presentation definition in hrm

HR presentation: The all-in-one guide

Boost your HR skills with our definitive guide to HR presentation. Learn to create engaging slides, foster talent acquisition and improve productivity

Sahul Hameed

Building presentations

Ever felt stuck with how to carry out a flawless HR presentation that not only informs but also engages? Hey, you're not alone! This guide is your go-to resource for nailing that HR presentation, impressing your audience, and truly making a difference within your organization. Buckle up as we embark on this informational journey.

Let's be honest,  HR presentations are a cornerstone of modern HR management. They can be a hit or a miss depending on various elements. But worry not! This guide will delve deep into all aspects to help you prepare the best HR presentation of your career. Let's jump right in!

Key roles and responsibilities of HR in an organization

Before we even touch on the high-impact world of HR presentations, it's crucial to lay down some fundamentals. Let's get to know the unsung heroes of any organization: the HR department. What makes them tick? What challenges do they tackle every day?

What does HR do?

HR isn't just a department; it's the backbone of an organization.

They wear many hats, starting with recruitment , where they scour the talent pool to bring in the best fit for the company. Following recruitment, the HR team shifts its focus to onboarding , which is all about integrating new hires into the company culture and operations.

Compensation and benefits are next on the list, comprising both financial rewards and non-monetary perks that help retain valuable employees. HR also takes the lead in fostering employee relations to ensure a positive and productive work environment.

Last but certainly not least, they spearhead training and development initiatives to equip employees for future roles and responsibilities.

Here is a guide on recruitment presentation .

I am convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies. - Lawrence Bossidy

What is an HR presentation? (HR management presentation)

An HR presentation is not your run-of-the-mill PowerPoint. It's an essential tool for HR professionals to communicate various HR initiatives, processes, and metrics in an organized and engaging manner. If done professionally, it can hold the attention of your audience and effectively deliver your key messages.

Common presentations prepared by HR

Ah, presentations—the bread and butter of corporate communication.

But wait, don't yawn just yet!

When it comes to HR, presentations are far more than a set of slides; they're dynamic tools that serve a plethora of purposes. They’re the vehicles HR professionals use to download key information into the minds of employees and management. From introducing new hires to the company culture to navigating the intricate web of HR metrics, these presentations are vital cogs in the organizational machine.

Let's break down the "Oscars" of HR presentations, shall we?

Employee onboarding presentations

Imagine the first day at a new job. Exciting yet nerve-wracking, right? Employee onboarding presentations are like the welcome mat at the front door. They cover the company's history, values, and workplace safety, setting the tone for a newbie's journey.

Company culture presentations

If your organization has a personality, this is where it shines. Company culture presentations dig deep into what makes your workplace tick—its mission, values, and environment. It's like a backstage pass into the ethos of the company.

HR strategy presentations

Pop quiz: Who listens to the HR strategy presentations ? That's right—senior leadership. Here, you lay out your grand plan for the year, complete with all the nitty-gritty details on workforce trends and best practices. Consider it your HR manifesto.

Performance management presentations

Alright, managers, gather around. This one's for you. These presentations teach you how to set goals, conduct performance reviews, and give constructive feedback. In other words, they're the rulebook for how to keep your team in top shape.

Training and development presentations

Who doesn't love leveling up? These presentations focus on the XP points of the corporate world—training and development opportunities. They cover everything from training resources to tailored development plans.

Benefits presentations

Ah, the siren call of "perks." Benefits presentations are detailed brochures of what the company offers besides a paycheck. Health insurance, retirement plans, and oh-so-precious PTO—it's all here.

Diversity and inclusion presentations

In a world where diversity and inclusion aren't just buzzwords but necessities, these presentations are the HR equivalent of a TED Talk. They cover unconscious bias, microaggressions, and how to be a good ally.

Employee engagement presentations

Feel like your team's morale needs a boost? These presentations get down to the brass tacks of what keeps employees ticking, from satisfaction surveys to recognition programs.

Change management presentations

Change is the only constant, they say. Well, these presentations are your guidebook on how to manage it. They cover the process of change, effective communication strategies, and employee support mechanisms.

So why are these presentations so pivotal? First off, they're informative, chock-full of valuable information that guides employees and management alike. Secondly, they're strategic, aligning HR department goals with organizational objectives. And don't forget engagement; a well-structured presentation can hold the attention of your audience, facilitating a better understanding and retention of crucial data. If you're an HR professional, you know the magic isn't just in the message but also in how you deliver it.

How to structure an effective HR presentation

An effective HR presentation is not just about stuffing slides with bullet points and charts. It requires a well-thought-out structure.

Not all HR presentations are created equal. Depending on the type, the architecture of your PowerPoint can be as different as chalk and cheese. You wouldn't bring a spatula to a swordfight, would you? Similarly, the structure for a new-hire onboarding presentation is going to look quite different from, say, an HR Strategy Presentation .

Presentation types dictate structure

First things first—your presentation's structure must be tailored to its purpose. For instance, a New hire onboarding presentation should include slides on the company overview, employee policies, code of conduct, and other foundational elements that guide a new employee's journey.

On the other hand, HR strategy presentations are like the "financial quarter reports" of the HR world. Your audience is typically the top brass, and you're expected to present slides related to budgets, future hiring projections, and workforce trends. Don't forget those important charts and graphs that visualize your strategic aims and KPIs.

And let's not overlook Employee benefits presentations . These require slides discussing employee perks, healthcare plans, retirement benefits, and paid time off. In a way, you're acting like a salesperson, making the "benefits" package as enticing as possible to your internal audience.

Feel like diving deeper? Navigate to the specific HR presentation types linked above to explore the unique structure for each.

Tips for crafting awesome slides

Whether you're laying out the corporate welcome mat or spilling the company's future tea, your slides need to be top-notch. Here's how you can polish them:

• Design : Make use of high-quality, brand-approved designs. Your slides should be visually engaging without being overwhelming.
• Font & text : Choose readable fonts and keep your text crisp and to the point. Remember, less is often more.
• Visual elements : Spice up your slides with charts, graphs, and other visual aids. These can serve to break up the text and make your points more digestible.
• Customize : Adapt your slides to your audience's specific needs and expectations. Whether you're speaking to new hires or senior execs, tailor your content accordingly.

If the thought of crafting these different types of presentations seems daunting, take a breath. Prezent has got you covered. With features like real-time sharing, a variety of storylines, and brand-approved designs, Prezent streamlines the presentation-making process. You can create tailored, impactful presentations that resonate with your audience, saving time and ensuring brand consistency.

Do's and don'ts of an HR presentation

Before you dash off to dazzle your audience, let's tap the brakes for a sec and chat about some road signs on your presentation highway—your do's and don'ts. Trust me, understanding these can make the difference between an ovation and a snooze-fest.

• Rehearse : Knowing your material inside-out will make you a confident presenter. Your audience will thank you for it.
• Use templates : A well-designed PowerPoint template can save you time and ensure consistency. And if you're looking for the crème de la crème of templates, platforms like Prezent offer a wide range of brand-approved options.
• Engage your audience : Use interactive elements like polls or Q&A sessions to break the fourth wall and get your audience involved.
• Provide feedback : Encourage the audience to share their thoughts and opinions. Constructive dialogue only adds value.

Don'ts

• Avoid overloading slides : Too much information can be overwhelming. Aim for clarity, not confusion.
• Don't read from the slides : This isn't storytime at the library. Your audience can read; they're looking to you for elaboration.
• Steer clear of jargon : Unless you're trying to win a corporate buzzword bingo game, keep it simple.
• No last-minute changes : Spontaneity may spice up a first date but can derail a presentation. Stick to the plan.

Remember, even the fanciest slides won't save you if you're not prepared. Preparation is key! So, go ahead and knock 'em dead, but not literally, okay?

Summarizing key takeaways

HR presentations can make or break your credibility in the department. And no, this isn't an episode of a reality TV show, although the drama levels might feel similar. From the structure to the visual elements and engagement strategies, every aspect plays a vital role.

Frequently asked questions

1. what presentation tools can hr managers use to streamline their workflow.

HR managers have an array of presentation tools at their disposal. For traditionalists who are comfortable with PowerPoints , Microsoft's offering remains a stalwart choice. For those looking for real-time collaboration, Google Slides is an excellent option. Don't forget Keynote for Apple aficionados. Additionally, platforms like Prezent specialize in providing editable slide templates that help HR professionals save time and maintain brand consistency.

