Human Resource Management

1. Human Resource Management

2. Human Resource Management The integration of all processes, programs, and systems in an organization that will ensure the staff are acquired and used in an effective way. It is the organizational function that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.

3. Human Resources Management

4. Factors That Determine HR Plans Figure 2–3

5. Benefits of HR Planning • Better view of the HR dimensions of business decisions • Lower HR costs through better HR management. • More timely recruitment for anticipated HR needs • More inclusion of protected groups through planned increases in workforce diversity. • Better development of managerial talent

6. Human Resource Management In India, the booming economy and the growth of sectors like Software, ITES, Retail, Banking, Insurance, Financial services along with the increasing investment plans of manufacturing companies, infrastructure companies, and expected investments into Agriculture & Rural areas have opened a wide variety of opportunities in Human Resource Management.

7. Key Learning Areas • Strategic Organization Structure • Leadership and Empowerment • Managing Conflicts • Grievance Handling Disciplinary Action • Managerial Effectiveness

8. Career • HR Manager / HR Executive • Recruitment Manager / Executive • Admin / Facilities Executive • Admin / Facilities Manager • Training Manager • Industrial / Labor Relations Manager • Pay Roll / Compensation Manager • Performance Management Manager

9. Industry • Software Services / IT Enabled Services • Recruitment Services Firms • Auto Ancillary • Cement/Construction/Metals/Steel/Iron • Banking / Financial Services • FMCG/Foods/Beverages • Telecom / ISP • Airlines/Hotels/Hospitality /Travel

10. Training and Development

11. What is training? • Training refers to a planned effort by a company to facilitate employees’ learning of job-related competencies. • The goal of training is for employees to • master the knowledge, skill, and behaviors emphasized in training programs, and • apply them to their day-to-day activities

12. Training Design Process Ensuring Employees’ Readiness for Training Creating a Learning Environment Conducting Needs Assessment Developing an Evaluation Plan Ensuring Transfer of Training Monitor and Evaluate the Program Select Training Method

13. Training and Development • Training = Altering behavior • Development = Increasing knowledge • Learning = Permanent change in behavior

14. Reasons for Training • Turnover • Change in program • Needs of organization or personnel • Cost effectiveness • Employee promotion and advancement

15. Results or Outcomes • Increase in quality and quantity of work performance • Decrease in accidents • Increase in knowledge, skills attitudes • Decrease in costs of management • Decrease in absenteeism and turnover rates • Increase in job satisfaction - production

16. Training and Development Training becomes all the more important in view of the constantly changing nature of business. Employees who are in tune with the latest developments can help take their company forward. On the other hand, a lack of proper commitment to the training needs of its employees can hinder an organization’s progress.

17. Key Learning & Application Areas: ·Human Resource Development ·Training and Development ·Determine Training Objectives ·Selecting Training Strategies ·Training Methods ·Evaluation of Training and Development ·Principles of evaluation ·Stages of Evaluation • Evaluation methods

18. Career Corporate oHR Department oOD Department o Training And Development Department IT Industry Management Consultant