HUMAN RESOURCE MANAGEMENT.? TOPIC:-

HRM IS AN ART WHICH MEANS: HRM IS AN ART WHICH MEANS: ATTRACT THE PEOPLE ATTRACT THE PEOPLE RETAIN THE PEOPLE RETAIN THE PEOPLE TRAIN THE PEOPLE TRAIN THE PEOPLE

HUMAN RESOURCE MANAGEMENT PROCESS. SUCCESS STARTS WITH PEOPLE.OUR PEOPLE ARE OUR MOST PRECIOUS ASSET.RESPECT FOR PEOPLE,THEIR IDEAS AND DIFFERENCES, IS THE ONLY PATH TO OUR SUSTAINABLE LONG-TERM GROWTH. SUCCESS STARTS WITH PEOPLE.OUR PEOPLE ARE OUR MOST PRECIOUS ASSET.RESPECT FOR PEOPLE,THEIR IDEAS AND DIFFERENCES, IS THE ONLY PATH TO OUR SUSTAINABLE LONG-TERM GROWTH.

WHY IS HRM IMPORTANT.? IT CAN BE A SIGNIFICANT SOURCE OF COMPETITIVE ADVANTAGE AS VARIOUS STUDIES HAVE CONCLUDED. IT CAN BE A SIGNIFICANT SOURCE OF COMPETITIVE ADVANTAGE AS VARIOUS STUDIES HAVE CONCLUDED. IMPORTANT PART OF ORGANIZATIONAL STRATEGIES. IMPORTANT PART OF ORGANIZATIONAL STRATEGIES. THE WAY ORGANIZATION TREAT THEIR PEOPLE. THE WAY ORGANIZATION TREAT THEIR PEOPLE.

IDENTIFYING AND SELECTING COMPETENT EMPLOYEES STAFFING STAFFING HUMAN RESOURCE PLANNING HUMAN RESOURCE PLANNING RECRUITMENT RECRUITMENT SELECTION SELECTION

STAFFING.? PROCESS THROUGH WHICH WE ATTRACT AND SELECT THE BEST PERSON FOR OUR COMPANY. PROCESS THROUGH WHICH WE ATTRACT AND SELECT THE BEST PERSON FOR OUR COMPANY. (1) HR PLANING (1) HR PLANING (2) RECRUITMENT (2) RECRUITMENT (3) SELECTION (3) SELECTION

HUMAN RESOURCES PLANNING.? HUMAN RESOURCE PLANNING IS THE PROCESS BY WHICH MANAGERS ENSURE THAT THEY HAVE THE RIGHT NUMBER AND KINDS OF CAPABLE PEOPLE IN THE RIGHT PLACES AND AT THE RIGHT TIME. HUMAN RESOURCE PLANNING IS THE PROCESS BY WHICH MANAGERS ENSURE THAT THEY HAVE THE RIGHT NUMBER AND KINDS OF CAPABLE PEOPLE IN THE RIGHT PLACES AND AT THE RIGHT TIME.

HR PLANNING STEPS.? CURRENT ASSESSMENT CURRENT ASSESSMENT MEETING FUTURE HR NEEDS MEETING FUTURE HR NEEDS

RECRUITMENT AND DECRUITMENT.? RECRUITMENT RECRUITMENT DECRUITMENT DECRUITMENT SELECTION.? SELECTION.?

PROVIDING EMPLOYEES WITH NEEDED SKILLS AND KNOWLEDGE. ORIENTATION ORIENTATION EMPLOYEE TRAINING EMPLOYEE TRAINING

ORIENTATION.? INTRODUCTION OF NEW COMERS WITH THE ORGANIZATION. THROUGH ORIENTATION WE TRY TO MAKE NEW COMERS FAMILIER TO THE ORGANIZATION. INTRODUCTION OF NEW COMERS WITH THE ORGANIZATION. THROUGH ORIENTATION WE TRY TO MAKE NEW COMERS FAMILIER TO THE ORGANIZATION. (1) WORK UNIT ORIENTATION (1) WORK UNIT ORIENTATION (2) ORG ORIENTATION (2) ORG ORIENTATION

EMPLOYEE TRANING.? TRANING IS PRESENT ORIENTED LEARNING. HERE THE EMPLOYEE IS PREPARED TO MEET THE REQUIREMENTS OF CURRENT JOB. TRANING IS PRESENT ORIENTED LEARNING. HERE THE EMPLOYEE IS PREPARED TO MEET THE REQUIREMENTS OF CURRENT JOB. (1) GENERAL TRANING (1) GENERAL TRANING (2) SPEACIFIC TRANING (2) SPEACIFIC TRANING

RETAINING COMPETENT HIGH PERFORMING EMPLOYEES.? PARTICULLARLY IN THIS ECONOMY PEOPLE ARE LIVING IN SURVIVAL ZONE SETTLING ATTAINABLE TARGETS. THOSE ARE IMPORTANT TO KEEPING UP MORAAL. PARTICULLARLY IN THIS ECONOMY PEOPLE ARE LIVING IN SURVIVAL ZONE SETTLING ATTAINABLE TARGETS. THOSE ARE IMPORTANT TO KEEPING UP MORAAL.