2. How do I choose the right diagrams and graphics for my HR presentation?

Choosing the right diagrams and graphics is essential for capturing your audience's attention and conveying information effectively. A rule of thumb is to use diagrams that simplify complex processes or relationships, making them easier to understand. Diagrams can be especially useful in HR projects that involve workflow processes or organizational hierarchies. Presentation graphics should align with the overall theme and should serve to illustrate or emphasize key points rather than distract.

3. What are some best practices for virtual HR presentations?

Virtual presentations have their own set of challenges, from ensuring everyone can connect to engaging an audience you can't see. First, make sure all your slides are easily viewable in a digital format—this may mean limiting text and focusing more on visual elements. Use interactive features like polls or Q&A sessions to engage your audience. Remember, you're not just sharing information; you're facilitating a conversation. Don't underestimate the power of a well-placed pause or the use of humor to keep people engaged. Virtual tools also offer the advantage of being able to record and distribute the presentation for later viewing.

4. How can a PPT dashboard help HR leaders in employee evaluation?

PowerPoint (PPT) dashboards are invaluable tools that empower HR leaders to track key performance indicators (KPIs) relevant to employee evaluation. For instance, a well-designed dashboard can display productivity metrics, attendance records, and even results from periodic assessments. When you're presenting this data, especially in annual meetings with other department heads or the CFO, it helps to have all these essential metrics showcased in one easily digestible format.

5. How can design teams incorporate SHRM guidelines into new employee onboarding decks?

The Society for Human Resource Management (SHRM) provides a host of guidelines that can be invaluable in the HR area, especially when it comes to new employee onboarding. Design teams can create onboarding decks that incorporate SHRM's recommendations for legal compliance, employee engagement, and benefits information. This not only ensures that the deck covers all the bases but also meets team needs for compliance and quality engagement.

Here is a comprehensive guide on roles and responsibilities presentation .

Create your HR presentation with Prezent

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‍ Some features that might interest you!

• Audience preferences: Create a professional presentation tailored to your audience.
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So why settle for less when you can have the best? With Prezent, your HR presentation will be nothing short of a masterpiece.

There you go, folks! Hopefully, you've been armed with the info you need to wow your audience. Now, go out there and make some HR magic happen—or at least a PowerPoint that won't put people to sleep. Cheers!

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How To Design a Compelling Human Resource Management PPT

HR Presentation HRM PPT Presentation Agency

A Human Resource Management PPT is a key digital document that businesses use every day. It guides HR staff and managers on employee issues, helping everyone understand their roles better and handle employee matters the right way. In it, you'll find details on hiring, training, pay rules, and more. This comprehensive guide will show you what to include in an HR PPT and how to make it engaging, with great examples. Before you begin the design process, remember to consider using these important presentation design rules - the 5/5/5 Rule and the 10/20/30 Rule .

What is a Human Resource Management PPT?

A Human Resources Management PPT (PowerPoint Presentation), sometimes also called a HRM PPT or HR presentation, is like a digital slideshow used by companies. It helps explain the rules and policies about employees, such as hiring, training, pay, and benefits. Think of it as a guidebook that helps both managers and workers understand how things work in their company. The slides typically contain information in the form of pictures, infographics, charts, or bullet points to make the information easy to grasp.

Why is a Human Resource Management PPT important?

A Human Resource Management PPT is vital because it provides a clear overview of HR practices and policies. It serves as a guide for both new and existing employees, helping them understand their roles, rights, and benefits. Through visuals and concise information, these presentations make complex topics accessible and easy to grasp. Whether it's about onboarding, benefits, or company culture, a well-crafted PPT ensures everyone is on the same page.

A well-made Human Resource Management PPT can help everyone in a company understand their rights and responsibilities, making the workplace more organized and fair. It's a tool that brings clarity to complex topics. By offering a consistent message about the company's values and expectations, it also fosters a positive work environment and promotes trust between employees and management.

What Are The Functions of a Human Resource Management PPT?

A Human Resources Management PPT serves multiple functions in an organisation, aiding both HR professionals and other stakeholders. Here are some of its key functions:

Teaching Tool

You can use an HR presentation to teach employees, management, and sometimes even external stakeholders about HR policies, practices, and initiatives. It can cover a range of topics, from employee benefits to company culture.

Training and Development

HR PPTs are often used in training sessions to introduce new policies or to onboard new employees. They may also serve to update current staff on changes within the company.

Strategic Planning

A Human Resource Management PPT can be utilized to outline long-term HR objectives and strategies, helping to align HR practices with organisational goals.

Communication

A well-crafted HR presentation can be used for effective communication, summarizing key HR concepts in an easy-to-understand format for all members of an organisation.

Performance Metrics

A Human Resource Management PPT may display performance analytics, KPIs (Key Performance Indicators), and other data, helping to evaluate both individual and departmental performance.

Compliance and Regulations

HR presentations are often used to educate staff about legal requirements and company rules and regulations, including employee rights, obligations, and codes of conduct, thus ensuring organisational compliance.

Employee Engagement

A Human Resource Management PPT plays a big role in effective employee engagement. Here, you can incorporate plans for team-building activities, feedback platforms, and personal growth opportunities. All of these are beneficial to, and, for employees.

Conflict Resolution or Conflict Management

By outlining policies and strategies for conflict resolution or conflict management, your Human Resource Management PPT can serve as a handbook for managers and employees alike, giving them the right tools to resolve conflicts constructively.

Allocation of Resources

An HRM PPT can be used to effectively outline how resources, including human capital, will be allocated across various projects or departments.

Decision-making

Well-prepared HR PPTs can serve as an aid in decision-making processes, offering a visual representation of key data and insights that can be referred to during managerial discussions.

In essence, a Human Resource Management PPT is a multifunctional tool that facilitates education, communication, and strategic alignment within an organisation.

Common but Vital Human Resource Management PPT Topics

An engaging Human Resource Management PPT is about more than just recruitment and benefits; it dives into the heart of the company culture. This involves discussing important HR presentation topics like employee onboarding, employee benefits, legal compliance, diversity and inclusion, and workplace health and safety. Each of these topics forms a crucial part of your HR PPT, showcasing the values your company holds dear and how it fosters a positive, safe, and lawful workplace. Let's break down these important HR presentation topics further.

Employee Onboarding or Orientation

Employee onboarding or orientation is a welcome guide for when a new person joins. It covers the basics like company rules and who's who. It also has helpful information like good lunch spots nearby, the closest pharmacies and hospitals, etc. It's all about helping new employees settle in quickly and confidently.

Employee Benefits

The Employee Benefits presentation is like opening a treasure chest of perks that come with the job. Besides the basics like salary, you go into detail about other compensations. This could include health and dental insurance, retirement plans, and maybe even some extra goodies like free gym memberships or company discounts if the company offers these. It’s simply a picture of how the company rewards and looks after its employees.

Legal Compliance

Legal compliance might seem dry but is a must-have in HR presentation topics. Your Human Resource Management PPT should thoroughly outline the laws and regulations that the company must follow. It lists the laws the company follows, from labor rules to industry standards. It's about making sure everything's above board and that both the company and its people are protected.

Workplace Health and Safety

Workplace health and safety is another vital segment among HR presentation topics. In your Human Resource Management PPT, this section talks about how the company keeps its employees safe. It dives into guidelines, training, and safety practices. It assures people that their health and well-being are top priorities.

Diversity and Inclusion

In a Human Resource Management PPT, the topic of diversity and inclusion is crucial. Here, the spotlight is on valuing everyone, no matter their background or beliefs. It's about celebrating what makes each person unique and ensuring the workplace is welcoming for all. This might mention policies, training, and groups that champion diversity.

Conflict Resolution

Conflict resolution is a common HR presentation topic, and including it in a Human Resources Management PPT is mandatory. Everyone doesn't always agree, and that's okay. This section covers how the company handles disagreements and promotes healthy communication. It emphasizes solving problems in a positive way and keeping trust intact.

10 Key Design Principles To Follow For A Great Human Resource Management PPT

When creating a Human Resource Management PPT, there are several design principles you can follow to make it more compelling:

1. Simplicity

An effective presentation is easy to digest. Overloading slides with text or complex terms can distract and confuse. Instead, aim for simplicity. Use straightforward language and limit your content on each slide. This approach lets your audience zero in on essential points, making your presentation more effective and memorable.

