1. Human Resource Management
BY SANJAY
MISHRA
Human Resource Management
Note: Content taken from the HRM tutorial, This Slides are for presentation purpose

2.  Introduction to HRM
 Scope of HRM
 Features of HRM
 Integrating HR Strategy with Business Strategy
 HRM - Planning
 Talent Management
 Training and Development
 Performance Management
 Employee Engagement
 Employee Performance
 Compensation Management
 Rewards and Recognition
 Organizational Culture
TOPICS CONTENTS
Human Resource Management

3.  Human Resource Management (HRM) is an operation in companies designed to maximize employee
performance in order to meet the employer's strategic goals and objectives. More precisely, HRM
focuses on management of people within companies, emphasizing on policies and systems.
 In short, HRM is the process of recruiting, selecting employees, providing proper orientation and
induction, imparting proper training and developing skills.
INTRODUCTION TO HRM
Human Resource Management

4. The Scope of HRM
The scope of HRM is very wide. It consists of all the functions that come under
the banner of human resource management. The different functions are as
follows −
• Human Resources Planning
• Job Analysis Design
• Recruitment and Selection
• Orientation and Induction
• Training and Development
• Performance Appraisal
• Compensation Planning and Remuneration
Human Resource Management

5. Features of HRM
Features of HRM
Human Resource Management as a discipline includes the following features −
• It is pervasive in nature, as it is present in all industries.
• It focuses on outcomes and not on rules.
• It helps employees develop and groom their potential completely.
• It motivates employees to give their best to the company.
• It is all about people at work, as individuals as well as in groups.
• It tries to put people on assigned tasks in order to have good production or results.
• It helps a company achieve its goals in the future by facilitating work for competent and well-motivated
employees.
• It approaches to build and maintain cordial relationship among people working at various levels in the
company.
Human Resource Management

6. Integrating HR Strategy with Business Strategy
HR Strategy as Business Strategy
Human resources strategy today includes executive leadership
teams conferring with human resources experts to improvise
complementary goals for human resources and the complete
business.
HR Strategy and Business Productivity
The recruitment and selection process in human resources
department is paramount to creating a productive workforce.
Maintaining a workforce where employees enjoy high levels of
job satisfaction and job security converts into a workforce that
assists in achieving business goals.
Human Resource Management

7. Integrating HR Strategy with Business Strategy
Trends Affecting HR and Business Strategy
Presently, we can say that HR technologies have become an integrated engine in advancing the broader needs
of businesses, supporting far more than the basic transactions, and advancing HR and business agenda for
future.
Interaction among Executive Leadership
The best way to cultivate a relationship between HR and C-level executives is by demonstrating the return on
investment (ROI) in human resources activities and practices. This may include explaining the link between
reduction in employee turnover and improvement in job satisfaction that improves the bottom line.
Human Resource Management

8. HRM - Planning
Human Resource Planning (HRP) is the process of foreseeing the requirement of human resources in an
organization. The objective is also to determine how the existing human resources best fit in their jobs.
Thus, it focuses on the basic economics concept of demand and supply in the context of the human resource
capacity of an organization.
Human Resource Management

9. HRM - Planning
Human Resource Planning (HRP) is the process of foreseeing the requirement of human resources in an
organization. The objective is also to determine how the existing human resources best fit in their jobs.
Thus, it focuses on the basic economics concept of demand and supply in the context of the human resource
capacity of an organization.
The following are the components of human resource planning
• Current HR Supply
• Future HR Demand
• Demand Forecast
• HR Sourcing Strategy and Implementation
Human Resource Management

10. HRM - Planning
Job Analysis
Job analysis is the process of analyzing the job — what is the demand and requirement for the job, and not of
the individual.
The process of job analysis gives two sets of data −
Job description − Job description is a written statement including complete information about what all a job
holds, like job title, duties, tasks and responsibilities related to job, working conditions and hazards, reporting
relationships, tools, machines and equipment to be used, and relationships with other designations.
Job specification − Job specification includes particulars regarding the capabilities that an individual should
possess to perform the assigned tasks efficiently. This includes educational qualification, experience, training,
appropriate skills, knowledge, and abilities required to perform the job.
Human Resource Management

