 CONCLUSION
• Human resources management(HRM)consists of an organization ‘people
practices’.
• HRM influences who works for the organisation and how those people work.
• HR departments have responsibility for a variety of function related to
acquiring and managing employees.
• Training and development is one of the main function of HRM professionals.
THANK YOU