2. Visual Appeal

A picture is worth a thousand words. Spice up your presentation with relevant visuals like images, charts, or graphs. These visuals break monotony, clarify complex ideas, and enhance engagement. And remember colour matters! Choose hues that align with and accentuate your content, ensuring visual harmony from start to finish.

3. Logical Organisation

Every great story has a beginning, middle, and end. Similarly, your presentation should have a defined structure. Start with an introduction that sets the stage, dive deep into your subject in the main body, and wrap up with a solid conclusion. Using clear headings and subpoints can also make your content more navigable, ensuring the audience remains oriented and engaged.

4. Consistency

Consistent design echoes professionalism. By using a uniform font, colour palette, and layout, you craft a seamless visual experience. This unified look eliminates distractions, allowing your audience to focus purely on the content.

5. Legibility

It's vital that everyone, from the front row to the last, can read your slides. Use fonts that are easily readable and size your text appropriately. If people struggle to see, they'll quickly lose interest.

A well-paced presentation captivates. Arrange your slides so there's a natural progression from one point to the next, creating a cohesive narrative. A smooth flow not only aids understanding but also keeps attention levels high throughout.

7. Highlight

Some points deserve extra attention. Whether using bold fonts, colour variations, or unique designs, spotlighting essential content ensures it sticks in your audience's mind, emphasizing what truly matters.

8. Engagement

A two-way conversation is always more compelling than a monologue. By weaving in interactive segments—be it quizzes, Q&A rounds, or discussion prompts—you invite audience participation. This active involvement makes your presentation lively, memorable, and impactful.

9. Accessibility

Inclusivity is key. Ensure every member, regardless of their abilities, can access your presentation. Incorporate alt texts for visuals and provide transcripts or captions for any audio or video. Such efforts ensure nobody feels left out and can fully engage with your content.

10. Relevance

Every piece of information in your presentation should serve a purpose. If a slide doesn't add value or enrich understanding, consider removing it. By focusing on relevancy, you respect your audience's time and make sure they leave with meaningful insights.

Remember, these are general design principles, and you can adapt them based on your specific audience and content. By following these guidelines, you can create a compelling HR PPT that effectively communicates your message.

Using Professional Presentation Design Services

When creating a Human Resource Management PPT, quality matters. The visual appeal, flow, and information quality will all contribute to how your audience perceives your presentation. While the above steps can guide you in creating an effective presentation, there are professionals who specialize in this field and can take your HR PPT to the next level.

Deck Sherpa: The Best Agency for Presentation Design Services

Deck Sherpa is a presentation design services agency with years of experience in designing human resources presentations for companies across various industries in India. We offer customization to fit your unique needs, ensuring consistency with your brand’s image and message. With extensive experience in the field, we understand what works in an HR PPT and can enhance your presentation’s effectiveness. Deck Sherpa takes the burden of creating a professional-looking Human Resources Management PPT, among other kinds of presentations, off your shoulders, allowing you to focus on other essential tasks. We ensure that every slide in your HR PPT is polished and professional, and conveys your message clearly.

If you’re ready to take your Human Resources Management PPT to the next level, contact Deck Sherpa today and let our expertise make your next HR presentation extraordinary.

Reach out via email - [email protected] or call us at 1800 121 5955 (India) to speak to one of our project managers. Whether you're in Goa or anywhere in India, we’re here to guide you to success.

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Revamp your hr strategy: human resources management ppt.

Human Resource Management: Definition, Objectives, Features, Functions, Process, Importance, Difference

• Post author: Anuj Kumar
• Post published: 21 March 2022
• Post category: Human Resource Management
• Post comments: 1 Comment

Table of Contents

• 1 What is Human Resource Management?
• 2 Definition of Human Resource Management
• 3 Difference Between Personnel Management and HRM
• 4.1 Societal Objectives
• 4.2 Organizational Objectives
• 4.3 Functional Objectives
• 4.4 Personal Objectives
• 5.1 People Oriented
• 5.2 Individual Oriented
• 5.3 Continuous Function
• 5.4 Pervasive Function
• 5.5 Challenging Function
• 5.6 Based on Human Relations
• 6.1 Managerial Functions
• 6.2 Operative Functions
• 6.3 Advisory Functions of HRM
• 7.1 Acquisition Function
• 7.2 Development Function
• 7.3 Motivation Function
• 7.4 Maintenance Function
• 8.1 Future Personnel Needs
• 8.2 Part of Strategic Planning
• 8.3 Creating Highly Talented Personnel
• 8.4 International Strategies
• 8.5 Foundation for Personnel Functions
• 8.6 Increasing Investments in Human Resources
• 8.7 Resistance to Change
• 8.8 Uniting the Viewpoint of Line and Staff Managers
• 8.9 Succession Planning
• 8.10 Other Benefits
• 9.1 What is Human Resource Management Meaning?
• 9.2 What are the definitions of human resource management?
• 9.3 What are the objectives of human resource management?
• 9.4 What are HRP and its features?
• 9.5 What are the 3 major HR functions?

What is Human Resource Management?

Human Resource Management is the planning organizing , directing , and controlling of the procurement, developments, compensation , integration and maintenance, and separation of human resources to the end that individual, organizational and societal objectives are accomplished.

Human resources management is a management function concerned with hiring, motivating, and maintaining people in an organization. It focuses on people in organizations. Human resource management is designing management systems to ensure that human talent is used efficiently and effectively to accomplish organizational goals.

Human Resource Management can be defined as that field of management that has to do with planning, organizing, and controlling the functions of procuring, developing, maintaining, and utilizing a labor force such that:

• Objectives for which the company is established are attained economically and effectively.
• Objectives of all levels of personnel are served to the highest possible degree.
• Objectives of the society are duly considered and served.

The process of human resources management is the systematic planning, development, and control of a network of interrelated processes affecting and involving all members of the organization. These processes include:

• Human Resources Planning
• Job and Work Design
• Training and Development
• Performance Appraisal and Review
• Compensation and Reward
• Employee Protection and Representation
• Organization Improvement

Download: Human Resource Management Notes PDF

Definition of Human Resource Management

These are the definition of human resource management given below:

Difference Between Personnel Management and HRM

Following are points of difference between personnel management and hrm explained below:

Objectives of Human Resource Management

Now let’s discussed some important objectives of human resource management . The objectives of Human Resource Management can be divided into two categories which are as under:

Societal Objectives

Organizational objectives, functional objectives, personal objectives.

The societal objectives of Human Resource Management make the organization ethically and socially responsible for the needs and challenges of society and reduce the negative impact of such demands on the organization. This is very essential as, if an organization does not use the resources of the society in an ethical manner, the society may restrict the smooth functioning of the organization.

So, Human Resource Management provides a way in which the resources of the society are used by the organization in such a manner that is beneficial to both the society and the organization.

The organizational objectives of Human Resource Management recognize that it is a means to assist the organization in achieving its objectives. It recognizes that the function of Human Resource Management is to increase the effectiveness of the organization by searching and providing the right type of employee for a job in an organization which contributes towards the achievement of the objectives of the organization.

So, the Human Resources Department is out there to provide services to all the other departments of the organization.

The functional objectives of Human Resource Management establish the role of the Human Resources Department in maintaining the appropriate level of contribution that it can make towards the organization. The need for Human Resources is formulated according to the demand of the organization.

There is a wastage of resources if the Human Resources Department is more or less sophisticated. The level of services provided by the Human Resources Department should be altered as per the needs of the organization.

The personal objectives of Human Resource Management facilitate that employees in achieving their personal goals. The personal objectives of the workers should be preserved, maintained, and nurtured. This will ensure that the employees remain satisfied and this would reduce employee turnover.

Failure to do so, employee satisfaction will reduce which might affect their performance which in turn might increase employee turnover.

Some Specific Objectives of Human Resource Management

• To help the organization to achieve its objectives.
• To employ the skills and ability of employees in such a manner to benefit customers, stockholders, and employees.
• To stimulate and motivate employees to maximize their efforts so that their satisfaction level increases.
• To improve the quality of work-life of employees so that their productivity improves.
• To manage Human Resources in an ethical and socially responsible manner by ensuring that all legal provisions are complied with.

