Topic: Activities and role of human

resources management
Presentation by SirVijay Kumar
And
Muhammad Zohaib (Bem-25156)

Activities of HRM:
1:Strategic HR Planning and Analysis
HR Planning
Job Analysis : Information is the basic material used by an
industry for many kinds of job related planning. Nature of
job information varies from industry to industry, from
department to department and from purpose to purpose.
Information used for job analysis must be accurate, timely
and tailor made. According to N.R Chatterjee, job analysis is
the process of determining by observation and study and
reporting pertinent information related to the nature of a
specific job. Dale Yoder defined as the method used to
determine what types of manpower are needed to perform
the jobs of the organization.

2. Equal Employment
Opportunity (EEO)
- Compliance
- Diversity
- Affirmative Action

Job Analysis
Recruiting : Recruiting is a linking function joining together
those with jobs to fill and those seeking jobs. It is a joining
process in that it tries to bring together job seekers and
employer with a view to encourages the former to apply for
a job with the latter. The objective of recruitment is to
develop a group of potentially qualified people. To this end,
the organization must project the position in such a way that
job seekers respond. To be cost effective, the recruitment
process should attract qualified applicants and provide
enough information for non qualified persons to self select
themselves out.
Selection : To select is to choose. Selection is a screening
process. It is the process of picking individuals who have
relevant qualifications to fill jobs in an organization. The
basic purpose is to choose the individuals who can most
successfully perform the job from the pool of qualified
candidates. Selection starts after the recruitment process is
over and job application has been received.

4. Paperwork and Orientation

5. Training and Development
Orientation
Training : Training involves the change of skills, knowledge,
attitudes, or behavior of employees. Although training is
similar to development in the methods used to affect
learning, they differ in time frames. Training is more
present-day oriented, its focus is on individual current jobs,
enhancing hose specific skills and abilities to immediately
perform their jobs. Training is job specific and is designed to
make employees more effective in their current job.
Employee development, on the other hand, generally
focuses on future jobs in the organization.
- Employee Development
- Career Planning
- Performance Management

6. Compensation and Benefits

- Wages /Salary /Administration
- Incentives
- Benefits

7. Performance Appraisal : After an employee has worked on

a job for a period of time, his performance should be
evaluated. Performance evaluation is the process of
deciding how an employee does his job. Performance here
refers to the degree of accomplishment of the tasks that
make up an employees job. It indicates how well an
individual is fulfilling the job requirements.

8. Health, Safety, & Security

- Health
- Safety
- Security
9. Managing Legal Issues
- HR Policies
- Employee rights and Privacy
- Union/ Management Relation
- Company policies and legal issues

Role of HRM:
The human resources management 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.
In this way, HR professionals are consultants, not workers in
an isolated business function; they advise managers on
many issues related to employees and how they help the
organization achieve its goals.
Commitment Building
HR professionals also suggest strategies for increasing
employee commitment to the organization. This begins with
using the recruiting process or matching employees with the
right positions according to their qualifications. Once hired,
employees must be committed to their jobs and feel
challenged throughout the year by their manager.

Building Capacity
An HRM team helps a business develop a competitive
advantage, which involves building the capacity of the
company so it can offer a unique set of goods or services to
its customers. To build the an effective human resources,
private companies compete with each other in a "war for
talent." It's not just about hiring talent; this game is about
keeping people and helping them grow and stay committed
over the long term.
Collaboration
At all levels of the organization, managers and HR
professionals work together to develop employees' skills.
For example, HR professionals advise managers and
supervisors how to assign employees to different roles in
the organization, thereby helping the organization adapt
successfully to its environment. In a flexible organization,
employees are shifted around to different business functions
based on business priorities and employee preferences