By: K. Venkat Swamy M.B.A., B.Ed., (ICWAI) Accounting and Business Studies Faculty

1. K.VenkatSwamy, M.B.A., B.Ed., (ICWAI) $ 2013 UNIT – 6 HUMAN RESOURCE • By: K. VenkatSwamy • M.B.A., B.Ed., (ICWAI) • Accounting and Business Studies Faculty • swamybks1@gmail.com • Ph. 009609973472 • 00918686993227

2. Definition ‘The company department charged with finding, screening, recruiting and training job applicants, as well as administering employee-benefit programs’ ‘The division of a company that is focused on activities relating to employees. These activities normally include recruiting and hiring of new employees, orientation and training of current employees, employee benefits, and retention’

3. What is HRM? ‘HRM is a process of acquiring, training, appraising, and compensating employees and attending to their labour relations, health and safety and fairness concern’

4. Objectives of HR

5. Objectives of HR To help organization attain its goals by providing well trained and well motivated employees. To employ the skills and knowledge of employees efficiently and effectively, i.e., to utilize HR effectively.

6. Objectives of HR To enhance job satisfaction of employees by encouraging and assisting every employee to realize his full potential To maintain high morale and good HR within the organization. To bring about maximum development of individuals by proving opportunities for training and development.

7. Importance of HR As managers none of us would like the following mistakes. To hire the wrong person for the job. To experience high turnover. To waste time with countless and useless interviews. To commit any unfair labor practices. To allow lack of training to under mine your department’s effectiveness.

8. Recruitment The process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated and subject to employment law. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

9. Job description –out line of the role of the job holder Person specification –out line of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form, letter or curriculum vitae(CV)

10. Selection The process of assessing candidates and appointing a post holder Applicants shortlisted–most suitable candidates selected Selection process–varies according to organisation:

11. Interview–most common method Psychometric testing–assessing the personality of the applicants–will they fit in? Aptitude testing–assessing the skills of applicants

12. In-tray exercise–activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer. Presentation–looking for different skills as well as the ideas of the candidate.

13. Induction First step to wards gaining an employees commitment, it is aimed at introducing the job and organization to the recruit and him or her to the organization. It involves orientation and training of the employee in the organizational culture, and showing how he or she is interconnected to (and interdependent on) everyone else in the organization.

14. Training Provides new skills for the employee Keeps the employee up to date with changes in the field Aims to improve efficiency Can be external or‘in-house’

15. Motivation

16. Motivation ‘the act or process of stimulating to action, providing an incentive or motive, especially for an act’ In other word I can define that as an act of creating a desire or willingness to work.

17. Importance of Motivation * Puts human resources into action * Improves level of efficiency of employees *Leads to achievement of organizational goals * Builds friendly relationship * Leads to stability of workforce

18. THANK YOU