HRM ACTIVITIES. TWO HRM ACTIVITIES THAT PLAYS A ROLE IN THIS AREA ARE: TWO HRM ACTIVITIES THAT PLAYS A ROLE IN THIS AREA ARE: (1) MANAGING EMPLOYEES (1) MANAGING EMPLOYEES PERFORMANCE. PERFORMANCE. (2) DEVELOPING COMPANSATION & (2) DEVELOPING COMPANSATION & BENEFITS. BENEFITS.

MANAGING EMPLOYEES PERFORMANCE.? MANAGERS NEED TO KNOW WHETHER THEIR EMPLOYEES ARE PERFORMING THEIR JOBS EFFICIENTLY & EFFECTIVELY. MANAGERS NEED TO KNOW WHETHER THEIR EMPLOYEES ARE PERFORMING THEIR JOBS EFFICIENTLY & EFFECTIVELY. PERFORMANCE APPRAISAL PERFORMANCE APPRAISAL METHOD. METHOD.

COMPANSATION AND BENEFITS.? IT CAN HELP ATTRACT AND RETAIN COMPETENT AND TALENTED INDIVIDUALS. IT CAN HELP ATTRACT AND RETAIN COMPETENT AND TALENTED INDIVIDUALS. (1) BASE WAGES & SALARIES (1) BASE WAGES & SALARIES (2) SALARY AND WAGES ADD-ONS (2) SALARY AND WAGES ADD-ONS (3) INCENTIVE PAYMENTS (3) INCENTIVE PAYMENTS (4) SERVICES & BENEFITS (4) SERVICES & BENEFITS

CONTEMPORARY ISSUES IN HR MANAGING.? IN THESE DAYS MANAGERS ARE FACING SOME CONTEMPORARY HR ISSUES LIKE:- IN THESE DAYS MANAGERS ARE FACING SOME CONTEMPORARY HR ISSUES LIKE:- (1) MANAGING DOWNSIZING (1) MANAGING DOWNSIZING (2) MANAGING SEXUAL HARASSMENT (2) MANAGING SEXUAL HARASSMENT (3) MANAGING WORK LIFE BALANCE (3) MANAGING WORK LIFE BALANCE (4) CONTROLLINR HR COSTS (4) CONTROLLINR HR COSTS

DOWNSIZING.? IT IS PLANNED ELIMINATION OF JOBS IN AN ORG. IT IS HAPPENED WHEN AN ORG FACED WITH ECONOMIC RECESSION, DECLINING MARKET SHARE, TOO AGRESSIVE GROWTH, AND POOR MANAGED OPERATIONS. IT IS PLANNED ELIMINATION OF JOBS IN AN ORG. IT IS HAPPENED WHEN AN ORG FACED WITH ECONOMIC RECESSION, DECLINING MARKET SHARE, TOO AGRESSIVE GROWTH, AND POOR MANAGED OPERATIONS.

TIPS FOR MANAGING DOWNSIZING. COMMUNICATE OPENLY AND HONESTLY COMMUNICATE OPENLY AND HONESTLY INFORM THOSE BEING LET GO AS SOON AS POSSIBLE. INFORM THOSE BEING LET GO AS SOON AS POSSIBLE. EXPLAIN IMPACT OF LAYOFFS. EXPLAIN IMPACT OF LAYOFFS. OFFER INDIVIDUALIZED REASSURANCE OFFER INDIVIDUALIZED REASSURANCE CONTINUE TO COMMUNICATE, ESPECIALLY ONE-ON-ONE. CONTINUE TO COMMUNICATE, ESPECIALLY ONE-ON-ONE. REMAIN INVOLVED AND AVALIABLE. REMAIN INVOLVED AND AVALIABLE.

MANAGING SEXUAL HARASSMENT.? ANY UNWANTED ACTION OR ACTIVITY OF SEXUAL NATURE THAT EXPLICITLY OR IMPLICITLY EFFECTS ON INDIVIDUALS EMPLOYMENT, PERFORMANCE OR WORK ENVIRONMENT. ANY UNWANTED ACTION OR ACTIVITY OF SEXUAL NATURE THAT EXPLICITLY OR IMPLICITLY EFFECTS ON INDIVIDUALS EMPLOYMENT, PERFORMANCE OR WORK ENVIRONMENT.

MANAGING WORK LIFE BALANCE.? BENEFITS THAT ACCOMMODATE EMPLOYEES NEEDS FOR WORK LIFE BALANCE. BENEFITS THAT ACCOMMODATE EMPLOYEES NEEDS FOR WORK LIFE BALANCE.

CONTROLLING HR COSTS.? EMPLOYEE HEALTH CARE COSTS EMPLOYEE HEALTH CARE COSTS EMPLOYEE PENSION PLAN COSTS EMPLOYEE PENSION PLAN COSTS