MBA II SEM

1. Submitted to: Submitted by:
Mrs. Veerpal Kaur Pralabh Jain
Lecturer in HRM CSE-2k7
4736
DEPTT. OF COMPUTER SCIENCE
ENGINEERING
G.Z.S.C.E.T,BATHINDA
(Estd. By Government of PUNJAB)
HUMAN RESOURCE
MANAGEMENT

2. Introduction
Human Resource Management is the
organizational function that deals with issues
related to people such as compensation,
hiring, performance management, organization
development, safety, wellness, benefits,
employee motivation, communication,
administration, and training.

4. Functions of HRM
Managerial Operative

5. Managerial Functions
Planning
Organizing
Directing
Controlling

6. Planning
 Planning is necessary to give the organization
its goals and directions to establish best
procedure to reach the goals. Planning staff
levels requires that an assessment of present
and future needs of the organization be
compared with present resources and future
predicted resources. Appropriate steps then be
planned to bring demand and supply into
balance.

7. Organizing
 After objectives have been established and
plans been developed then personnel manager
must design and develop organisation structure
to carry out various operations. Such as-
• Grouping of personnel activity
• Assignment of different groups of activities to
different individuals
• Delegation according to task assigned
• Co-ordination of activities of different individuals.

8. Directing
 The directing function of the personnel
manager involves encouraging people to work
willingly and effectively for the goals of the
orgainsation.

9. Controlling
 Controlling helps to evaluate and control the
performance of the department in terms of
various operative functions.

10. Operative Functions
Recruitment
Training & Development
Remuneration
Reward system
Motivation
Records and statistics
Industrial relations
Separation

11. Recruitment
 The process by which a job vacancy
is identified and potential employees are
notified.
 The nature of the recruitment process
is regulated and subject
to employment law.
 Main forms of recruitment through advertising
in newspapers, magazines, trade papers and
internal vacancy lists.

12. Training and Development
 Provides new skills for the employee
 Keeps the employee up to date
with changes in the field
 Aims to improve efficiency

13. Remuneration
 Concern with determination and equitable
remuneration of employees in the organisation
to the goals.

14. Reward system
 The system of pay and benefits used by the
firm to reward workers
 Money not the only method
 Fringe benefits
 Flexibility at work
 Holidays, etc.

15. Motivation
 To retain good staff and to encourage them to
give of their best while at work requires
attention to the financial and psychological and
even physiological rewards offered by the
organization as a continuous exercise.

16. Records and statistics
 Keeps employee training records
 Achievement records
 Transfer and promotion records
 Absenteeism and labour turnover records

17. Industrial relations
 Good industrial relations, while a recognizable
and legitimate objective for an organization, are
difficult to define since a good system of industrial
relations involves complex relationships between:
(a) Workers (and their informal and formal groups, i.
e. trade union, organizations and their
representatives);
(b) Employers (and their managers and formal
organizations like trade and professional
associations);
(c) The government and legislation and government
agencies.

18. Separation
 Ensure the release of retirement benefits
 Requirements of the employee

19. Thank You