Features of Human Resource Management

Human Resource Management is a strategic approach of the management towards the people working in the organization whose individual as well as group efforts are directed towards the achievement of the objectives of the business. The following are the features of Human Resource Management that could be identified:

People Oriented

Individual oriented, continuous function, pervasive function, challenging function, based on human relations.

Human Resource Management is concerned with employees as both individuals and groups who are working towards achieving the goals of the organization. It is concerned with the improvement of the Quality of Work Life of employees working at all levels of the organization.

Human Resource Management is concerned with the development of each and every employee working in the organization by developing their skills, knowledge, capabilities, and potentialities which help in training the goals of the employees as well as the objectives of the organization.

Human Resource Management is a continuous and never-ending process. There is a constant need in the organization to improve the skills of the employees and ensure that the employees are satisfied. Due to this, Human Resources Department has to work continuously in this regard.

The function of managing human resources has to be undertaken by all the managers in the organisation. The employees working under each manager have to be managed by that manager only and this task cannot be delegated to someone else be it the Managing Director of the company or a foreman supervising the workers in the factory.

The management of human resources is a challenging activity due to the dynamic and unique nature of human resources. Human Resource Management aims at securing unreserved cooperation from all employees for attaining the goals of the organization.

Human Resource Management is concerned with the motivation of human resources. For this, the needs, perceptions, and expectations of each and every individual worker have to be identified. Further, human relation skills also are also required in training, performance appraisal, transfer, and promotion of subordinates.

If human relations are maintained by the managers, the atmosphere in the organization would remain cordial and it would help the organization to attain the decided objectives without any hindrances.

Functions of Human Resource Management

The functions of Human Resource Manager can be divided into three categories. Let us understand each one in detail:

Managerial Functions

Operative functions, advisory functions of hrm.

A human Resource Manager like any other manager also performs basic managerial functions such as planning, organizing, directing, and controlling in the context of his own department. The following are the various activities undertaken by the Human Resource Manager in his capacity as a manager of a department.

Controlling

In order to get things done, like any manager, Human Resource Manager also plans for completing tasks that are assigned to him. The Human Resource Manager determines in advance, aspects that might arise which are related to personnel of the organization.

The Human Resource Manager anticipated the vacancies which might arise and plans for fulfilling these vacancies as well as prepares the descriptions for these jobs and finds out the sources from where the employees for these posts may be recruited.

For undertaking all of these activities, supply and demand in the labor market have to be forecasted. Then the shortage or excess of the personnel for these jobs for a specific period has to be determined and after that plans for restoring balance for the same have to be formulated by the Human Resource Manager.

When the objectives are established and the plans are developed, the Human Resource Manager has to design and develop an organizational structure to undertake various operations. In order to develop an organisational structure, the Human Resource Manager has to consider the following aspects:

• The activities should be arranged and grouped as per functions or positions in a logical manner.
• Different groups or activities are grouped into different individuals.
• Delegation of authority and responsibility which is required has to be undertaken.
• Coordination between various activities which are to be performed has to be created.

After the plans are put into effect, the Human Resource Manager has to motivate the people in the organization for implementing them in an effective manner. By doing so, the Human Resource Manager tries to encourage the people in the direction which helps in the accomplishment of the objectives of the organization.

The Human Resource Manager has to motivate employees by undertaking career planning, fixing proper salaries, and ensuring that the morale of the employees is maintained. The Human Resource Manager also ensures that the relations between the employees of the organization are cordial and ensure that the necessary safety and welfare measures are taken for the employees.

He further, has to identify the needs and wants of the employees and ways in which they can be satisfied so that he is able to motivate them in an appropriate manner. One of the challenges that a Human Resource Manager faces is that motivation is a continuous process and when old needs are satisfied new needs arise and the manager has to find ways in order to satisfy those new needs. So the Human Resource Manager has to determine the current needs of the employees.

The Human Resource Manager has to undertake a controlling activity for regulating the activities and ensuring that all the activities are performed according to the plans which are formulated. This activity completes the cycle and leads back to the planning phase. The manager compares the activities performed with the standards which are set and tries to identify the deviations which might have occurred. For this, a critical evaluation of personnel records is undertaken by him through Human Resources Audit.

The operative functions of the Human Resources Department include the specific functions which are performed by the Human Resource Manager. These functions include:

Development

Compensation, maintenance, personnel records, industrial relations.

Under the employment function, the Human Resource Manager has to acquire the right kind of person for the job in the required number which is necessary for attaining the objectives of the organization. This includes the activities of recruitment , selection, placement, and related activities.

Before the performance of these activities, the actual manpower requirement is determined and a detailed profile of the jobs is prepared. The sources of the manpower supply are determined and then the necessary induction and training programs are designed to enable the employees to perform their work in the best possible manner.

Once the necessary number of employees are acquired, then the follow-up activity of training and development is undertaken. The Human Resource Manager has a duty to train each and every employee of the organization in the best possible manner.

He has to ensure that the employee acquires the essential technical skills which are required for undertaking his job. He should also ensure that there is the proper development of skills in the employees by designing the appropriate training programs.

For this, a proper mix of on-the-job as well as off-the-job training methods is required. The old, as well as new employees, should be made to participate in these programs for the enhancement of their knowledge as well as the development of their skills.

The Human Resource Manager has to determine the adequate and reputable remuneration for the employees of the organization. Such remuneration can be in form of monetary or non-monetary compensation.

Factors such as the basic needs of the employees, job requirements, legal provisions, the organization’s capacity, and the level of remuneration paid by competitors should be kept in mind before deciding the amount of compensation. The fixation of wages is done by undertaking job evaluation and performance appraisal.

The Human Resource Manager is also responsible to ensure that the employees are satisfied with their working conditions. They should take necessary measures for maintaining the safety, health, and welfare of the employees.

Moreover, the Human Resource Manager should ensure that facilities such as cafeteria, restrooms, group insurance , and other welfare services are provided to the employees so that their motivation level is maintained.

The level of motivation ensures that the employees remain loyal to the organization. For this, the Human Resource Manager has to constantly identify the needs of the employees and find out ways to fulfill them. in order to motivate the employees, the Human Resource Manager along with other managers should design a system of rewards that comprise the financial as well as non-financial components.

The Human Resources Department has a responsibility to maintain a detailed record of each and every employee regarding their achievements, various positions held by them, their transfers, and promotions. They also have to keep a record of their work and leaves taken them as well as a number of training programs in which they have participated.

The Human Resource Manager is also responsible to act as a negotiator between the workers and the organization in case any dispute arises. They also ensure that such disputes may not arise by ensuring that the workers remain satisfied and the work environment is comfortable. He is also responsible for ensuring that appropriate safety and welfare measures are undertaken.

Further, he also has to design an effective grievance redressal system for the problems and issues that are faced by the workers. He also acts as a link between the top management and the labor unions by presenting the view of each party to the other without any bias.

As Human Resource Manager is an expert in the area of managing human resources, in aspects which are related to Human Resources, he gives his advice to the top management as well as all the departmental heads. The human Resource Manager advises the top management regarding the formulation and evaluation of the human resource programs, policies, and procedures.

He also advises the top management regarding how the morale of the employees can be maintained. The Human Resource Manager also advises the departmental heads on aspects such as manpower planning, job analysis , and design, recruitment and selection, placement, training, and aspects of performance appraisal.

Process of Human Resource Management

The process of human resource management consists of four functions which include Acquisition of human resources, development of human resources, motivation of human resources, and maintenance of human resources. Let us understand each function in detail:

Acquisition Function

Development function, motivation function, maintenance function.

This is the first step of the Human Resource Process where the managers seek, secure and employ those people who have the necessary knowledge and skills which are necessary to achieve the objectives of the organization. The first stage of the acquisition function begins with planning.

This function covers other functions such as job analysis, Human Resource Planning , recruitment, selection, placement, induction, and ensuring internal mobility of employees in the organization.

The Human Resource Manager by using the development function improves, molds, and develops the skills, knowledge, artistic ability, aptitude, and values of the employees. There are three dimensions of the development function:

Employee Training

Management development, career development.

The training of employees is a procedure of making the employees aware of the operating and technical skills that are required to perform the task that is assigned to them in the organization. It also includes changing the attitude that is prevalent among the employees.

Management development is concerned with the acquisition of knowledge and enhancement of the abilities of the executives. Through this function, suitable programs are designed and developed and appropriate methods of their implementation are derived.

