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H RM
Planning,
organizing,
directing and controlling of
the
procurement,
development, compensation,
integration, maintenance and
reproduction
of
human
resources.

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B
Hiring the right people for
the
right
jobs
and
motivating, appraising, and
developing them
Getting results

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P
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1. Personnel aspect-This is concerned with manpower planning, recruitment,
selection, placement, transfer, promotion, training and development, layoff
and retrenchment, remuneration, incentives, productivity etc.
2. Welfare aspect-It deals with working conditions and amenities such as
canteens, creches, rest and lunch rooms, housing, transport, medical
assistance, education, health and safety, recreation facilities, etc.
3. Industrial relations aspect-This covers union-management relations,
joint consultation, collective bargaining, grievance and disciplinary
procedures, settlement of disputes, etc.

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Re
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u
H

Provides mechanisms to eliminate

gaps that may exist between supply
and demand of human resources
The process for identifying an
organisations current and future
human
resource
requirements,
developing and implementing plans
to meet these requirements and
monitoring
their
overall
effectiveness

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A
b
Jo
Systematic
process
of
determining skills, duties,
and knowledge required for
performing
jobs
in
organization.
Process of collecting and
studying information relating

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n
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m
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r
c
Re
The process of seeking and
attracting a pool of people from
which qualified candidates for
job vacancies can be chosen.
The
process
of
discovering
potential candidates.
The
process
of
attracting
individuals in sufficient numbers

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c
e
Se l
Hire or No Hire decision
regarding each applicant for
a job.
Choosing
qualified
individuals who are available
to
fill
the
positions
in
organization.

Selection Process
Initial or preliminary Screening
Application blank or blanks
Psychological Test
Employment interview
Check of references
Approval by the supervisor
Physical examination
Induction or orientation

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Prelimin

Used
to
eliminate
unqualified candidates.
Generally,
there
is
no
paper work at this stage.
If the applicant looks like
he can qualify for existing
job openings, he or she is

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B
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App
Application blank is used to get information
from
prospective
applicant
to
help
management to make a proper selection.
It quickly collects the basic data about a
candidate.
It is also useful to store information for
future use.
An application forms consists of

Biographical data
Educational achievements
Salary and work experience
Personal items
Names and addresses of previous employers, references, etc.

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P
Most
organizations
do
not
use
psychological tests for selection.
But larger the size of the firm, more are
the chances of using psychological
tests.
Larger companies that can afford to
conduct psychological tests do so to
have a more detailed and accurate
selection procedure.
Smaller companies are more dependent
on interviews.
17

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Employ

Interview is the interaction

between the interviewer and
the applicant.
It is the most common
method of selection.
It is a good method to get
accurate information about
the applicant.
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Types
Preliminary interview These interviews are used for initial
screening of applicants to know whether to proceed for a
detailed interview or not. The applicant is given job details
during the interview.
Stress interview Pressure is created on the applicants to
know how they handle stress. It helps to get an insight into
the personality of the applicant which would not be
possible in tension free situations.
Depth interview These interviews cover the complete life
history of the applicant like work experience, academic
qualifications, health interest, hobbies, etc. It is good for
executive selection.
Patterned interview These interviews are a combination
of direct and indirect questioning of the applicant. The
interviewer knows which areas should be queried in detail
and he also encourages the candidate to talk freely.
19

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R
f
o
Check

References are used in most

selection processes.
During the selection process
it is believed that former
employers,
friends
and
professional personnel give
reliable
evaluation
of
applicant.

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a
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App
r
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s
i
v
r
Supe

At this stage, we can reach the

conclusion
about
which
candidate should be hired.

21

Congrats!!
You have
been
selected

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Phy
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a
x
E
Physical examination is done to
check whether the applicants
physical capabilities match with
the job requirements or not.

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INDU

It is a systematic and
planned
introduction
of
employees to their jobs,
their co- workers and the
organization.
It
is
the
introducing

process
of
the
new

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p
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el
v
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D
&
Training

A learning process and a task

oriented
Training is short term, task
oriented
and
targeted
on
achieving a change of attitude,
skills and knowledge in a specific
area. It is usually job related.
A systematic process through which
an organizations human resources

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V
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T

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c
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Perfo
ls
a
s
i
a
r
p
Ap

The process of formally evaluating

performance and feedback to an
employee.
A
process
of
evaluating
an
employee's performance of a job in
Two Purposes of Performance
terms of itsAppraisal
requirements.
1. Evaluationdocument and let
people know how well they are
doing; judgmental role.
2. Developmentidentify how training
and support can improve

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Critical

In this method of Performance

appraisal the evaluator rates the
employee on the basis of critical
events and how the employee
behaved during those incidents.
It includes both negative and
positive points.
Manager keeps a written record

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P
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Caree
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p
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D
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Caree

Career Planning
The
process
of
managing
career goals and individual
capabilities with opportunities
for their fulfillment.

Career Development
Manages how a person grows

n
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t
a
s
n
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p
m
Co
Monetary and non-monetary pay
provided to an employee by an
employer Financial
in
return
for Non Financial
work
performed as required.
Wages and
Salary
Hourly
wages and
monthly
rates salary

Incentives
Individual
plans
Group plans

Fringe
benefits
CPF
Gratuity
Medical etc.

Perquisites

Job content

Company
car
Club
membership
Furnished
house
etc.

Challenging job
responsibilities
Supervision
Growth
prospects
Working
conditions
Etc.

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R
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Emplo
Employee and employer relations describes
the relationship between workers and
employers in business.

Employee relation takes care of employee

grievances, employee recognition, and
boosting the morale of employees to make
the working environment more healthy and
at the same time fulfil the managements
expectations and maintain the work culture
and ethics.

n
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u
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Conc

Human Resource Management

is the organizational function
that deals with issues related to
people such as compensation,
hiring,
performance
management,
organization
development, safety, wellness,
benefits,
communication,

THANK YOU