very easy to understand..

1. A PRESENTATION
ON:
HUMAN RESOURCE MANAGEMENT
SUBMITTED TO:
Mr. PRATIK SAKRIYA
(ASSISTANT PROFFESSOR)
SUBMITTED BY:
PARTH PATEL (141240116033)
KRISHNA PATEL (141240116028)
KISHAN PATEL (141240116027)
KINTESH PATEL (141240116025)
PAREN PATEL (141240116032)
SARDAR PATEL COLLEGE OF
ENGINEERING

3. HR CONCEPTS:
• The bottom line of managing: Getting
results
• HR creates value by engaging in activities
that produce the employee behaviors that
the company needs to achieve
its strategic goals.

4. LINE AND STAFF ASPECTS OF HRM
• Line manager
• A manager who is authorized to direct the work of subordinates
and is responsible for accomplishing the organization’s tasks.
• Staff manager
• A manager who assists and advises line managers.

5. • The HRM process consists of planning,
attracting, developing, and retaining the
human resources (employees) of an
organization.
5

6. 6
HR Planning
strategic HR planning;
job design
Attracting
employees
recruiting; selecting
Developing
employees
training & development;
performance appraisal
Retaining employees
compensation;
maintenance; labor
relations; separation

7. • Planning for the future personal needs of an organization,
• taking into account both internal activities and factors in
the external environment
7

8. 8
Job Design
usually done prior to recruitment
the process of describing the work that needs
to be done by an employee and
specifying the requirements needed in
fulfilling the job

9. • Recruitment
• development of a pool of job candidates in accordance
with a human resource plan
• its purpose is to provide management. with enough
candidates from which they can select qualified
employees
• internal versus external
9

10. • Selection
• the mutual process whereby the
organization decides to make a job
offer and the candidate decides
whether or not to accept it.
10

11. Job Application
Initial Interview
Testing
Background Investigation
In-depth Interview
Physical Exam
Job Offer

12. • Orientation
• a program designed to help
employees fit smoothly into an
organization
12

13. • Training
• a process designed to maintain or improve
current employee performance
• Development
• a process designed to develop skills and
attitudes necessary for future work
13

14. • Performance Appraisal
• process of providing feedback to subordinates
regarding their performance on the job.
• Informal versus Formal
14

15. • A formalized appraisal process is used for:
• rating work performance
• identifying those deserving raises
or promotions
• identifying those in need of
further training
15

16. • the adequate and equitable remuneration of
personal for their contribution in the
achievement of organization objectives.
16

17. • entails recognizing the validity of unions,
negotiating for the collective bargaining
agreement, and being able to handle strikes and
other forms of mass action.
17

18. • the process of providing the following services to
employees:
• career counselling
• safety & health programs
• Also involves the minimization of absenteeism
and tardiness
18

19. • the process of reintegrating employees to society; entails
the following:
• employees should be terminated for a
just cause
• a retirement plan must be provided
for old employees as an aid when they
leave the company.
19
Retaining Employees

20. IMPORTANCE OF HRM
• Human Resource Management is important to all managers despite their
various functions because of the following reasons-
• Hire the right person for the job
• Low attrition rate
• Ensure people do their best
• Time saved in not conducting useless interviews
• Avoid legal action for any discrimination
• Safety laws are not ignored
• Equity towards employee in relation to salary etc.
• Effective training
• Avoid unfair labor practices

21. REFERENCE:
WWW.THEMANAGMENTSKILLS.C
OM
WWW.SLIDESHARE.COM