What is HRM

A process of acquiring, developing,

motivating and maintaining an
effective and talented workforce to
support organizational objectives
and goals.
ACQUIRING

 RECRUITMENT-IDENTIFYING THE JOB

REQUIREMENTS AND ATTRACTING
POTENTIAL NO. OF CANDAITES TO APPLY
FOR THAT REQUIREMENT.
 SELECTION-
CHOOSING THE MOST SUITABLE
PERSON FOR THE VACANT POST IN THE
ORGANIZATION
PROCESS OF RECRUITMENT & SELECTION

 1. Define Requirement- Job description & Job specification

 2. SOURCES – Internal (Previous Applicants, Present employees
,Employee Referrals) & External ( Advertisements, Employment
agencies, Campus Recruitments, E-Recruitments etc.)
 3. Receipt of Applications & Scrutiny of Applications
 4. Preliminary Selection
 5. Skill Test (Written/Computer) / Group discussion
 6. Interview
 7. Physical/Medcial examination
 8. Final Selection
Selection Tools

 Interview – Most common

 Aptitude tests- To check mental ability or intelligence of a
candidate
 Intray exercise- Candidates will be presented with a
business-related scenario, accompanied by a list of
related tasks including telephone calls, emails, complaints
and reports
 Psychometric tests- Psychometric tests are designed to
measure candidates' suitability for a role based on the
required personality characteristics and aptitude (or
cognitive abilities).
 Before Providing the Job offer letter

 Cost to company
It indicates the total amount of expenses an
employer (organization) spends on an employee
during one year.
 Salary Structure 
Details of the salary being offered in terms of the
breakup of the various components that constitute
the compensation. Salary Structure is the set of
parameters that define the salary.
After Selection – Job Offer letter issue

 Providing Job offer letter to the candidate

 Induction & orientation

 Induction is a form of introduction for new

employees in order to enable them to do
their work in a new profession or job role
within an organisation.
hand, orientation includes the interaction
of employee to different people of the
organisation.
DEVELOPMENT
 TRAINING & DEVELOPMENT

TRAINING DEVELOPMENT

FOCUS ON ROLE FOCUS ON PERSON

MOSTLY SHORT TERM WITH A MOSTLY LONG TERM WITH OPEN

CONCRETE GOAL ENDED GOALS

REVOLVES AROUND PRESENT NEED FUTURISTIC

ENHANCES KNOWLEDGE OR SKILLS OVERALL GROWTH OF EMPLOYEE

FOR A PARTICLUCAR JOB OR ROLE
PERFORMANCE APPRAISAL

 REGULAR REVIEW OF AN EMPLOYEE’S JOB PERFORMANCE AND

OVERALL CONTRIBUTION TO A COMPANY
 ALSO KNOWN AS PERFROMANCE REVIEW OR ANNUAL REVIEW.
 PERFORMANCE APPRAISAL HAS THREE BASIC FUNCTIONS: (1)
TO PROVIDE ADEQUATE FEEDBACK TO EACH PERSON ON HIS
OR HER PERFORMANCE; (2) TO SERVE AS A BASIS FOR
MODIFYING OR CHANGING BEHAVIOR TOWARD MORE
EFFECTIVE WORKING HABITS; AND (3) TO PROVIDE DATA TO
MANAGERS WITH WHICH THEY MAY JUDGE FUTURE JOB
ASSIGNMENTS AND COMPENSATION. 
PERFORMANCE APPRAISAL

IDENTIFY
SET TARGETS AS EVALUATE
TRAINING AND
PERFORMANCE EMPLOYEE
DEVELOPMENT
STANDARDS PERFORMANCE
NEEDS

IMPROVE REWARD
PERFORMANCE PERFORMANCE