11. HRM - Planning
Job Design
Job design is a continuous and ever-evolving process that is targeted at helping employees in making
adjustments with the changes at the workplace. The end goal is minimizing dissatisfaction and enhancing
motivation and employee engagement at the workplace.
The sequence is given below
• What jobs are to be done or what jobs are a part of the job?
• How are the jobs performed?
• What amount of jobs is required to be done?
• What is the procedure of performing these tasks?
Human Resource Management

12. HRM - Planning
Job Evaluation
Job evaluation cab be done by any of the following methods −
Points rating − Different levels are allotted to the various elements of jobs and then the points allocated to
different levels are summarized to get the point score of the jobs. It forms the basis of pay structure.
Factor comparison − A comparison of different independent factors of jobs is done and points are given to each
factor scale of individual job. These points are then aggregated to rank the jobs.
Job ranking − A job is not broken into factors or elements; instead, it is evaluated as a complete process and is
compared with other jobs. After proper evaluation, jobs are scaled accordingly.
Paired comparison − Jobs are compared with each other and points are allocated depending on being ‘higher,
lesser or equal’. These points are added to prioritize the order of jobs. The jobs with higher priorities are given
more attention as compared to others.
Human Resource Management

13. HRM - Talent Management
Human Resource Management
Talent management indicates the skills of attracting highly skilled workers, integrating new workers, and
improving and retaining current workers to meet the current and future business objectives.

14. HRM - Talent Management
Human Resource Management
 Talent management indicates the skills of attracting highly skilled workers, integrating new workers, and
improving and retaining current workers to meet the current and future business objectives.
 Companies involved in a talent management strategy shift the duties of employees from the human
resources department to all managers throughout the company. It is also called Human Capital
Management (HCM).
 Talent management is basically concerned with coordinating, collaborating and managing the different
talents people have to offer within a company. This is done by studying and examining each individual on
the basis of their skills, talent, personality and character in relation to filling a particular vacancy within the
company.
 Every individual has different skills to offer and the difficult part for a company is choosing those individuals
who fit in with the existing company culture. Effective HR procedures will be able to identify these
individuals and appoint them appropriately.

15. HRM - Talent Management
Human Resource Management
 Talent management indicates the skills of attracting highly skilled workers, integrating new workers, and
improving and retaining current workers to meet the current and future business objectives.
 Companies involved in a talent management strategy shift the duties of employees from the human
resources department to all managers throughout the company. It is also called Human Capital
Management (HCM).
 Talent management is basically concerned with coordinating, collaborating and managing the different
talents people have to offer within a company. This is done by studying and examining each individual on
the basis of their skills, talent, personality and character in relation to filling a particular vacancy within the
company.
 Every individual has different skills to offer and the difficult part for a company is choosing those individuals
who fit in with the existing company culture. Effective HR procedures will be able to identify these
individuals and appoint them appropriately.

16. HRM - Talent Management
Human Resource Management
Functions of Talent Management
After gathering all the skilled people required for the job, we need to handle them. This is not possible
without specifying the operations that need to be undertaken in talent management. Various functions
that organizations should perform with the help of HRM and other departments are given below −
 Talent requirement analysis
 Allocating the talent resources or sources
 Influencing talents towards the organization
 Recruiting or nominating the in house or outsourced talents
 Managing combative salaries or professional fees
 Training and progress of talent pool
 Performance examination of talent
 Career and prosperity planning
 Withholding management

17. HRM - Talent Management
Human Resource Management
Advantages of Effective Talent Management
 Continuously grooms the organization's effectiveness and efficiency.
 Helps in achieving the targeted business goals with superior performance.
 Improves organization's overall culture and work climate.
 Provides people with high level of satisfaction with their jobs.
 Improves withholding of talent and reduces people turnover.
 Manages better overall growth of people associated with the organization.

