FUNCTION OF

HUMAN RESOURCE
MANAGEMENT
INTRODUCTION

 COMPANY – DELL Inc.

 SECTOR – Manufacturing And Information Technology Company.

 INDUSTRY – Computer Hardware & Computer Software.

 PRODUCTS -  Personal Computer (Pcs), Servers, Data Storage Devices,

Network Switches, Software, Computer Peripherals, HDTVs, Cameras,

Printers, And Electronics Built By Other Manufacturers.

 REVENUE – US DOLLARS 94 Billion (FY 2021).

 NUMBER OF EMPLOYEES – 165,000 (Early 2020).

RECRUITMENT AND SELECTIONS
RECRUITMENT PROCESS -

1. Identify the need for a new employee in the company.

2. Decide whether to hire externally or internally from the company.

3. Review the position’s duties and requirements and write a job ads to post online
on Intershala or Naukri.com or can make a separate portal for candidates to
apply directly in the company.

4. Look for referrals from existing employees.

5. Select appropriate sources external or internal for further process.

6. Review resumes in company Applicant tracking systems.

7. Shortlist the applicants.

RECRUITMENT AND SELECTIONS
SELECTIONS PROCESS –

1. Phone screening will be the first step to check the communication skills of the
applicant.
2. After accomplishment of the first step of selection process the applicant have to
proceed for technical interview. It will help to understand the logical thinking
skill of the applicants.
3. The final phase will be the HR interview . Questions will be asked in this round
can be of all-inclusive starting from your preface, qualification, experience,
industry definite experience, courses you have done, your strengths and
weaknesses, family background etc.
4. Background check of most appropriate candidates.
5. Selection of the most suitable applicants.
6. Make an official offer to that applicant.
 TRANING AND DEVELOPMENT
Training and development process in DELL is basically conducted in three parts:

a. Corporate Training, b. Regional (HR) Training, c. Regional (Non-HR) Training,

held together by the senior management team and a series of Dell Learning councils.
DELL has trained and developed many of its senior and fast track managers and
supervisors. For lower and technical staff of the organization have a complete training
calendar for the year, if organization thinks and feel that an employee requires training
to update his knowledge about the field, he just has to report the HR department and
he will be listed for the next training program.

 On-the-job Training: As compared to other competitive organizations the training

program of DELL is quite different. It provides full opportunity to its employee to develop
themselves and also train them according to the requirements of their job.
 TRANING AND DEVELOPMENT
 Off- the job Training: They also prefer Off-the-job training where employees learn more
about their job or the latest advancements in their field at a location away from their
workplace. This type of training essentially helps employees perform their job more
efficiently.
 External sources: A trainer, facilitator and/or subject matter expert are brought into the
organization to provide the training session or an employee are to be sent to one of these
learning opportunities during work time. These training opportunities are provided in the
form of seminars, classroom training courses and workshops. In company the competent
employees are rewarded in shape of promotions, bonus, increments and annual holidays
and promotion. The results of an appraisal can be used to identify areas for further
development of the employee. The organization also uses different questionnaires, which
consist of numerous questions about the behaviour of the employee, and then on the
basis of these answers personality of the employee is judged.
 PERFORMANCE MANAGEMENT
 Setting Goals and Milestones-
Dell understands what you want for your business. Break that down into specific goals that
your team can reach in a certain timeframe. Then, communicate these to your employees.

 Strategic Planning and Focus-

To be truly effective, your performance management process should be aligned with Dell
objectives. Help your team to understand how their efforts contribute to critical goals. Then,
make a plan that focuses on prioritizing tasks that impact organizational progress the most.

 Proper Evaluation and Feedback-

Annual reviews only address recent issues and accomplishments. Instead, you should
evaluate employee performance and provide feedback regularly. This boosts performance
evaluation, motivation, ownership of problems, and productivity.
 PERFORMANCE MANAGEMENT
 Regular Coaching and Training-
Implement learning and development strategies that help employees grow both individually
and as a team. With the right mentorship, coaching, and skill development programs, you can
improve employee performance, engagement, and productivity at the workplace.
 Leadership and Management Support-
They can boost performance management processes tremendously by encouraging leaders
and managers to provide guidance, help, and support to employees. This boosts morale and
loyalty at the workplace, increases employee retention, and encourages your whole team to
work harder.
 Reward and Recognition Programs-
Lack of appreciation and recognition can demoralize your team, leading to poor employee
performance. Make sure you have well-planned processes in place for rewarding and
promoting accomplishments, actions, and behaviours that have an impact on your business’
success. This isn’t just a formality put in place by HR, but an essential part of your company’s
daily functioning and eventual success!
 BENEFITS & COMPENSATION
Fair compensation is key in motivating and retaining employees.

 One of the fundamentals of human resource management concerning pay is ensuring

equity and fairness.

 Making the right offer of pay is a key part of attracting the best talent.
This must be balanced with the budget and profit margins of the company.

 Dell provides several options for retirement and welfare benefits for their employees.

 Dell offers health, dental, and vision insurance. Dell, also provides group life insurance,
short-term disability insurance for accidents or illness, and long-term disability insurance.
 BENEFITS & COMPENSATION

 Dell also provides defined contribution pension plans. With a defined contribution pension
plan, companies help workers save and invest for retirement.

 Benefits are all non-monetary rewards.

This can include extra holidays, flexible working times, day-care, pensions, a
company car and laptop, and much more . The goal here is to reward people in ways
that motivate them.
 EMPLOYEE ENGAGEMENT
 Commitment of employee towards of the company-
Seniority in this organization are expected most as employee are committed for the unique
solution.

 Mission-
Dell reflects its objectives and purpose to nurture employee skills , so that they company
become the most successful computer company.

 Goals- 
The significance of the companies purpose and vision statement lies in its role in providing
the employee with a strong sense of belief in the company they work. It is imperative that
employee identify with goals and objectives and effective leadership is displayed in
communicating and strong belief in company objectives among the work force.