2. Human Resource Management
Human Resource Management is majorly concerned with the
management of humans who are the main asset of every
organization. Human Resource is a big umbrella which
covers different functions of HR like recruitment and
selection, training and development, compensation and
benefits, succession planning, performance management,
performance appraisal and employee relation with employer.
4. Talent Acquisition
(Recruitment and Selection)
Talent Acquisition is an ongoing
strategy to find specialists, leaders,
or future executives for your
company. It tends to focus on long-
term human resources planning and
finding appropriate candidates for
positions that require a very specific
5. Learning and Development
Learning and Development, a core function of HR which
emphasize on the improvement of the performance of
individuals and groups. Training is an educational process
which involves the sharpening of skills, concepts,
changing of attitude and gaining more knowledge to
enhance the performance of the employees.
6. Learning and Development Process
• Training Need Analysis(TNA)
• Training Design(On-the-job
• Methods of Implementation
• Evaluation ( Return on Investment-ROI)
7. Total Rewards Management
Total Rewards is a concept that describes all the tools available to an employer
that may be used to attract, motivate and retain employees. It is concerned with
the formulation and implementation of strategies and policies that aim
to reward people fairly, equitably and consistently in accordance with their
value to the organization.
8. Components of Total Rewards
The umbrella of Total Rewards covers from
an Employee’s Compensation to Retention.
• Work Life Balance
• Extrinsic & Intrinsic Motivation
• Career Progression Opportunities
• Performance & Recognition
9. Performance Management
Performance management is a set of activities that ensure
goals are met in an effective and efficient manner.
Performance management can focus on the performance of
an organization, a department, an employee, or the
processes in place to manage particular tasks.
• After selected, training and motivation, the next task, a HR manager has to perform is
to evaluate the personality and performance of each employee by quantitative factors
(such as targets achieved).
• This system is also used to evaluate that how effective it has been hiring and placing
10. Methods to Evaluate Performance
Performance appraisal/evaluation is an indispensable tool to evaluate the
performance of the employees
• General Appraisal
• Technological Performance Appraisal
• Employee Self-Assessment
• 90 to 180, 270, 360, 540 & 720 Degree
• Forced Distribution Curve
• Critical Incident Method
• Behaviorally Anchored Rating Scale(BARS)
• Management by Objective (MBO)
• Trait and Behavior-based Appraisal etc.
11. Employer-Employee Relations
• The purpose of employee relations is to strengthen the employer-employee
relationship through identifying and resolving workplace issues, measuring
employee satisfaction and morale, and providing support and input to the company's
performance management system.
• Employee relations is important because human resources strategy and
organizational success depend heavily on the productivity and engagement of a
company's work force.
12. Succession Planning
Not every employer stayed on the same position he has to move forward in his
profession so, an employer or boss trains a successor in his place who replaced
him with the same job and all the tasks, duties and responsibilities which he