With the help of career development, the management makes repeated ef- forts to match long-term individual needs with those of the organization. This helps the efficient development of human resources with up-to-date skills and knowledge.

The beginning of the motor function takes place by recognizing that all the employees of the organization are unique and the techniques used for motivating each and every employee is different. Through the motivation function, the management tries to integrate people working in the same organization in such a manner that they are motivated to work together for achieving the objectives of the organization.

The management through this function seeks to establish economic, psychological, and social satisfaction.

Through the maintenance function, the management tries to provide a better working environment to the employees of the organization so that their satisfaction levels do not fall down and their commitment to the organization remains constant. This is done to retain the employees who are working in a satisfactory manner in the organization.

The maintenance function of Human Resource Management included the provision of safe and healthy working conditions in the organization along with satisfactory labor relations.

Importance of Human Resource Management

HRP is the subsystem in the total organizational planning. Organizational planning includes managerial activities that set the company’s objective for the future and determines the appropriate means for achieving those objectives. The importance of human resource management is elaborated on the basis of the key roles that it is playing in the organization:

Future Personnel Needs

Part of strategic planning, creating highly talented personnel, international strategies, foundation for personnel functions, increasing investments in human resources, resistance to change, uniting the viewpoint of line and staff managers, succession planning, other benefits.

Human resource planning is significant because it helps to determine the future personnel needs of the organization. If an organization is facing the problem of either surplus or deficiency in staff strength, then it is the result of the absence of effective HR planning. All public sector enterprises find themselves overstaffed now as they never had any planning for personnel requirements and went on a recruitment spree till the late 1980s.

The problem of excess staff has become such a prominent problem that many private sector units are resorting to VRS’s‘ voluntary retirement scheme’. The excess of labor problem would have been there if the organization had a good HRP system. An effective HRP system will also enable the organization to have good succession planning.

HRP has become an integral part of strategic planning. HRP provides inputs in the strategy formulation process in terms of deciding whether the organization has got the right kind of human resources to carry out the given strategy. HRP is also necessary during the implementation stage in the form of deciding to make resource allocation decisions related to organization structure, process, and human resources.

In some organizations, HRP plays a significant role as strategic planning and HR issues are perceived as inherent in business management.

Even though India has a great pool of educated unemployed, it is the discretion of the HR manager that will enable the company to recruit the right person with the right skills for the organization. Even the existing staff hope the job so frequently that organization faces a frequent shortage of manpower.

Manpower planning in the form of skill development is required to help the organization in dealing with this problem of skilled manpower shortage.

An international expansion strategy of an organization is facilitated to a great extent by HR planning. The HR department’s ability to fill key jobs with foreign nationals and reassignment of employees from within or across national borders is a major challenge that is being faced by international business. With the growing trend toward global operation, the need for HRP will as well be the need to integrate HRP more closely with the organization’s strategic plans.

Without effective HRP and subsequent attention to employee recruitment, selection, placement, development, and career planning, the growing competition for foreign executives may lead to expensive and strategically descriptive turnover among key decision-makers.

HRP provides essential information for designing and implementing personnel functions, such as recruitment, selection, training and development, and personnel movements like transfers, promotions and layoffs.

Organizations are making increasing investments in human resource development compelling the increased need for HRP. Organizations are realizing that human assets can increase in value more than physical assets. An employee who gradually develops his/ her skills and abilities becomes a valuable asset to the organization.

Organizations can make investments in their personnel either through direct training or job assignment and the rupee value of such a trained, flexible, motivated productive workforce is difficult to determine. Top officials have started acknowledging that the quality of the workforce is responsible for both the short-term and long-term performance of the organization.

Employees are always reluctant whenever they hear about change and even about job rotation. Organizations cannot shift one employee from one department to another without any specific planning. Even for carrying out job rotation (shifting one employee from one department to another), there is a need to plan well ahead and match the skills required and existing skills of the employees.

HRP helps to unite the viewpoints of line and staff managers. Though HRP is initiated and executed by the corporate staff, it requires the input and cooperation of all managers within an organization. Each department manager knows about the issues faced by his department more than anyone else. So communication between HR staff and line managers is essential for the success of HR Planning and development.

Human Resource Planning prepares people for future challenges. The ‘stars’ are picked up, trained, assessed and assisted continuously so that when the time comes such trained employees can quickly take the responsibilities and position of their boss or seniors as and when the situation arrives.

• HRP helps in judging the effectiveness of manpower policies and programs of management.
• It develops awareness of the effective utilization of human resources for the overall development of the organization.
• It facilitates the selection and training of employees with adequate knowledge, experience, and aptitudes so as to carry on and achieve the organizational objectives.
• HRP encourages the company to review and modify its human resource policies and practices and to examine the way of utilizing the human resources for better utilization.

FAQ Related to Human Resource Management

What is human resource management meaning.

Human Resource Management refers to managing the organization’s workforce in an effective and efficient manner. Human Resource Management aims at attracting, managing, and maintaining human resources in an effective and efficient manner.

What are the definitions of human resource management?

Edwin Flippo defines as HRM planning, organizing, directing, controlling procurement, development, compensation, integration, maintenance, and separation of human resources to the end that individual, organizational and social objectives are achieved.

What are the objectives of human resource management?

These 8 primary objectives of human resource management are (1) Achieve organizational goals, (2) Work culture, (3) Team integration, (4) Training and Development, (5) Employee motivation, (6) Workforce empowerment, (7) Retention, (8) Data and compliance, etc.

What are HRP and its features?

These are some important features of human resource management: 1 People Oriented, 2 Individual Oriented, 3 Continuous Function, 4 Pervasive Function, 5 Challenging Function, 6 Based on Human Relations, etc.

What are the 3 major HR functions?

These are 3 major functions of human resource management: (1) Managerial Functions, (2) Operative Functions, and (3) Advisory Functions of HRM .

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11.1 An Introduction to Human Resource Management

• What has been the evolution of human resource management (HRM) over the years, and what is the current value it provides to an organization?

Human resource management over the years has served many purposes within an organization. From its earliest inception as a primarily compliance-type function, it has further expanded and evolved into its current state as a key driver of human capital development. In the book HR From the Outside In (Ulrich, Younger, Brockbank, Younger, 2012), the authors describe the evolution of HR work in “waves”. 1 Wave 1 focused on the administrative work of HR personnel, such as the terms and conditions of work, delivery of HR services, and regulatory compliance. This administrative side still exists in HR today, but it is often accomplished differently via technology and outsourcing solutions. The quality of HR services and HR’s credibility came from the ability to run administrative processes and solve administrative issues effectively. Wave 2 focused on the design of innovative HR practice areas such as compensation, learning, communication, and sourcing. The HR professionals in these practice areas began to interact and share with each other to build a consistent approach to human resource management. The HR credibility in Wave 2 came from the delivery of best-practice HR solutions.

Wave 3 HR, over the last 15–20 years or so, has focused on the integration of HR strategy with the overall business strategy. Human resources appropriately began to look at the business strategy to determine what HR priorities to work on and how to best use resources. HR began to be a true partner to the business, and the credibility of HR was dependent upon HR having a seat at the table when the business was having strategic discussions. In Wave 4, HR continues to be a partner to the business, but has also become a competitive practice for responding to external business conditions. HR looks outside their organizations to customers, investors, and communities to define success—in the form of customer share, investor confidence, and community reputation. HR’s credibility is thus defined in terms of its ability to support and drive these external metrics. Although each “wave” of HR’s evolution is important and must be managed effectively, it is the “outside in” perspective that allows the human resource management function to shine via the external reputation and successes of the organization.

Catching the Entrepreneurial Spirit

Human resources outsourcing—entrepreneurial ventures.

Human resources is a key function within any company, but not all companies are able to afford or justify full-time HR staff. Over the last decade, HR outsourcing has become a good business decision for many small companies whose current staff doesn’t have the bandwidth or expertise to take on the risks of employee relations issues, benefits and payroll, or HR compliance responsibilities. This has led many HR practitioners to try out their entrepreneurial skills in the areas of HR outsourcing and “fractional HR.”

