HUMAN RESOURCE MANAGEMENT (HRM)

• HRM CONCEPTS AND PHILOSOPHY

• HRM FUNCTION
• HRM RESOURCE PLANNING
• RECRUITMENT AND SELECTION
• JOB ANALYSIS
• MANPOWER SEARCH AND INDUCTION
HUMAN RESOURCE MANAGEMENT
• Is a term used to describe formal systems devised for the
management of the people within an organization and their main
responsibility is to fall into major areas like employee compensation
and benefits staffing etc
ROLES OF HRM IN STRATEGIC MANAGEMENT
• Strategising and formulating plans
• Recruitment and Selection
• Organisational development
• Coordinating employee benefits
• Training and skill development of employees
• Proper orientation and induction of employees
• HIRING AND FIRING!!!!!!!
SELECTION
• Selection is the process of choosing from a pool of applicants the
person or persons who offer the greatest performance potential
• A device can be viewed as a tool or a method used to accomplish
work at hand
• A selection device is a method or a tool used by human resource
managers to choose a suitable candidate for a particular vacant
position in the company
EXAMPLES OF SELECTION DEVICES
• Preliminary screening
• Application Forms•
• Performance Simulations and assessment•
• Interviews•
• Written Tests•
• Background Investigations•
• Physical examinations
• Verification of application data
• Reference checks and cultural fitness:
• Placements and vetting candidates
ASSIGNMENT
• LIST THE ADVANTAGES AND DISADVANTAGES OF EACH SELECTION
DEVICE.
JOB
DEFINATION
“A job is an activity often regulary and often performed in exchange of
payment or a logically related group of work functions of the same
level of responsibility and difficulty which are required to be
performed by one employee or by a group of similarly qualified
employees”.It can also be called an occupation.
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. The Job; not the person
• An important concept of Job Analysis is that the analysis is conducted of
the Job, not the person. While Job Analysis data may be collected from
incumbents through interviews or questionnaires, the product of the
analysis is a description or specifications of the job, not a description of the
person.
• A study of what workers do on the job and what competences are
necessary to do it, what resources are used in doing it and the conditions
under which it is done.
JOB DESCRIPTION
• A job description is a document that describes the general tasks or other related duties
and responsibilities of a position
• A job description identifies the essential functions of the job
and provides information concerning the duties and responsibilities contained in a job.
• It consists of analyzing the activities that an employee performs; the tools, equipment,
and work aids that the employee uses; and the working conditions under which the
activities are performed.
• It is prepared primarily for defining duties and responsibilities and for job evaluation
 It is an internal document that clearly states the essential job requirements
 It is also useful for such purposes as organization analysis, recruitment, employee
 placement, performance appraisal and training and development.
 An example of an accounting job description an accountant
JOB DESCRIPTION
It is for
• • Identification
• • Job summary
• • Duties and responsibilities
• • Job specification
JOB SPECIFICATION
 A job specification identifies the minimum acceptable qualifications
required for an employee to perform the job adequately.
 Job specification is a statement of the essential components of a job
class including a summary of the work to be performed and
responsibilities and objectives
• General qualification requirements
• Educational and professional requirements