1. IMPORTANCE OF
HRM

2. MEANING OF HRM
BASICALLY, HUMAN RESOURCE MANAGEMENT IS THE MANAGEMENT OF THE
EMPLOYEES OF AN ORGANIZATION. SIMPLY SPEAKING, IT IS PUTTING RIGHT
PEOPLE TO THE RIGHT TASK THEREBY MAKING MAXIMUM USE OF THE
EMPLOYEES' TALENT AND ABILITIES. IT DEALS WITH:-

3. HUMAN RESOURCE MANAGEMENT

4. IMPORTANCE OF HUMAN RESOURCE
MANAGEMENT
RECRUITMENT AND SELECTION
TRAINING
PERFORMANCE APPRAISAL
TRADE UNIONS
DEVELOPMENT

5. RECRUITMENT

6. RECRUITMENT
The process by which a job vacancy is identified and potential
employees are notified. MAIN FORMS OF RECRUITMENT THROUGH
ADVERTISING IN NEWSPAPERS, MAGAZINES, TRADE PAPERS AND
INTERNAL VACANCY LISTS.

7. SELECTION

8. SELECTION
The process of assessing candidates and
appointing a post holder. Applicants are short
listed and the only most suitable candidates are
get selected.

9. TRAINING

10. TRAINING
PROVIDES NEW SKILLS FOR THE EMPLOYEE
KEEPS THE EMPLOYEE UP TO DATE
WITH CHANGES IN THE FIELD
AIMS TO IMPROVE EFFICIENCY

11. PERFORMANCE APPRAISAL
(REWARD)

12. PERFORMANCE APPRAISAL
(REWARD)
THE SYSTEM OF PAY AND BENEFITS USED BY THE FIRM
TO REWARD WORKERS. HRM ENCOURAGES THE PEOPLE
WORKING IN AN ORGANISATION, TO WORK ACCORDING
TO THEIR POTENTIAL AND GIVES THEM SUGGESTIONS
THAT CAN HELP THEM TO BRING ABOUT IMPROVEMENT IN
IT.

13. TRADE UNIONS

14. TRADE UNIONS
CONTRIBUTES TO SMOOTH CHANGE MANAGEMENT AND LEADERSHIP. TRADE
UNIONS ARE FORMED TO PROTECT AND PROMOTE THE INTERESTS OF THEIR
MEMBERS. THEIR PRIMARY FUNCTION IS TO PROTECT THE INTERESTS OF
WORKERS AGAINST DISCRIMINATION AND UNFAIR LABOR PRACTICES.

15. DEVELOPMENT

16. DEVELOPMENT
DEVELOPING THE EMPLOYEE CAN BE REGARDED AS INVESINING A VALUABLE
ASSET. IT IS A SOURCE OF MOTIVATION. HRD IS THE INTEGRATED USE OF :-
TRAINING AND DEVELOPMENT,
ORGANISATIONAL DEVELOPMENT, AND
CAREER DEVELOPMENT TO IMPROVE INDIVIDUAL, GROUP AND ORGANISATIONAL
EFFECTIVENESS."

17. OTHER REASONS WHY THE HUMAN RESOURCES
DEPARTMENT IS IMPORTANT
COST SAVINGS
EMPLOYEE SATISFACTION
BUDGET CONTROL
QUALITY OF WORK LIFE
PROTECTION

18. HRM STAKEHOLDERS
SOCIETY
ORGANIZATION/OWNERS
EMPLOYEE

19. IMPORTANCE
HRM IS ALSO IMPORTANT BECAUSE IT INCLUDES EMPLOYMENT ISSUES LIKE:
DISCRIMINATION,
EQUAL EMPLOYMENT OPPORTUNITY
HARASSMENT
AFFIRMATIVE ACTION
DIVERSITY MANAGEMENT
OCCUPATIONAL HEALTH AND SAFETY
INDUSTRIAL RELATIONS

20. CONCLUSIONS
• HRM is at a strategic level
• Managers can formulate HR functions in a way that
facilitate business strategies
• It is a matter of fit between the HR choices and
business strategies.