Human

Resource
Management
DEFINITIONS

Human Resource Management is the

process of recruiting, selecting, inducting
employees, providing orientation, imparting
training and development, appraising the
performance of employees, deciding
compensation and providing benefits,
motivating employees, maintaining proper
relations with employees and their trade
unions, ensuring employees safety, welfare and
healthy measures in compliance with labour
laws of the land.
Why do we call it as
Human Resource
Management?
Humanrefers to the skilled
workforce in an
: organization.
Resourc refers to limited availability
e: or scarce.
Management: refers how to
optimize and make best of such
limited or scarce resource so as to
meet the organization goals and
objectives.
What is the importance
of Human Resource?
There is 5 Ms of
Management:
MEN
MONEY
MACHINES
MATERIALS
METHODS
What is the purpose of
Human Resource
Management?
Human resource management is to
make the job and deal with the job
holder (employee).
One needs to be identified.
Notification should be issued which
contains job description and
specifications.
Should be tested by suitable
selection methods for picking-up
right person.
Provided by proper trainings.
 Maintain proper and healthy
relationships between
employees and management.
 Who is responsible for
human resource
management?
Human resource officer or manager is
responsible for human resource
management in the organization.

The HR Director is a top-level manager

responsible for the administration of all
human resource activities and policies.
 Why is Human
Resource Important to
ALL Managers?
Human Resource Management is
important to all managers despite
their various functions because of the
following reasons:
1. Hire the right person for the job.
2. Low attrition rate.
3. Ensure people do their best.
4. Time saved in not conducting useless
interviews.
5. Avoid legal actions for any
discrimination
6. Safety laws are not ignored
7. Equity towards employee in relation
to salary and other benefits.
8. Effective training
9. Avoid unfair labour practices.
 Core Responsibilities of
Human Resource
Management
1. Planning for staffing needs
2. Employee recruitment and selection
3. Employee compensation and benefits
4. Employee training and performance
evaluation
 What is the Role of a
Human Resource
Officer?
He/she is responsible for formulating and
designing of Human Resource
policies in compliance with labor laws
and sees all HR related activities
starting from hiring to firing of an
employee in the organization.
 5 Basic (Managerial)
Function of Human
Resource Management
I. PLANNING
- Is the first function and it is the basic
function as everything depends upon
planning.
• Establishing goals and objectives to
be achieved.
• Developing rules and procedures.
• Determining plans and forecasting
techniques
• HR outsourcing
II. ORGANIZING
- it is the process of making and arranging
everything in the proper manner in order
to avoid confusion and conflicts.
• Giving each member a specific tasks
• Establishing departments and divisions
• Delegating authority to the member
• Establishing channels of authority and
communication
• Creating a system to coordinate the
works of the members
III. STAFFING
- Process of employing right people,
providing suitable training and placing
them in the right job by paying them
accordingly andthe
• Determining satisfactorily.
type of people to be
hired.
• Compensating the employees.
• Setting performance standards,
measuring and evaluating the employees
• Counselling the employees
• Recruiting prospective employees and
selecting the best ones
• HR Metrics
IV. DIRECTING
- Is a formal way of communicating others
in giving instructions or as to what you are
expecting them to do for you or to an
organization.
• Getting work done through
subordinates
• Ensuring effective two-way
communication for the exchange of
information with the subordinates
• Motivating subordinates to strive for
better performance
• Maintaining the group morale
V. CONTROLLING
- Properly thinking and deciding what should be
done and what should not be done, when it should
be done or not to be done, and which it should be
done and not to be done while dealing with
employees.
• Establishment of standard performance
evaluation for appraisals
• Measurement of actual performance from
the established performance standards.
• Comparison of actual performance with the
standard to find the deviation for
corrective actions. Corrective actions
include giving proper and suitable training
to such employees.
Operative Functions of
Human Resource
Management
I. PROCUREMENT
• Job Analysis – a systematic process of
gathering all the data and information
pertaining to the job
• Job Design – is the process of deciding on the
content of a job in terms of duties and
responsibilities.
• Human Resource Planning – strategy for
acquisition, utilization, improvement and
preservation of the human resources of an
organization.
• Induction and Orientation – first step towards
gaining an employees commitment.
• Socialization – a process of making
II. DEVELOPMENT
• Career planning and career
development
• Executive development
• Employee training and
development
• Overall development of
organization.
III. COMPENSATION
• Job Evaluation - analyzing and assessing various
jobs systematically to ascertain their relative
worth in an organization.
• Performance evaluation - In order to
evaluate the performance of employees, HR
managers first have to set up performance
standards for comparing with actual
performance of employees to find out gaps of
employee performance.
• Wages or salary administration
• Employee benefits.
III. COMPENSATION
• Wages or salary administration – as prescribed
by the labor laws. Wages for workers or salary for
employees is the basic and primary thing for which
employee's work for an organization. Its
administration of salaries by HR managers is very
crucial function as financial implications and legal
compliance is involved.

• Employee benefits.
IV. MAINTENANCE/MOTIVATION

• Employee well-being
• Social security for employees
• Worker’s participation
• Providing good work-life balance
• Motivating employees
• Job rotation
• Maintaining HR records
• Human Resource Information
System
V. INTEGRATION

• Industrial relations
• employee discipline
• Grievance procedure
• Dispute settlement
• Collective bargaining
• Being a spokesman of
employees and organization
• Resolving conflicts among
employees
•
“I emphasize this – no matter how
good or successful you are,.”
ALICIA DELA ROSA-BALA, CSC Chairperson
“We must learn to work diligently and
to use our time and resources wisely.
This would show that we are
professional, committed, and sincere
in attending to the needs of the
public.”
ALICIA DELA ROSA-BALA, CSC Chairperson