Human resources outsourcing is very commonly used by smaller companies (and often large companies too) to cover such tasks as benefits and payroll management. This is an area that has been outsourced to third parties for many years. More recent is the trend to have “fractional HR” resources to help with the daily/weekly/monthly HR compliance, employee relations, and talent management issues that companies need to address. Fractional HR is a growing industry, and it has become the service offering of many entrepreneurial HR ventures. Fractional HR is essentially as it sounds—it is the offering of HR services to a company on a part-time or intermittent basis when the company may not be able to justify the cost of a full-time HR resource. An HR professional can be available onsite for a specified number of hours or days weekly or monthly, depending on the company’s needs and budget. The HR professional handles everything from HR compliance issues and training to employee issues support. Also, for companies that are keen on development of employees, the HR resource can drive the talent management processes—such as performance management, succession planning, training, and development—for companies who require more than just basic HR compliance services.

How does a business leader decide whether HR outsourcing is needed? There are generally two factors that drive a leader to consider fractional HR or HR outsourcing—time and risk. If a leader is spending too much time on HR issues and employee relations, he may decide that it is a smart tradeoff to outsource these tasks to a professional. In addition, the risk inherent in some HR issues can be very great, so the threat of having a lawsuit or feeling that the company is exposed can lead the company to seek help from a fractional HR professional.

HR entrepreneurs have taken full advantage of this important trend, which many say will likely continue as small companies grow and large companies decide to off-load HR work to third parties. Some HR companies offer fractional HR as part of their stated HR services, in addition to payroll and benefits support, compensation, and other HR programmatic support. Having a fractional HR resource in place will often illuminate the need for other HR services and program builds, which are generally supported by those same companies. Whether you are an individual HR practitioner or have a small company of HR practitioners and consultants, fractional HR and HR outsourcing can be a very viable and financially rewarding business model. It can also be very personally rewarding, as the HR professional enables smaller companies to grow and thrive, knowing that its HR compliance and processes are covered.

• What do you believe is contributing to the growth of the fractional HR and HR outsourcing trend? Do you expect this trend to continue?
• At what point should a company consider bringing on a full-time HR resource instead of using a fractional HR resource? What questions should the company ask itself?

Human resource management provides value to an organization, to a large extent, via its management of the overall employee life cycle that employees follow—from hiring and onboarding, to performance management and talent development, all the way through to transitions such as job change and promotion, to retirement and exit. Human capital is a key competitive advantage to companies, and those who utilize their human resource partners effectively to drive their human capital strategy will reap the benefits.

Human resource management includes the leadership and facilitation of the following key life cycle process areas:

• Human resources compliance
• Employee selection, hiring, and onboarding
• Performance management
• Compensation rewards and benefits
• Talent development and succession planning

Human resources is responsible for driving the strategy and policies in these areas to be in accordance with and in support of the overall business strategy. Each of these areas provides a key benefit to the organization and impacts the organization’s value proposition to its employees.

Concept Check

• How has the function of human resource management evolved over the years?
• In what way do you usually interact with human resources?

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1.1 What Is Human Resources?

Learning objectives.

• Explain the role of HRM in organizations.
• Define and discuss some of the major HRM activities.

Every organization, large or small, uses a variety of capital to make the business work. Capital includes cash, valuables, or goods used to generate income for a business. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or buildings. No matter the industry, all companies have one thing in common: they must have people to make their capital work for them. This will be our focus throughout the text: generation of revenue through the use of people’s skills and abilities.

What Is HRM?

Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them. As a field, HRM has undergone many changes over the last twenty years, giving it an even more important role in today’s organizations. In the past, HRM meant processing payroll, sending birthday gifts to employees, arranging company outings, and making sure forms were filled out correctly—in other words, more of an administrative role rather than a strategic role crucial to the success of the organization. Jack Welch, former CEO of General Electric and management guru, sums up the new role of HRM: “Get out of the parties and birthdays and enrollment forms.… Remember, HR is important in good times, HR is defined in hard times” (Frasch, et. al., 2010).

It’s necessary to point out here, at the very beginning of this text, that every manager has some role relating to human resource management. Just because we do not have the title of HR manager doesn’t mean we won’t perform all or at least some of the HRM tasks. For example, most managers deal with compensation, motivation, and retention of employees—making these aspects not only part of HRM but also part of management. As a result, this book is equally important to someone who wants to be an HR manager and to someone who will manage a business.

Human Resource Recall

Have you ever had to work with a human resource department at your job? What was the interaction like? What was the department’s role in that specific organization?

The Role of HRM

Keep in mind that many functions of HRM are also tasks other department managers perform, which is what makes this information important, despite the career path taken. Most experts agree on seven main roles that HRM plays in organizations. These are described in the following sections.

You need people to perform tasks and get work done in the organization. Even with the most sophisticated machines, humans are still needed. Because of this, one of the major tasks in HRM is staffing. Staffing involves the entire hiring process from posting a job to negotiating a salary package. Within the staffing function, there are four main steps:

• Development of a staffing plan. This plan allows HRM to see how many people they should hire based on revenue expectations.
• Development of policies to encourage multiculturalism at work. Multiculturalism in the workplace is becoming more and more important, as we have many more people from a variety of backgrounds in the workforce.
• Recruitment. This involves finding people to fill the open positions.
• Selection. In this stage, people will be interviewed and selected, and a proper compensation package will be negotiated. This step is followed by training, retention, and motivation.

Development of Workplace Policies

Every organization has policies to ensure fairness and continuity within the organization. One of the jobs of HRM is to develop the verbiage surrounding these policies. In the development of policies, HRM, management, and executives are involved in the process. For example, the HRM professional will likely recognize the need for a policy or a change of policy, seek opinions on the policy, write the policy, and then communicate that policy to employees. It is key to note here that HR departments do not and cannot work alone. Everything they do needs to involve all other departments in the organization. Some examples of workplace policies might be the following:

• Discipline process policy
• Vacation time policy
• Ethics policy
• Internet usage policy

These topics are addressed further in Chapter 6 “Compensation and Benefits” , Chapter 7 “Retention and Motivation” , Chapter 8 “Training and Development” , and Chapter 9 “Successful Employee Communication” .

Compensation and Benefits Administration

HRM professionals need to determine that compensation is fair, meets industry standards, and is high enough to entice people to work for the organization. Compensation includes anything the employee receives for his or her work. In addition, HRM professionals need to make sure the pay is comparable to what other people performing similar jobs are being paid. This involves setting up pay systems that take into consideration the number of years with the organization, years of experience, education, and similar aspects. Examples of employee compensation include the following:

• Health benefits
• 401(k) (retirement plans)
• Stock purchase plans
• Vacation time
• Tuition reimbursement

Since this is not an exhaustive list, compensation is discussed further in Chapter 6 “Compensation and Benefits” .

Retention involves keeping and motivating employees to stay with the organization. Compensation is a major factor in employee retention, but there are other factors as well. Ninety percent of employees leave a company for the following reasons:

• Issues around the job they are performing
• Challenges with their manager
• Poor fit with organizational culture
• Poor workplace environment

Despite this, 90 percent of managers think employees leave as a result of pay (Rivenbark, 2010). As a result, managers often try to change their compensation packages to keep people from leaving, when compensation isn’t the reason they are leaving at all. Chapter 7 “Retention and Motivation” and Chapter 11 “Employee Assessment” discuss some strategies to retain the best employees based on these four factors.

Training and Development

Once we have spent the time to hire new employees, we want to make sure they not only are trained to do the job but also continue to grow and develop new skills in their job. This results in higher productivity for the organization. Training is also a key component in employee motivation. Employees who feel they are developing their skills tend to be happier in their jobs, which results in increased employee retention. Examples of training programs might include the following:

• Job skills training, such as how to run a particular computer program
• Training on communication
• Team-building activities
• Policy and legal training, such as sexual harassment training and ethics training

We address each of these types of training and more in detail in Chapter 8 “Training and Development” .

Dealing with Laws Affecting Employment

Human resource people must be aware of all the laws that affect the workplace. An HRM professional might work with some of these laws:

• Discrimination laws
• Health-care requirements
• Compensation requirements such as the minimum wage
• Worker safety laws

The legal environment of HRM is always changing, so HRM must always be aware of changes taking place and then communicate those changes to the entire management organization. Rather than presenting a chapter focused on HRM laws, we will address these laws in each relevant chapter.

