Role of HR managaers

1. Meaning of Human Resource
Management
HRM can be defined as the effective management
of people in an organization. HR management
helps bridge the gap between employees’
performance and the organization’s strategic
objectives. Moreover, an efficient HR management
team can give firms an edge over their competition.

2. The Essential Link Between Business
Strategy and HR Management
 The business of HR is an increasingly interesting and
often complex environment. The level of time and
resources
allocated to the HR function within an organizations
varies dramatically.
 An increasing number of studies demonstrate the
importance of linking business strategy with
deployment of human resources within an
organizations. A company’s pool of human resources
and talent are arguably some of its most valuable
assets. A company which links it HRM with its strategic
business plan stands to gain a strong competitive

3.  Strategic HRM can be very effective in organizations when implemented correctly. It
benefits the organization in several ways. It can be a very useful tool to help identify
and analysis both internal and external threats as well as opportunities. It also helps
to provide a clear business vision and strategy. It is an important influence in the
approach to the recruitment and selection process to get the right people with the
right skillset into the most effective positions to maximizes their potential within the
organization.
 The importance of strong teamwork and collaboration between various stakeholders
at the senior levels within an organization is crucial to the success of any strategy.
Conti….

4.  When leaders can demonstrate their willingness to buy in to the combined business
strategy and HRM processes of their organization and openly share this with their
teams it can be a very powerful and dynamic tool in gaining competitive advantage
in the marketplace.
Conti….

5. Role of HR managers
 Policy formulator
 Advisory role
 Recruitment
 Training and development
 Select the best employees
 Resolve conflict
 Ensure the health and safety of

6. The importance of Human Resource
Management are-
 Strategy management
 Benefits analysis
 Training and development
 Interactivity within employees
 Conflicts management
 Compliance

7. WHAT IS HR STRATEGY AND HOW IT DIFFER FROM
TRADITIONAL HR MANAGEMNET?

8. Why Human Resources Management Is
Important For Every Organization
Human resources management is a very important function in every organization.
Without human resources management, companies would not be able to
effectively recruit and retain employees, improve and enhance the organization,
and they wouldn’t be able to maintain a healthy, accepting workplace culture and
environment. Human resources management is so important to organizations that
many call this department the heart and soul of a business.
There are many function of human resource management that help an
organization stay successful. From recruitment and training to managing disputes,
maintaining a healthy work-life balance, and all payroll responsibilities, the
importance of human resource management in an organization is immense.
Human resources management not only helps to keep employees happy and well
trained, but it also ensures that the company is working within the guidelines of
regulations and solves any liability issues that may arise.

9. HR Role in Merger & Acquisition
Success of merger and acquisitions depends on the people who drive
the business, their ability to drive, lead, and formulate strategy,
execution and implementation. It is very important to involve HR
professionals in merger & acquisition as it involves people
and has an impact on key people
issues. HR professionals play an
active role in the change process
by offering their interventions to
Help ensure a successful merger
and acquisition.

10. HR plays a vital role in HRM
 Maintaining the productivity by placing of
right people at right place.
 Alignment of compensation, benefits and
welfare scheme
 Organizational hierarchy structure
 Job security
 Relocation
 Building Loyalty and Commitment

11. CONCLUSION
Its imperative to establish some suggestion to convert HR
activities to strategic Human resource practice to optimize
organizational strategies.
Strategic Human Resource Planning.
Strategic Recruitment and Selection Process.
Strategic Training and Development Process.
Strategic Performance Management System.
Strategic Compensation and Reward Management
System.

12. THANKYOU