HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

(HRM)
Human resource management, or HRM, is
defined as the process of managing
employees in a company and it can involve
hiring, firing, training and motivating
employees.
 What are the 4 major HR functions?

• . The four basic functions of the HRM are

similar to those of any manager – 
• planning,
• organizing,
• directing,
• controlling
 Man power planning
• Manpower Planning is essentially the process
of getting the number of qualified
employees and seek to place the right
employees in the right job at the right time, so
that an organisation can meet its objectives.
Manpower Planning or Human Resource
Planning is a forward looking function.
 Job analysis
• Job analysis is the process of studying a job to
determine which activities and
responsibilities it includes, its relative
importance to other jobs, the qualifications
necessary for performance of the job and the
conditions under which the work is
performed.
• An example of a job analysis-based form
would be one that lists the job's tasks or
behaviors and specifies the expected
performance level for each. ... Job worth is
typically determined by evaluating or rating
jobs based on important factors such as skill
level, effort, responsibility, and working
conditions.
 Job evaluation
• A job evaluation is a systematic way of
determining the value/worth of a job in
relation to other jobs in an organization
• Each job is ranked for skill requirement, and
then ranked for responsibility and so on.
Then these rating are combined for each job
to obtain overall numerical rating for each.
Process of Job Evaluation: It is a systematic
process of evaluating the worth of a job in
relation to other jobs in the organisation.
 Methods of job evaluation
• Ranking Method. This method ranks jobs in
order based on each position's perceived
value in relation to others. ...
• Classification/Grading Method. ...
• Point-Factor Method. ...
• Factor Comparison Method. ...
• Competitive Market Analysis Method.
 Merit rating
• Merit rating is the systematic method of
determining the relative worth of the
workers/employee. It is the qualitative and
quantitative assessment of the workers
relating to their performance in his job.
 Objectives of merit rating
• (a) It helps to assess an individuals’ merit for
better placement, promotion, increment, etc.
• (b) It helps to show the defects of the workers
as well as his positive side.
• (c) It helps to ascertain the simplified wage
structure and an incentive payment.
 Methods of merit rating
• 1. Ranking Methods:
• 2. Paired Comparison Method:
• 3. Grading system
• 4. Check list method:
• 5. Forced distribution method
 Performance index
• The term performance appraisal refers to the
regular review of an employee's job
performance and overall contribution to a
company
• an annual review, performance review or
evaluation, or employee appraisal, a
performance appraisal evaluates an
employee's skills, achievements, and growth,
or lack thereof.
 Steps in selection of a worker
• Application. After the job opening has been posted,
candidates can apply. ...
• Screening & pre-selection. The second step is the initial
screening of candidates. ...
• Interview. ...
• Assessment. ...
• References and background check. ...
• Decision. ...
• Job offer & contract. ...
• Conclusion
 Training
• Training refers to the teaching and learning
activities carried on for the primary purpose
of helping members of an organization acquire
and apply the knowledge, skills, abilities, and
attitudes needed by a particular job and
organization.
Methods of training
 Labour turn over
• Labour turnover is equal to the number of
employees leaving, divided by the average
total number of employees (in order to give a
percentage value). 
• The number of employees leaving and the
total number of employees are measured over
one calendar year.
Thank you