What is HR?

Human Resource refer to the individuals or personnel or workforce within an

organisation responsible for performing the tasks given to them for the purpose of
achievement of goals and objectives of the organisation which is possible only
through proper recruitment and selection, providing proper orientation an
induction, training, skill developments, proper assessment of employees
(performance appraisal), providing appropriate compensation and benefits,
maintaining proper labour relations and ultimately maintaining safety, welfare and
health concern of employees, which is process of the human resource management.

No matter the size of a business, the human

resource department, even if just one person, is tasked with caring for and
managing a company's most important resource – its people. The department's daily
workload might include recruiting talent, hiring workers, onboarding new hires,
managing payroll and benefits, along with many other personnel tasks. As a means
of improving efficiency and streamlining duties, many HR departments utilize human
resource management systems (HRMS).
 Components of Human Resource

Components of Human Resource

Recruitment Compensation Performance

Payroll
& Appraisal
Selection Job
Analysis

Time Talent
Management Management
Recruitment

In human resource management, “recruitment” is the process of finding and

hiring the best and most qualified candidate for a job opening, in a timely and cost-
effective manner.

It can also be defined as the “process of searching for prospective employees and
stimulating and encouraging them to apply for jobs in an organization”.

It is one whole process, with a full life cycle, that begins with identification of the
needs of the company with respect to the job, and ends with the introduction of the
employee to the organization.

Whenever there is a vacancy in the organization, generally it is to be filled. To make

the candidate available for filling those vacancies, their selection procedure and
placement on a proper job comes under the purview of recruitment.

As soon as the available vacancies are known, they are advertised through different
media and accordingly the applications are collected for the vacant posts. A group
of candidates interested in doing the job and are eligible to do, it is created through
recruitment.

In the words of Edwin Flippo, ‘recruitment is the process of searching for

prospective employees and stimulating them to apply for jobs in the
organisation’.

In short, it involves attracting and obtaining as many applications as possible from

eligible job seekers.

Selection
Selection is the process of picking or choosing the right candidate, who is most
suitable for a vacant job position in an organization. In others words, selection can
also be explained as the process of interviewing the candidates and evaluating
their qualities, which are required for a specific job and then choosing the suitable
candidate for the position.

The selection of a right applicant for a vacant position will be an asset to the
organization, which will be helping the organization in reaching its objectives.

M. Ataur Rahman, “Selection is the screening and filtering process of job

applicants who have been invited to apply for the vacant positions through
which the process comes to an end”.
Payroll

The term “payroll” actually refers to the list of

employees that receive compensation from a
company.

However, most companies generally use the term to refer to the money that is paid
to the employees or the records that detail how much each employee has made.
Payroll may also refer to the company, department, or software that is used to
process paychecks and taxes or to the process of calculating and distributing
employee paychecks.

Processing payroll is a very important function of any business and necessitates an

understanding of current regulations, detailed tax knowledge to ensure proper
withholding and filing, and a highly organized system that can be relied upon to pay
each employee the right amount of money. For many organizations, using payroll
systems or outsourcing payroll can help to mitigate stress and minimize errors.

Time Management
Time Management refers to managing time effectively so that the right time is
allocated to the right activity.

Effective time management allows individuals to assign specific time slots to

activities as per their importance.

Time Management refers to making the best use of time as time is always limited.

Time Management includes:

i. Effective Planning
ii. Setting goals and objectives
iii. Setting deadlines
iv. Delegation of responsibilities
v. Prioritizing activities as per their importance
vi. Spending the right time on the right activity
Talent Management

Talent management is the systematic process of

identifying the vacant position, hiring the suitable person,
developing the skills and expertise of the person to match
the position and retaining him to achieve long-term
business objectives.

Talent management is a unified strategy designed to help

organisations make the best possible use of their human
capital now and in the future, to use their human capital to help meet the
organisation’s vision, and to ensure the maximum return from their talent by
creating an attractive organisational culture that encourages happiness and
commitment.

Job analysis

Job analysis is the process of gathering and

analyzing information about the content and the
human requirements of jobs, as well as, the context
in which jobs are performed. This process is used to
determine placement of jobs.
Job analysis, contains a simple term called
"analysis", which means detailed study or
examination of something (job) in order to understand more about it (job).
therefore job analysis is to understand more about a specific job in order
to optimise it. Job analysis is a systematic process of collecting complete
information pertaining to a job. Job analysis is done by job analyst who is
an officer have been trained for it.

Job analysis is a procedure through which you determine the duties and
responsibilities, nature of the jobs and finally to decide qualifications, skills and
knowledge to be required for an employee to perform particular job. Job analysis
helps to understand what tasks are important and how they are carried on. Job
analysis forms basis for later HR activities such as developing effective training
program, selection of employees, setting up of performance standards and
assessment of employees ( performance appraisal)and employee remuneration
system or compensation plan.