Human resource (HR) department deals with wide range of activities from strategic planning level to the day

to day operations level.

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HRM is the activity of planning, organizing, directing, controlling and maintenance of people for the purpose of contribution to organizational, individual and social goals. -EDWIN B.RLIPPO Human---(the people) Resource---(the material provided for job) Management(the employees working )

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HR manager gets involved in the strategic planning process of the organization and identifies HR as a core competency of the organization.

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FORCASTING THE LABOUR RECRUITMENT

The HR manager holds the responsibility of forecasting the labour requirement of the organization in the future based on the future level of sales/production level of the organization. The labour forecast may identify the need for hiring or firing employees.

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RECRUITMENT: Recruitment is the process of creating a pool of potential candidates who can be employed to fill the vacancies.

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RECRUITMENT:

Advertising :Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists. Job description :Outline of the role of the job holder Person specification :Outline of the skills and qualities required of the post holder

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SELECTION:

Selection is the process by which the most suitable candidate is selected from the recruited pool of candidates. Selection is done by carrying out various types of tests and interviews. HR department/manager is responsible of selecting the most suitable employees to fill existing vacancies.

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SELECTION: Interview :Most common method Psychometric testing :Assessing the personality of the applicants will they fit in? Aptitude testing :Assessing the skills of applicants 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

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INDUCTION:

Induction is the process by which new employees are made familiarized with the organizational environment. Once the employees are selected they need to be introduced to other staff of the organization and they should be given necessary guidelines about the organizational culture and the procedures.

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TRAINING:

The need for training arises when the there is a gap between expected level of skills and the current level of skills of an employee. If there is a training need HR department has to design training programs and execute them.

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

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MOTIVATION :

HR manager is responsible of motivating employees to carry out their duties of a timely and accurate basis.
PERFORMANCE

APPRAISAL:

Employees performance are evaluated based on expected level and the actual level of the performance. HR department needs to design performance appraisal systems to appraise the employee performance on a fairly manner.

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EMPLOYEE REWARD :

Once the employee performance evaluation is done HR department needs to design good employee rewarding packages to reward well performing employees. These rewards could be of monetary or non monetary in nature.
The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays, etc
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MANAGING CARRIER GROWTH OF EMPLOYEES/PROMOTIONS:

HR department is responsible of managing the carrier growth of employees where they needs to promoted in the carrier ladder if they are suitable to fill existing vacancies in high ranks of the organizational structure. Developing the employee can be regarded as investing in a valuable asset A source of motivation A source of helping the employee fulfil potential

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MANAGING EMPLOYEE GRIEVANCE:

HR department needs to accept the grievance and complaints submitted by the employees about their problems. HR department need to listen to grievance and should come up with solutions to solve problems.

Firms cannot just sack workers. Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies

MANAGING REDUNDANCY

When the organization decides that they no longer need the service of certain employee they need to be sent to be given the redundancy notices and have to be paid the redundancy charges. HR department has to manage this process.

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