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Defination OF HRM, Function Job Analysis HR planning and model? Demand forecasting mathods. Recruitment and selection Performance appraisal

Human Resource Management HRM is the part of the organization that is concerned with the 'people' dimension. HRM deals with human relations of an organization starting from recruitment to Labor relation. HRM is concerned with the people dimension of management. It is a process of acquisition, development, motivation, and maintenance of human resources of an organization. HRM is a part of General Management that deals with the human aspect. Many authors defines it is different manner. Some of them are quoted below: According to M.J. Jucious, "The field of HRM involves Planning, Organization, Directing and Controlling functions of procuring, developing, maintaining and utilizing a labor force." According to Dale Yoder, "HRM is the provision of leadership and direction of people in their working or employment relationship." According to Mathis and Jackson, "HRM is the effective use of Human resources in and organization through the management of people related activities." The Four basic Function of HRM are: (1). Acquisition of human resources (Getting people) (2) Development of human resources (Preparing people) (3) Motivation of human resources (Stimulating people) (4) Maintenance of human resources (Keeping them) (1) Acquisition of human resources: There are two steps involved in acquisition process: a) Recruitment: Recruitment is a process by which organizations locate and attract individuals to fill job vacancies. b) Selection: Selection is a process of measurement, decision making and evaluation. (2) Development of human resources: After selecting and recruiting individuals in the right position of the organization the next function is to train and develop them, so that they can become efficient employees and work toward the achievement of the organization goal. (3) Motivation of human resources: The motivation function is one of the most important functions. After training and developing the employees the HR manager should stimulate them to work well. For motivation purpose the H.R manager have to give the employees some compensation and benefit package. (4) Maintenance of human resources: The last phase of the H.R.M. function is called the Maintenance function. For maintaining the people H.R.M should go for some method of providing a safe and healthy work place. Labour relation & collective Bargaining.

HRMIS: HRIS is a systematic procedure for collecting, storing, maintaining, retrieving, and validating data needed by organization about its human resources, personnel activities, and organization unit characteristics. A human resource information system (HRIS) is software containing a database that allows the entering, storage and manipulation of data regarding employees of a company. It allows for global visualization and access of important employee information. There are three major functional components in any HRIS by giving the model below: Input Data Maintenance Output Importance of HRMIS: - Time saving and human hour - Effective and efficient process - To meet the MBO - To save the money - Data storage Steps in Job Analysis: Step 1: Decide how youll use the information. Step 2: Review relevant background information. Step 3: Select representative positions. Step 4: Actually analyze the job. Step 5: Verify the job analysis information. Step 6: Develop a job description and job specification. Purpose of job analysis why is job analysis important? Directly outcomes / results of job analysis are job description and job specification. Apart from job description and job specification, Functions / benefits of job analysis include elements as below. 1. Purpose of job analysis in Recruitment and Selection: Job analysis is very important for contents as: Job duties that should be included in advertisements of vacant positions; Appropriate salary level for the position to help determine what salary should be offered to a candidate; Minimum requirements (education and/or experience) for screening applicants; Interview questions; Selection tests/instruments (e.g., written tests; oral tests; job simulations); Applicant appraisal/evaluation forms; Orientation materials for applicants/new hires 2. Purpose of job analysis in Job evaluation Judges relative worth of jobs in an organization Sets fair compensation rates 3. Purpose of job analysis in Job design Reduce personnel costs, streamline work processes, Increase productivity and employee empowerment, Enhance job satisfaction and provide greater scheduling flexibility for the employee. Simplify job with too many disparate activities

 Identifies what must be performed, how it will be performed, where it is to be performed and who will perform it. 4. Purpose of job analysis in Compensation and Benefits: Job Analysis can be used in compensation to identify or determine: Skill levels Compensation job factors Work environment (e.g., hazards; attention; physical effort) Responsibilities (e.g., fiscal; supervisory) Required level of education (indirectly related to salary level 5. Importance of job analysis in Performance Appraisal: Job Analysis can be used in performance review to identify or develop: Goals and objectives Performance standards Evaluation criteria Length of probationary periods Duties to be evaluated 6. Importance of job analysis in Training and development: Job Analysis can be used in training needs assessment to identify or develop: Training content Assessment tests to measure effectiveness of training Equipment to be used in delivering the training Methods of training (i.e., small group, computer-based, video, classroom) 7. Importance of job analysis in Compliance with labor law: Identify requirements in compliance with labor law. Compliance with Civil Rights Legislation in US. EEO (Equal Employment Opportunity) compliance in US 8. Job analysis increases productivity Job analysis can use methods of time and motion study or micro-motion analysis in order to time and motion for job. Job analysis also identify performance criteria so that it promote worker for best performance.

Human Resource Planning: Human Resource Planning may be expressed as a process by which the organization ensures the right number of people, right kind of people, at the right place, at the right time doing the right things for the achievement of goals of the organization. According to Coleman human resource planning or manpower planning is the process of determining manpower requirements and the means for meeting those requirements in order to carry out the integrated plan of the organization.

According to Heyel, it is the process of evaluating the performance and qualifications of the employees in terms of job requirements, for administrative purposes such as placement, selection and promotions, to provide financial rewards and other actions which require differential treatment among the members of a group as distinguished from actions affecting all members equally.