This will help to understand the Articles of Human Resources to those who's educational background is different but they are eager to start their career in Human Resource.

1. Introduction to Human
Resource
Prathamesh R. Dalvi.
PGDM – HRM, B.Sc. I.T.

2. Briefing
• Human Resource for a company is a bridge between the Management and Employee.
• Also Human Resource is a Business Driven Partner for any organization.
• Due to rapidly progressingGlobalization, talented personnel’s are looking forward for
dynamic career to their respective industry with attractive benefits.
• Nowadays, a NewTerm HRBP (Human Resource Business Partner) which enables HR
Personnel to get depth knowledge of respective business and hire a competitive Personnel
to business.
• HR helps organization develop Policies for Employees, bench-marking the Procedures and
System and constant review to sustain in competitive world

3. Human Resource Articles
• Talent Acquisition and Recruitment
• Talent Management
• Learning and Development
• Performance Management System
• Payroll & StatutoryCompliances
• Rewards & Recognitions (R&R)
• Organizational Development
• Industrial Relations and Employee Relations
• Compensation and Benefits

4. 1.Talent Acquisition & Recruitment
• Talent Acquisition & Recruitment is main function in Human Resource.
• Talent Acquisition and Recruitment Personnel’s are more proactive and business driver to get right talent in
organization.
• Below are the 5 element ofTalent Acquisition and Recruitment.
• Planning and Strategy
• Workforce Segmentation
• Employer Branding
• Talent Scoping and Management
• Metrics andAnalytics
• All of the elements listed above are necessary in order to implement a strategy that will allow companies to attract, recruit, and
maintain top talent.

5. 1.Talent Acquisition & Recruitment
• Talent Acquisition & Recruitment is the process of attracting and hiring
skilled employees to ful fill a company’s business needs.Talent Acquisition &
Recruitment professionals:
• Build a strong employer brand to attract the right candidates
• Proactively build applicant pipelines to meet current and future business needs
• Maintain relationships with past candidates for future opportunities
• Strategically source potential hires from diverse backgrounds

6. 2.Talent Management
• Talent Management is the ongoing process of developing and retaining
employees throughout a company.
• Talent Management Professionals:
• Coach High-potential Employees
• Deliver employee training program
• Build hiring and succession plan
• Mentor, reward and promote employees

7. 2.Talent Management
• Talent Management helps companies engage employees and prevent
turnover.With successfulTalent Management strategies, companies:
• Identify internal candidates to fill key positions
• Increase retention rates through employee career-pathing
• Boost morale to keep employees motivated
• Coach and develop employees to help them achieve their full potential

8. 3. Learning & Development
• Learning & Development, a subset of HR, aims to improve groups and individual
performance by increasing and honing skills and knowledge.
• Learning & Development, often called training & development, forms part of an
organization’s talent management strategy and is designed to align group and
individual goals and performance with the Organization’s overall vision and goals.
• On a practical level, individuals responsible for talent development must identify
skills gaps among groups and teams and then finding suitable training to fill these
gaps.

9. 3. Learning & Development
• Procurement is an important part of the training & development process
because training providers must be cost effective and appropriate for the
Organization’s need.
• Good training provides individuals with tools, skills and shows them how to
apply these new tools and skills within their own Organization and role.

10. 4. Performance Management System
• Systems that facilitate the attainment of individual and corporate goals.
• Performance Management Systems enable you to track and monitor the
performance of individual employees, department, and the organization
overall.
• These systems are often based on organizational and job specific
competencies which need to be obtained for successful job performance.

11. 4. Performance Management System
• The components included in Performance Management systems include:
• Lists of Accomplishments
• Goals andObjectives
• Result from 360-Degree Feedback Processes
• Supervisor Ratings
• Individual Development Plans.
• The typical steps in the administration of a Performance Management Process include:
• Step 1: Employee Self-Assessment
• Step 1A: Feedback from Peers and Direct Reports
• Step 2: Initial Manager Assessment
• Step 3: Employee Reviews the ratings from the Manager and enters final comments.
• Step 4: Manager Adds Final Comments
• Step 5: (Optional) Review by the SVP or HR.

12. 5. Payroll & Statutory Compliances
• The Payroll Management System deals with the financial aspects of employee’s salary, allowances,
deduction, gross pay, net pay etc. and generation of pay-slips for a specific period.
• The outstanding benefits of Payroll Management System is its easy implementation. Other
advantages of Payroll Management System are its extensive features and reports.
• Payroll Management System gives you the power to:
• Manage Employee Information Efficiently.
• Define the emoluments, deductions, leave etc.
• Generate Pay-Slip at the convenience of a mouse click.
• Generate and Manage the Payroll Processes according to the Salary Structure assigned to the
employee.
• Generate all the Reports related to employee, attendance/leave, payroll etc.
• Manage your own Security

13. 5. Payroll & Statutory Compliances
• The word Statutory means “of or related to statue” – rules and regulations.
Compliance means adherence.Thus, Statutory Compliance in HR refers to
the legal framework that an organization should adhere to in dealing with
its employee.
• Statutory Compliances includes PF (Provident Fund), ESI (Employee State
Insurance), PT (ProfessionalTax), LWF (LabourWelfare Fund).

