Name : Sampada Shelke

Project : HRM
Introduction
Human resource management (HRM or HR) is the strategic approach
to the effective management of people in an organization
Commonly known as the HR department, it is designed to maximize
employee performance in service of an employer's strategic
objectives.
This is true regardless of type of Organisation Government, business,
education, health, recreation or social action.
organisation is made up of people, acquiring their services,
developing their skills, motivating them to high level of performance.
Objective Of HRM
Human Resource Management is a method to realize competence
and drive efficiency in organizational work.
Building coordination between organizational departments.
Offering Employee satisfaction
It must be the responsibility of Human Resource management to
ensure that legal, ethical, and social environmental issues are suitably
dealt.
Functions Of HRM
Roll Of HRM
 Service Provider

 Executive

 Consultant

 Auditor
Cont.
 The HRM team suggests to the management team how to
strategically manage people as business resources.

This includes managing recruiting and hiring employees, coordinating

employee benefits and suggesting employee training and
development strategies.
Organization Structure Of HRM
Cont.
 Human resource management serves a vitally important function in
most organizations.

Organizational structure determines how the roles, power and

responsibilities are assigned, controlled, and coordinated, and how
information flows between the different levels of management.
Business Value Under HRM
 An organization's human resources department is responsible for
many aspects of hiring and developing employees. ... Human
resources managers implement these strategies to reduce turnover,
improve employee skills and increase overall company production.
Cont.
Job Analysis
 Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative importance of
these duties for a given job.

 Job Analysis is a process where judgements are made about data

collected on a job.
Job Analysis - Steps
Hiring Process
Cont.
 The hiring process is the process of reviewing applications, selecting
the right candidates to interview, testing candidates, choosing
between candidates to make the hiring decision and performing
various pre-employment tests and checks.
Source Of Recruitment
Internal Recruitment
v/s
External Recruitment
Advantages & Disadvantages
Selection Process
Factors affecting selection
Interview Process
Types of interview
 One to one interview

only two participants-

1.Interviewer
2.candidate
Sequential interview
Panel interview

Two or more
interviewers formal
Interview
 Formal in depth conversation conducted to evaluate the applicants
acceptability.

Adapted to unskilled , managerial and professional employees.

Two way exchange of information the interviewers learn about the

applicant and the applicants learns about the organisations.
Training Under HRM
Cont.

HRM training & development. is… it is any attempt to improve

current or future employee performance by increasing an employee's
ability to perform through learning, usually by changing the
employee's attitude or increasing his or her skills and knowledge.
6 Methods Of Training
 Continuous training develops cardiovascular fitness.

Speed play training develops a range of components and is used by games players.

Interval training develops strength, speed and muscular endurance.

Weight training develops strength

Plyometric training develops power.

Flexibility training develops flexibility.

THANK YOU