This presentation consist of 7 main important functions of Human Resource Management. It gives a brief information that how important Human Resources are in any organisation now a days.

1. WHAT IS HRM

2. MEANING OF HRM
Human Resource Management in simple words stands for managing the
employees of an organisation.
It is the process of putting right people to the right task thereby making
maximum use of the employees’ talent and abilities to achieve the desired
goals and objective.
DEFINITION OF HRM
Edwin Flippo defined HRM as “planning, organizing, directing, controlling of
procurement, development, compensation, integration , maintenance and
separation of human resources to the end that individual, organizational and
social objectives are achieved.”

3. FUNCTIONS OF HRM
HRM
Recruitment
and Selection
Induction
and
orientation
Training and
Development
Compensation
& Benefits
Safety and
Health
Employee
Engagement
Performance
Appraisals
In any organization, HRM is an
important function. An organisation
cannot build a good team of working
professionals without good Human
Resources. The key functions of the
Human Resources Management
(HRM) team include recruiting
people, training them, performance
appraisals, motivating employees as
well as workplace communication,
workplace safety, and much more.

4. RECRUITMENT & SELECTION
Recruitment is the process of
searching the candidates for
employment and stimulating them
to apply for jobs in the organization
whereas selection involves the
series of steps by which the
candidates are screened for
choosing the most suitable persons
for vacant posts.

5. INDUCTION & ORIENTATION
Induction and Orientation are the two
programs designed to provide new
joinee with the information they
require to function comfortably and
efficiently in the organisation.
Induction is the technique by which a
new employee is rehabilitated into his
surroundings and introduced to
practices, policies and purpose of the
organisation while,
Orientation is the process of
acquainting new employees with the
organisation easily and quickly.

6. TRAINING AND DEVELOPMENT
Training & Development is an
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.
NEED ANALYSIS
DEFINE
OBJECTIVES
SELECTION OF
TRAININING
METHODS
IMPLEMENTATION
EVALUATION AND
FOLLOW UP

7. COMENSATION AND BENEFITS
Compensation and benefits refers to the
compensation/salary and other monetary
and non-monetary benefits passed on by a
firm to its employees. It helps to keep the
employees motivated and brings the best out
of them at workplace.
Compensation wherein completely related to
the money which is being paid to an
employee i.e. salary, bonus, incentive etc.,
benefits on the other hand are the non-
monetary incentives given to employees, like
health benefits, mediclaim, yearly travel trips
etc. for which the employee doesn't have to
pay.
C&B
Basic Pay
Benefits
Perquisites
Allowance
Bonus
Incentives

8. EH&S
Product
Safety
Hazardous
Substance
Management
Dangerous
Goods
Management
Industrial
Hygiene &
Safety
Occupational
Health
Waste
Management
HEALTH, SAFETY AND SECURITY
For smooth functioning of an organization, the
employer has to ensure safety and security of his
employees. The terms health, safety and security
are closely related to each other.
• Health – refers to employees’ freedom from
illness and their general physical and mental well
being.
• Safety – protecting employees from injuries
caused by work-related accidents or diseases.
• Security - refers to protecting facilities and
equipments from unauthorized access and
protecting.

9. EMPLOYEE ENGAGEMENT
Employee engagement is the extent to which
employees feel passionate about their jobs, are
committed to the organization, and put
discretionary effort into their work.
Employees are divided in three parts on the basis
of their engagement level within the org. –
• Actively Engaged – Employees work with passion,
feel profound connection with the company, move
organization forward.
• Not-Engaged – Concentrated more on the task
rather than the goals and outcomes, putting time
but not energy.
• Actively Disengaged - Virtually against
everything, unhappy at work and sow seeds of
negativity at every opportunity, undermine work
of other engaged team members.

10. PERFORMANCE APPRAISAL
Performance Appraisal is the systematic
evaluation of the performance of employees and
to understand their abilities for further growth
and development. There so many advantages of a
systematic appraisal cycle like timely promotions,
compensation, employee development,
motivation etc.
According to Dale Yoder, ''Performance appraisal
includes all formal procedures used to evaluate
personalities and contributions and potentials of
group members in a working organisation. It is a
continuous process to secure information
necessary for making correct and objective
decisions on employees."