HUMAN RESOURCE MANAGEMENT
Organization is made of people, we can’t even think of organization without people, out of these
some people are manager, employee basically working together to achieve the common goal of
the organization.
Its consist of planning, organizing, staffing and directing so, HR is all about staffing
HRM is the process of recruiting people, developing by giving them proper training,
compensation them, making policies related to work life, making plans so, that can be retained.
Main aim of hrm – to ensure the right people with the right skill for the right job position in the
organization.
It is the process of acquiring, developing and maintain the workforce, motivated employee,
safety and healthy environment.
Objective –
To help its organization to reach its target.
To utilize the skill and abilities of the workforce effectively and efficiently
To acquired well trained and well motivate employee.
To provides employees’ job satisfaction.
To develop and maintain the quality of working condition.
Challenge of HRM in modern business
1. Size of workforce – By the global competition, need to hire more employee and expansion of
work force.
2. Composition of workforce – having the policies for gender perspective
3. Employee’s expectation – better educated employee, more demanded.
4. Change in technology – updated the employee time to time to survive in the organization.
5. Life-style change – employee tend to want more, HR have to retained to employee form
switching the organization
Job analysis – it’s a systematic investigation of the task, duties responsibilities of the job.
Uses-
Human resource planning- forecast required of hr by skilled , abilities, knowledge and plan
them accordingly
Recruitment – how and when to recruit people.
Selection – to select the right person of the work
Placement and orientation – proper position take place, introduction from the organization side
Training – find out the weak area needed for training or not
Counselling – about career
Employee safety – unsafe unconditioned.
Performance appraisal – what the employee suppose to do and what employee do compared of
that
JOB design – strong point , weak point
JOB evaluation – relative importance of the job, level , education
JOB ANALYSIS PROCESS steps
1. Step 1 – organizational analysis (overall picture of the organization, goal with job)
2. Step 2 - selection of representative position to be analyses
3. Step 3 – collection of job analysis data ( with expectable data)
4. Step 4 - Preparation of job description ( content of job)
5. Step 5 – job specification ( requirement for the particular position)
Role of the HRM
Recruitment and selection
Training and development
Performance development
Employee relation
Compensation benefit
Workforce planning
Health and safety
Strategic planning
HUMAN RESOURCE PLANNING(HRP)
It is a futuristic approach of management about the manpower need
Organization try to assess human resource requirement In advance ,keeping the production
schedule, demand forecast ,market in mind
Getting the right number of people at right time
Objective –
Accurate estimate of the number of employees need in organization with expected skills
Promotion related decision
Forecast personal requirement.
Cope with change
Importance –
Succession planning
Expansion
Pool of talent
Prepare people for future.
Cust costs (unnecessary expanses)
Process of HRP
1. Analysis’s objective
2. Forecasting the demand for human resource
3. Preparing manpower supply (internal labor and external labor)
4. Determining manpower gaps
5. Formulating HR plan
SOURCE OF RECRUITMENT
1. Internal source – by promoting taking the people who are in lower level to higher level.
2. External source – lie outside an organization, aspirant, candidate.
Method – internal, direct, indirect, third party
Selection – it is the process of picking candidate who have required qualification to fill jobs in
organization.
Process of selection –
Job analysis, job posting, application screening, initial interview, testing, final decision, job offer,
onboarding
Recruitment vs selection
Recruitment – it’s a positive process.
Selection – it’s a negative process.
TRAINING
act of increasing the knowledge and skill of an employee for performing particular job.
Improvement performance
Major outcome of training is learning
Present job more efficiently and prepare himself for a higher level job
To keep update with the latest development in job operation
Training vs development
Training- Teach he specific skill and behavior.
It is a one shot deal
Development – more wider thn training to individual need in addition to organization need .
To provide the knowledge and understanding for non- technical function more effectively such
as decision making , problem solving, relating to people
To improving the total personality of an individual
It is a on going, continues process
Type of training –
1. Cross- functional training –
2. Skill training-
3. Refresher training- rapid change in technology ,short term
4. Team training – coordination between individual
5. Creativity training -encourage employee to generate new idea
6. Diversity training-
Training method
On the job training – JIT( job instruction training) ,mentoring ,job rotation
Off the job training – role playing, lecture method.
Performance appraisal
Review of an employee job performance and contribution to a company
Flippo- PA as a systematic, periodic and so far as humanly possible, impartial rating of an
employee excellence matter pertaining to his present job to his potential to better job.
Feature of AP-
Organized process
Evaluating process
Periodic process
Futuristic
Identified employee potential.
Develop employee.
Purpose
Providing feedback
Promotion and downsizing
Motivating superior
Setting and measuring
Determining compensation
Counselling poor performance
Method
Traditional –
Modern method – 360-degree feedback
Feedback from people work around them
Measure behavior
Multi source feedback or full circle feed back
Include – self, superior , subordinate, customers, suppliers.
Process – invite respondent, submit their assessment, self assessment , final report, feedback
from mentor or trainer.