18. HRM - Training and Development
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Human Resource Management
Training can be defined as a refining process done with the selected candidates to make
them perfect and adaptable according to the changing working environment of the
company.
The complete process of identifying, selecting, recruiting and training individuals helps
them in their overall professional growth and also contributes to the development of the
company.
 Career Development
 The Need for Career Development
 Career Development-Objectives
 HRM & Career Development Responsibilities
 Career Development Process
 Career Planning System

19. HRM - Performance Management
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Human Resource Management
 Managing employee performance is one of the key
elements for organizational success in the present
context of firms. As we know, all the firms are busy
trying to adapt to a resource centered view.
 As we have been mentioning throughout, firms in the
service sector that lay a lot of emphasis on people
need to consider that employee performance is
managed in a holistic manner.

20. HRM - Performance Management
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Human Resource Management
A Two-Way Street
Talking about employee performance, we need to remember that it is a two-way process that ties the manager and
the employee with the HR manager playing the role of a mediator.
For instance, any conversation about employee performance has to include the manager and the employee or the
manager and the managed. Thus, it is imperative that both parties to this transaction understand their responsibilities
and work together to ensure that the process is smoothened.
The Role of the Manager
The manager has a duty to make sure that his or her management of the employees is free of biases and prejudices.
Across companies and verticals where the employees feel discriminated against, it has led to attrition, lower employee
morale and in the extreme cases, lawsuits against the company.

21. HRM - Performance Management
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Human Resource Management
The Role of the Employee
Just as the manager has a responsibility to manage the team effectively, so does the
employees have corresponding responsibilities. It is better for the employee to know
that once he or she is categorized as having an attitude problem, then it would be
difficult for the employee to break the perception and perform effectively.
Organizational Focus
Though the role of the HR manager and the organization seems to be relatively small, it
is a fact that organizational goals and culture play a very important part in ensuring that
employee performance is managed for the benefit of the organization.

22. HRM - Performance Management
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Human Resource Management
Performance Appraisal Process
 The performance appraisal process, simply put, is that time of the
year when the employees are examined on their performance
during the last six months or one year depending upon the
timeframe that is set for the same.
 The performance appraisal process is conducted between the
employee and his or her manager for the first round and then
between the manager and the manager’s manager before going
into the third round. The third round includes the above people as
well as the HR manager but excludes the employee.

23. HRM - Employee Engagement
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Human Resource Management
Employee engagement is a workplace approach designed to ensure that employees are committed to their
organization’s goals, objectives and values, encouraged to contribute to organizational success, and are able
at the same time to enhance their own sense of well-being.
Despite there being some debate about the precise definition of employee engagement, there are three
things we know about it −
 It is measurable.
 It can be correlated with performance.
 It varies from poor to great.
Most importantly, employers can have a great impact on people’s level of engagement through appreciation,
healthy interactions, brainstorming, group discussions, common games etc. That is what makes employee
engagement so essential as a tool for business success.

24. HRM - Employee Engagement
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Human Resource Management
Rules of Employee Engagement
Every HR is bound to follow a set of rules in order to maintain the ethics and justify the role
of HR. The following rules must be followed to engage the employees in an organization.
 Don't Sweat Over Reviews
 Discover Your Company's Purpose
 Survey, But Keep It Short and Follow Up
 There Is Only So Much You Can Do
 Don't Worry About Engagement
If employees can't sit down with their boss and talk about things, then it can be detrimental
for the company in the long run — doesn't matter how many stringent rules are put in place.

25. HRM - Employee Performance
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Human Resource Management
Techniques focus on individual employees as well as the overall
staff. Employers might want to equally help someone doing
brilliant work as well as the one with no potential to develop.
One of the frequently used tools to develop employee
performance is the annual performance review. Companies
don’t necessarily follow a fixed format for accessing employee
performance. Individual businesses require choosing if a
particular employee’s skills and competencies will lead to
success.

26. HRM - Employee Performance
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Human Resource Management
Typically, an employee answers questions about his/her skills, abilities, potential and
competencies on a form and his boss also responds to those questions. Then they
meet to discuss the employee’s work.
 Topics of evaluation must address what the employee is expected to complete.
 Performance areas to develop should be discussed.
 It should be checked if the employee was given the tools necessary to complete
his tasks.
 An assessment should be made as to what the employee has not completed but
was expected and why.
Performance reviews have a lot of impact due to salary increases and bonuses are
frequently dependent upon their results. Employees should be consistently
encouraged by a boss with verbal praise for a job well done.

