PRESENTED BY: NAQASH JAVED

TOPIC’S:
HUMAN RESOURCE MANAGEMENT
DEFINITIONS BY:-
GARY DESSLER
G.R.AGARWAL
FRENCH WENDELL
CORE FUNCTIONS OF HRM:-
 RECRUITMENT
 SELECTING
 ORIENTATION
 TRAINING AND DEVELOPMENT
 PERFORMANCE APPRAISAL
 COMPENSATION MANAGEMENT
 EMPLOYEE RELATIONSHIP MANAGEMENT
 HUMAN RESOURCE MANAGEMENT
DEFINITION: BY {GARY DESSLER}
Human resource management refers to the policies and practices involved in carrying out the “people” or human
resource aspects of a management position including recruiting, screening, training, rewarding and appraising.

DEFINITION: BY {G.R.AGARWAL}
Human resource management is a process concerned with the management of human energies and competencies for
achieving organizational goals through acquisition, development, utilization and maintenance of a competent and
committed workforce in a changing environment.

DEFINITION: BY {FRENCH WENDELL}

Human resource management as the recruitment, selection, development, utilization, compensation and motivation
of human resources by the organization.
CORE FUNCTIONS OF HUMAN RESOURCE MANAGEMENT:-
RECRUITMENT

Recruitment is the process of identifying an organizational gap and attracting, evaluating, and hiring employees to fill that
role.
The recruitment process includes four steps: job analysis, sourcing, screening and selection, and onboarding.
There are various recruitment approaches, such as relying on in-house personnel, outsourcing, employment agencies,
executive search firms, social media, and recruitment services on the Internet.

SELECTING

Selection is the process of selecting a qualified person who can successfully do a job and deliver valuable contributions
to the organization.
A selection system should depend on job analysis. This ensures that the selection criteria are job related and will provide
meaningful organizational value.
The requirements for a selection system are knowledge, skills, abilities, and other characteristics.
CORE
1. Activity –FUNCTIONS
How I imagine a virus OF HUMAN RESOURCE MANAGEMENT:-

ORIENTATION

Orientation tactics exist to provide new employees enough information to adjust, resulting in satisfaction and effectiveness
in their role
A good way to envision this process is through understanding the organizational socialization model.
Employee characteristics, new employee tactics, and organizational tactics are the three inputs that begin the orientation
process.

TRAINING AND DEVELOPMENT

A core function of human resource management is development—training efforts to improve personal, group, or
organizational effectiveness.
For overall organizational success, it is crucial to develop employees through training, education, and development.
Talent development refers to an organization’s ability to align strategic training and career opportunities for employees.
CORE FUNCTIONS
3. Topic – What is a virus? OF HUMAN RESOURCE MANAGEMENT:-

PERFORMANCE APPRAISAL

Performance appraisal is the systematic evaluation of employee’s behaviour in the work place which includes
employee’s job performance and his potential for growth and development.
Negative appraisal of any employee should be immediately communicated to him so that he can adopt
measures for improvement.

COMPENSATION MANAGEMENT

Good compensation helps organizations stay competitive in their industry by retaining high-quality employees.
It has become standard in today’s market to pay employees wages and benefits through a compensation
package.
Compensation is what employees receive for the work they perform at a company. Compensation can come in
the form of cash as well as benefits (e.g., health insurance).
CORE
4. Activity –FUNCTIONS
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the same

EMPLOYEE RELATIONSHIP MANAGEMENT

ERM refers to managing the relation between various employees in an organization.

The core issues that can be controlled by ERM are communication, conflict management and employee growth.
This function takes care of numerous services, benefits and facilities provided to an employee for their well-being .