HR Presentation by RP

8/3/2019 HR Presentation by RP

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Human

Resource

Management

our Employee is most valuable Asset.


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Brief History History:- HRM was invented by the Nazis and popularized in the United States

by Robert McNamara who leveraged the influx of prominent Germanscientists after WWII.

American writers Terrey and Franklin (1996) mentioned about the 6Ms of management, viz. Men and women, material, money, marketand method. But among these, men and women - the only livingbeings - do the effective coordination and utilization of these Humanand non-human resources. Rinses Likert (1967, p 1) rightly observed:

"all the activities of any enterprise are initiated and determined by thepersons who make up the institution; plants, offices, computers,automated equipment, and all else that make up a modern firm areunproductive except for human effort and direction of all the tasks ofmanagement, managing the human component is the central andmost important task, because all else depends on how well it is done".


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Human Resource circle Recruitment

SelectionRecruitment ManagementEmployee Induction

Terms and Conditions of Employment Remuneration

Payroll Processing

P11Ds and Statutory ReturnsCompensation and Benefits

RetentionTrainingEmployee Progression

Appraisal and Development

Processing and Record KeepingManagement of HR RecordsManagement InformationLegal and Regulatory ComplianceBenefits Administration


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HRM - Functions Human resource or manpower planning.

Recruitment, selection and placement of personnel.

Training and development of employees.

Appraisal of performance of employees.

Taking corrective steps such as transfer from one job to another.

Remuneration of employees.

Social security and welfare of employees.

Setting general and specific management policy for organizational relationship.

Collective bargaining, contract negotiation and grievance handling.

Staffing the organization.

Aiding in the self-development of employees at all levels.

Developing and maintaining motivation for workers by providing incentives.

Reviewing and auditing manpower management in the organization

Potential Appraisal. Feedback Counseling.

Role Analysis for job occupants.

Job Rotation.

Quality Circle, Organization development and Quality of Working Life

Labor relations


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Recruitment & Selection Identify vacancy Preparing the job description and person specification.

Locating and developing the sources of required numberand type of employees (Advertising etc).

Short-listing and identifying the prospective employeewith required characteristics.

Arranging the interviews with the selected candidates.

Conducting the interview and decision making

Prepare job description and person specification Managing the response

Conducting interview and decision making


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Performance Appraisal

The most popular methods used in the performance

appraisal process include the following:

Management by Objective

360-Degree Appraisal

Behaviorally Observation Scale

Behaviorally Anchored rating scale

Two Purposes of Performance

Appraisal

1. Evaluationdocument and let

people know how well they aredoing; judgmental role.

2. Developmentidentify howtraining and support can improveperformance; counseling role.


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Training & Development On-the-job training

Off-the-job techniques

Orientations

Aim Provides new skills for the employee

Keeps the employee up to datewith changes in the field

Aims to improve efficiency

Can be external or in-house .


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Career & Development

Individual assessments of abilities, interests, careerneeds, and goals;

Organizational assessments of employee abilities andpotential;

Communication of information concerning career

options and opportunities with the organization; and Career counseling to set realistic goals and plan for

their attainment


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Thank you

Its a BegInnIng

Documents

HR Presentation by RP