27. HRM - Compensation Management
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Human Resource Management
 Compensation includes payments like bonuses, profit sharing, overtime pay,
recognition rewards and sales commission, etc.
 Compensation can also include non-monetary perks like a company-paid car,
company-paid housing and stock opportunities. Compensation is a vital part of
human resource management, which helps in encouraging the employees and
improving organizational effectiveness.
 A company's compensation scheme also informs a great deal about the firm's
values and cultures. Employees often look at what a company pays rather than
what it says. In many aspects, people behave as they are rewarded.
 A compensation scheme projects what the company expects of its employees. For
example, if quality is an essential value, then it should be implemented through
some element of the total compensation system.

28. HRM - Compensation Management
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Human Resource Management
Components of Compensation
Dearness Allowance − This allowance is given to protect real income of an employee against price rise.
Dearness allowance (DA) is paid as a percentage of basic pay.
House Rent Allowance − Companies who do not provide living accommodation to their employees pay
house rent allowance (HRA) to employees. This allowance is calculated as a percentage of salary.
City Compensatory Allowance − This allowance is paid basically to employees in metros and other big
cities where cost of living is comparatively more. City compensatory allowance (CCA) is normally a fixed
amount per month, like 30 per cent of basic pay in case of government employees.
Transport Allowance/Conveyance Allowance − Some companies pay transport allowance (TA) that
accommodates travel from the employee’s house to the office. A fixed amount is paid every month to
cover a part of traveling expenses.

29. HRM - Compensation Management
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Human Resource Management
Components of Compensation
Incentives and Performance Based Pay
Incentive compensation is performance-related remuneration paid with a view to encourage employees
to work hard and do better.
Both individual incentives and group incentives are applicable in most cases. Bonus, gain-sharing,
commissions on sales are some examples of incentive compensation.
Fringe Benefits/Perquisites
Fringe benefits include employee benefits like medical care, hospitalization, accident relief, health and
group insurance, canteen, uniform, recreation and the likes.

30. HRM - Rewards and Recognition
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Human Resource Management
Types of Rewards
Reward system of a company should also be in alignment with its goals, objectives,
mission and vision. On the basis of the job profile, both monetary and non-monetary
rewards can motivate employees to contribute more to the organization.
Monetary Rewards
A hike in salary, incentives, movie tickets, vacation trips, monetary allowances on special
occasions, redeemable coupons, cash bonuses, gift certificates, stock awards, free or
discounted health check-ups for the complete family and school/tuition fees for
employees’ children come under this category.
Non-monetary Rewards
Non-monetary rewards include awards, certificates, letters of appreciation, dinner with
boss, redecoration of employee cabin, membership of recreation clubs, perks, use of
company facilities,
suggestion awards, tie-pins, brooches, diaries, promotion, a say in management, etc.

31. HRM – Organizational Culture
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Human Resource Management
 Human resources do have a challenging role to play in
organizational culture, as it is the employees who work for
the organization, who embrace and improve a particular
culture within the organization. Any desired change to the
culture of the organization has to be done through the
employees and by the employees.
 Basic HRM exercises like recruitment, selection, and training
affect the performance and stability of an organization. These
exercises have the ability to influence employee behavior and
build values that develop the organizational culture.

32. HRM – Organizational Culture
e
Human Resource Management
 Human resources do have a challenging role to play in
organizational culture, as it is the employees who work for
the organization, who embrace and improve a particular
culture within the organization. Any desired change to the
culture of the organization has to be done through the
employees and by the employees.
 Basic HRM exercises like recruitment, selection, and training
affect the performance and stability of an organization. These
exercises have the ability to influence employee behavior and
build values that develop the organizational culture.

33. Thank You
Human Resource Management
Note: Content taken from the HRM tutorial, This Slides are for presentation purpose
BY SANJAY MISHRA