14. 5. Payroll & Statutory Compliances
• The various Statutory Compliances Required For Indian Payroll:
• For Social Security : Shops and EstablishmentAct, Factories Act, 1948.
• ForWages : Payment ofWages Act 1936, MinimumWagesAct 1948, Payment of Bonus
Act 1965.
• For Benefits forWomen: Maternity Benefit Act 1961, Equal Remuneration Act 1976.
• For Industrial Relationship: Employee State InsuranceAct 1948, Employee Provident
Fund Act 1952, Payment of Gratuity Act 1972, LabourWelfare Fund Act 1965.

15. 6. Rewards & Recognition (R&R)
• Rewards & Recognition are effective ways to improve performance, increase
employee engagement, and create a strong culture.
• Both Rewards & Recognition lead to desired performance; what gets rewarded
gets repeated.
• Companies use rewards & recognition to motivate employees and demonstrate
that they are appreciated.
• Often, rewards & recognition take the form of extra compensation for employees
who carry out the activities in their role description and meet their objective.

16. 6. Rewards & Recognition (R&R)
• Rewards & Recognition have many uses, but in general they help:
• Shape employee behaviour and work ethic
• Give employees the opportunity to share in the benefits of their work
• Make employees feel like an integral part of the company.
• Rewards & Recognition may be monetary (bonuses) or non-monetary (acknowledgement
in a company newsletter or during a regular team meeting.)

17. 7. Organizational Development
• Organizational Development also knowns as O.D. is a technique of planned
change. It seeks to change beliefs, attitudes, values and structures-in fact
the entire culture of the organization – so that the organization may better
adapt to technology and live with the pace of change.
• O.D. is a comprehensive strategy for organizational improvement. O.D. is a
long range effort to improve an organization’s problem solving and renewal
processes, particularly through a more effective and collaborative
management culture.

18. 7. Organizational Development
• Organizational Development Helps to:
• Improvement in the performance of the organization.
• Improvement in the ability of the organization to adapt to the environment
• Improvement in inter-personal and inter-group behaviour to secure team work.
• Organizational Development is an educational strategy for bringing a planned change.

19. 8. Industrial Relations & Employee Relations
• Industrial Relationship
• The Industrial Relations or IR encompasses the relationship between the management and
workmen and the role of a regulatory body to resolve any industrial dispute.
• As the name implies, Industry Relations comprises of two words, Industry, and Relations.
Where industry covers the production activity in which the group of workmen is engaged
in, while the relations show the relationship between the management and the workers
within the industry.
• IR plays a significant role in today’s working scenario where the harmonious relationship
between the employers and employees is needed to have an uninterrupted production.

20. 8. Industrial Relations & Employee Relations
• Importance of Industrial Relationship:
• Increased Productivity
• Reduced Industrial Disputes
• Increased Morale
• Minimization ofWastage

21. 8. Industrial Relationship & Employee
Relationship
• Employee Relationship
• Employees are the major aspect of the organization.They are among the
organization’s most important audiences with the potential to be its most effective
ambassadors.
• Employees are the focal point of an organization during its journey towards
success.
• If the employees work together and share a good relationship with management
then the organization achieves its tasks and objectives much faster.

22. 9. Compensation & Benefits
• Compensation and benefits refers to the compensation/salary and other
monetary and non-monetary benefits passed on by a firm to its employees.
Compensation and benefits is an important aspect of HRM as it helps to
keep the workforce motivated.

23. 9. Compensation & Benefits
• Compensation and benefits components
• There can be several ways where benefits can be given to employees. Mostly it is given in terms of a CTC or gross salary.
Some of the various components of compensation and benefits are mentioned below:
• 1. Fixed pay:This is the basic salary paid to the employee irrespective of any other factor.This is stated clearly in the
employment contract.This is the compensation or salary or wage which an employee or a worker will definitely get as
long as he or she is an employee of the company.
• 2.Variable Pay:This is the additional compensation paid to employee based on employee’s performance, company
performance etc. Since variable pay is based on the performance of an individual, it motivates the employees to perform
even better.
• 3. Equity Pay: Employees are awarded shares of the company, often at a discounted price. Employees are expected to
make money out of them by the appreciation of the stock price and the growth of the company.This is mostly given to
the senior management who have served the company for a long time.
• 4. Other benefits: Benefits such as medical facilities, insurance policies, company owned car of flat etc all play an
important role in motivating employees. These benefits are given by the company as a part of recognizing the services of
an employee.

24. ThankYou