Worker Protection

Safety is a major consideration in all organizations. Oftentimes new laws are created with the goal of setting federal or state standards to ensure worker safety. Unions and union contracts can also impact the requirements for worker safety in a workplace. It is up to the human resource manager to be aware of worker protection requirements and ensure the workplace is meeting both federal and union standards. Worker protection issues might include the following:

• Chemical hazards
• Heating and ventilation requirements
• Use of “no fragrance” zones
• Protection of private employee information

We take a closer look at these issues in Chapter 12 “Working with Labor Unions” and Chapter 13 “Safety and Health at Work” .

ReSurge International – Tom Davenport Operating On A Patient – CC BY-NC-ND 2.0.

Communication

Besides these major roles, good communication skills and excellent management skills are key to successful human resource management as well as general management. We discuss these issues in Chapter 9 “Successful Employee Communication” .

Awareness of External Factors

In addition to managing internal factors, the HR manager needs to consider the outside forces at play that may affect the organization. Outside forces, or external factors , are those things the company has no direct control over; however, they may be things that could positively or negatively impact human resources. External factors might include the following:

• Globalization and offshoring
• Changes to employment law
• Health-care costs
• Employee expectations
• Diversity of the workforce
• Changing demographics of the workforce
• A more highly educated workforce
• Layoffs and downsizing
• Technology used, such as HR databases
• Increased use of social networking to distribute information to employees

For example, the recent trend in flexible work schedules (allowing employees to set their own schedules) and telecommuting (allowing employees to work from home or a remote location for a specified period of time, such as one day per week) are external factors that have affected HR. HRM has to be aware of these outside issues, so they can develop policies that meet not only the needs of the company but also the needs of the individuals. Another example is the Patient Protection and Affordable Care Act, signed into law in 2010. Compliance with this bill has huge implications for HR. For example, a company with more than fifty employees must provide health-care coverage or pay a penalty. Currently, it is estimated that 60 percent of employers offer health-care insurance to their employees (Cappelli, 2010). Because health-care insurance will be mandatory, cost concerns as well as using health benefits as a recruitment strategy are big external challenges. Any manager operating without considering outside forces will likely alienate employees, resulting in unmotivated, unhappy workers. Not understanding the external factors can also mean breaking the law, which has a concerning set of implications as well.

An understanding of key external factors is important to the successful HR professional. This allows him or her to be able to make strategic decisions based on changes in the external environment. To develop this understanding, reading various publications is necessary.

One way managers can be aware of the outside forces is to attend conferences and read various articles on the web. For example, the website of the Society for Human Resource Management, SHRM Online 1 , not only has job postings in the field but discusses many contemporary human resource issues that may help the manager make better decisions when it comes to people management. In Section 1.3 “Today’s HRM Challenges” , we go into more depth about some recent external issues that are affecting human resource management roles. In Section 1.1.2 “The Role of HRM” , we discuss some of the skills needed to be successful in HRM.

Most professionals agree that there are seven main tasks HRM professionals perform. All these need to be considered in relation to external and outside forces.

Key Takeaways

• Capital includes all resources a company uses to generate revenue. Human resources or the people working in the organization are the most important resource.
• Human resource management is the process of employing people, training them, compensating them, developing policies relating to the workplace, and developing strategies to retain employees.
• There are seven main responsibilities of HRM managers: staffing, setting policies, compensation and benefits, retention , training, employment laws, and worker protection. In this book, each of these major areas will be included in a chapter or two.
• In addition to being concerned with the seven internal aspects, HRM managers must keep up to date with changes in the external environment that may impact their employees. The trends toward flexible schedules and telecommuting are examples of external aspects.
• To effectively understand how the external forces might affect human resources, it is important for the HR manager to read the HR literature, attend conferences, and utilize other ways to stay up to date with new laws, trends, and policies.
• State arguments for and against the following statement: there are other things more valuable in an organization besides the people who work there.
• Of the seven tasks an HR manager does, which do you think is the most challenging? Why?

1 Society for Human Resource Management, accessed August 18, 2011, http://www.shrm.org/Pages/default.aspx .

Cappelli, P., “HR Implications of Healthcare Reform,” Human Resource Executive Online, March 29, 2010, accessed August 18, 2011, http://www.hreonline.com/HRE/story.jsp?storyId=379096509 .

Frasch, K. B., David Shadovitz, and Jared Shelly, “There’s No Whining in HR,” Human Resource Executive Online , June 30, 2009, accessed September 24, 2010, http://www.hreonline.com/HRE/story.jsp?storyId=227738167 .

Rivenbark, L., “The 7 Hidden Reasons Why Employees Leave,” HR Magazine, May 2005, accessed October 10, 2010, http://findarticles.com/p/articles/mi_m3495/is_5_50/ai_n13721406 .

Human Resource Management Copyright © 2016 by University of Minnesota is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License , except where otherwise noted.

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• Module 4: Diversity in the Workplace
• Module 5: Workforce Planning
• Module 6: Recruitment and Selection
• Module 7: Onboarding, Training, and Developing Employees
• Module 8: Compensation and Benefits
• Module 9: Performance Management and Appraisal
• Module 10: Building Positive Employee Relations
• Module 11: Employee Termination
• Module 12: Employee Rights and Responsibilities
• Module 13: Union–Management Relations
• Module 14: Safety, Health and Risk Management
• Module 15: Corporate Social Responsibility
• Module 16: Managing Global Human Resources
• Module 17: Managing Human Resources in Small and Entrepreneurial Businesses

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HRM Objectives and Strategies (Revision Presentation)

Last updated 22 Mar 2021

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This revision presentation introduces the concept of HRM (human resource management) and outlines why it has become more important as a source of competitive advantage. The most common HRM objectives are outlined alongside the key internal and external influences affecting HRM, Finally the contrast between "soft" and "hard" HR strategies is introduced.

• Human resource management (HRM)
• Soft Human Resource Management (HRM)
• HRM strategies
• HRM objectives

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Human resource management (hrm) introduction.

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Soft and Hard HRM

Human resource objectives, functional objectives, smart objectives, relationships between functional objectives and strategies, corporate and functional objectives (revision presentation), workforce planning (revision presentation), our subjects.

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What is Human Resource Management (HRM)? [Functions & Objectives]

Home Blog others What is Human Resource Management (HRM)? [Functions & Objectives]

Every organization, business, and NGO uses many inputs and resources to manage and efficiently run their organization. The resources and inputs include a wide variety of services and goods, including cash, valuables, goods, and services which are ultimately used for the main motive of a business- Profit Making. In the case of an NGO, the main motive is self and social service.

It is required in every industry. They all require people who can coordinate and manage all the resources and inputs that the company possesses to keep it running and afloat. For example, a retail store uses registers and inventory, while a consulting firm may have proprietary software or buildings. These people usually form a team and join hands to manage the resources and people to keep the company running. They are known as HRs, and their occupation is Human Resource Management. The HRM's main occupation is profit generation through the people's ability and skills working in the organization.

Through this article, we'll learn what HRM is, the meaning of human resource management, principles, characteristics, and functions.

What is Human Resource Management?

What exactly is the definition of human resource management?

Human resource management, also referred to by its abbreviations HRM, is the process of recruiting people who fit the profile of the job and the organization and training them accordingly. Moreover, they also compensate them with salary, remuneration, and bonuses according to their performance, standing and position, and contribution to the organization.

They also overlook the policy formation for the company's welfare and develop the work environment and strategies accordingly. Simply put, it is the management of humans working for the company for more growth and profits.

You will be shocked to know HRM's meaning and role in any organization has changed drastically in the past few decades.

Earlier, Human Resources' main work was dealing with salaries, remuneration, and bonuses, organizing events for team bonding, sending their employees birthday presents, and ensuring other miscellaneous works were carried out properly.

People across different sectors have realized the importance of the good and effective e meaning of Human Resource management in an organization. From an administrative-driven setup, they are now at the front seat of handling the company's affairs. Today, the Human Resource department creates the company's structure.

What are the  P rinciples of HRM?

Now that we have learned about the HRM meaning, we will go through the HRM principles. Although there are numerous human resources principles, only a handful are discussed here with advice on how to implement them appropriately.

These principles are highly helpful for HR experts and practitioners to assess how three stakeholders—individual employees, society, and the firm itself—are impacted by  strategic human resource management .

There are some basic principles of Human resource management that every HR person should be aware of. Here are the four basic principles -

1) Recruitment and Selection

Let's start from the basics. Every organization needs people to work in the company for reasons that should be pretty obvious. To get skilled and talented people to work in the company, you need to interview them and select the perfect candidate accordingly. This is Recruitment and Selection. The job of HR is basically to Recruit the most suitable candidates and select them according to the criteria, qualifications, and candidature. They screen the application of the many candidates and then select the most appropriate one.

2) Management of the performance

Now that HR has hired the most suitable candidate for the job, HR has to help them to perform at the best of their potential so that the employee and the company can experience collective growth. In addition, they can help the employees by giving them feedback on the task they perform.

Various methods can do the same, but most HRs use feedback from other peers, self-evaluation, and the evolution in their performance over the period. At the end of every year, companies usually put employees into two categories, high and low-performing individuals.

3) Learning and Development

This one is pretty simple. We all know that development is synonymous with the future. As time passes, we witness some or other development in every industry. The HR Department ensures that people can easily adapt to the changes that are taking place in the industry. Another thing, people in an organization come from different sects of society. They come from different classes, cultures, ethnicity, and nationalities. So, learning anything, in particular, is crucial for all employees since their previous knowledge of the same can be different.

4) Salaries, Compensation, and Bonuses

Let's be honest. The main motivation of employees working in an organization is their monetary salary. Unfortunately, the HR department overlooks this, too. They must ensure that the companies are being compensated fairly and timely. The HRM requires them to offer fair and attractive salaries for professionals to take up the offer to work in their company while also ensuring that the salary is in check with the company's financial standing. There are two types of compensation- Primary and secondary. Primary pay is the usual salary, while secondary pay is the non-monetary gifts, they receive to boost their morale.

Want to learn more about HRM and its role? Why not take  certification training ?

Characteristics of Human Resource Management

The hard version and the soft version of the HRM concept both exist. The hard version or variant highlights the requirement for effective people management to extract additional value from them and, as a result, gain a competitive edge.

On the other hand, the soft version focuses on considering people as valuable assets who may be a source of competitive advantage through their dedication, adaptability, and high caliber. Both of these systems are combined to create modern HRM. HRM is the management of human potential and energy.

Now, let's talk about the four main characteristics of Human Resource Management.

1) Human Oriented

For Human Resource Management to be essential for humans and work in their favor, they need to be People or 'Human-oriented. For the better running of the company, this department has to keep people and their welfare as the main focus. Also, it is quite obvious that the Key focus of the Human resource department is the humans who work in the company.

2) Employee oriented

The HR's employee-oriented, too. They look after the problems of the employees and try to make their professional lives easier in whatever way they can. There is a key rule that is crucial for a happy company, and that is to make its employees happy. It's simple; happy employees give out better results. They keep a company's work culture in check and ensure a healthy atmosphere where employees feel free, safe, and happy.

3) Gives opportunities

Human resource management also ensures that their fellow employees know about the larger scope of their careers and helps them set their career goals within a specific time. They give out career opportunities to the better-working employees because they know their dedication and hard work.

4) Decision Oriented

The main focus of the human resource management department is also to make some important decisions for the company's welfare. They need to ensure those good policies are in place and followed for smoother company management.

Objectives of Human  R esource  M anagement

1) achieve organizational goals.

It is key for the Human resource department to work in sync with the objectives that the company was founded upon or is currently in place to attain its key objectives.

2) Work Culture

The HRM ensures that healthy work culture is set in place so that the employees are motivated to work in a safe and happy work environment. By this, there is no unnecessary drama and disturbance created within the organization.

3) Team integration

The human resource department of any organization also has to ensure that there is such team coordination and understanding that they can churn out effective and efficient results.

4) Training and development

The training and development of all employees who join the company are crucial in getting them on the same page as the latest technology and advancements made in the industry. So, the HRM ensures that all employees, new or old, get adequate training and development to get better results in the company.

5) Employee Motivation

Employee motivation is another important thing for the HR department to keep in mind. They need to ensure that the motivation of any employee in their organization is high, and they do so by setting up different activities and non-monetary gifts such as holidays and paid leaves.

6) Workforce Empowerment

Any organization must fulfill its corporate social responsibility. Companies do so by getting people from all backgrounds into their company. Women, disabled people, people of color, and other underrepresented people are welcomed in their company.

7) Retention

Retention is the HRM department's process to ensure that more people do not leave the company. Different companies and industries have different retention rates.

8) Data and Compliance

Compliance is the business's commitment to following the working standards set out by employment law. The HRM must ensure that the organization and its employees follow the government rules.

Functions of Human Resource Management

The introduction to human resource management also introduces us to the various functions of HRM . The duties of human resource management go well beyond simply processing payments and hiring employees. Every task that impacts an organization's workforce falls under the purview of HR management, from routine HR duties to strategic decision-making.

1. Job design and job analysis

The HRM department makes up of different job profiles required to fulfill certain tasks and duties in the company. They do so by analyzing the company and the external organizations as well.

2. Employee hiring and selection

After doing the said job profiling for their organization, they now accept job applications for the same role and screen applications. They hire the employees who are the best fit for their company.

3. Employee training and development

After hiring the best candidate, they train the employees accordingly. Their training and development are crucial for the company and the individual employee. The company gets benefits and better results from the employee's personal development.

4. Compensation and Benefits

Compensation and benefits are the main reasons that motivate the employee. Therefore, the HR department is responsible for compensating the employees fairly.

5. Employee performance management

The employee's performance is managed greatly by the HR department. They regularly check their work and give them appropriate feedback to improve and work accordingly.

6. Managerial Relations

A human resource manager is responsible for management's planning, organizing, controlling, and coordination functions. He maintains a proper formal relationship with other managerial personnel. This helps to form and evaluate various training and development programs, forming policies and procedures regarding employees working in the organization. Since he is a link between workers and top management, he advises them on maintaining good relationships with the workers. This would ultimately result in a good performance.

7. Employee engagement and communication

The human resource manager is in direct and continuous communication with the employees. He keeps a proper record of employee performance, leaves, and absences. He evaluates the performance and always engages with them to provide promotion opportunities. In addition, he keeps a record of any transfers happening. If any employee has issues with another employee, work, or his superior, he directly approaches the HR manager.

8. Health and safety regulations

This  function of  human resource management  is  concerned with the safety and security of the workers and employees associated with the organization. He ensures whether proper safety measures are being followed in the organizational procedures or not to reduce any mishappening in the workplace. He is continuously involved in making and identifying proper procedures to be followed while working so that no one is exposed to any harmful situation.

9. Personal support for employees

Human resource manager provides personal support to employees in many ways. He manages employees of different cultures and handles all the requests that the immediate superior of the employees cannot address. Whenever any employee has any personal emergency, he could go to the HR manager. HR managers are trained to handle any such employee in an emergency or emergency. Suppose any employee faces any problems with any organization's process, like transport facility or any wrongful behavior by a fellow employee. In that case, they can always approach the HR manager.

10. Succession planning

This function is related to identifying prominent job positions and preparing steps to fill those positions with competent candidates. HR managers continuously train capable candidates in such a manner that they could take leadership roles that might come up in the future due to retirement or voluntary leaving in any case. This is an essential function as the HR manager knows that a candidate already associated with the company completely understands its values and belief and will join the leadership position with full enthusiasm and respect.

11. Industrial Relations

The human resource manager acts as a link between the workers and employees and the top-level management. He is responsible for maintaining a cordial relationship between the workers and management. He has to listen to the workers' grievances and address them with importance by conveying them to the top management, effectively helping in collective bargaining and settling the workers' disputes. A human resource manager performs this function because he has complete control over all the information of the employees his team is working with. He is very much aware of the labor unions and maintains good relations with them.

Importance of Human Resource Management

In every industrial organization, human resource management is significant in some ways. These factors can aid in comprehending the significance of human resource management. One of an HR manager's main duties is hiring new employees. An organization's success is always significantly influenced by its personnel. The proper staff for the right profile must be hired for this reason. We may claim that human resource management is significant if all of these things are well managed. The following, however, is a brief examination of these points:

1. Strategy management

Human resource management is very much concerned with strategic management. This means it is involved in the formation and implementation of the management of employees in such a way that it aligns with the organization's long-term objectives. All the activities of the HRM process are directed towards the holistic development of the organization and fulfillment of the goals and objectives as a whole. Therefore, strategy management is important as it focuses on long-term development and helps cope with any future talent shortage.

2. Benefits analysis

HRM is very important to check the benefit analysis. Human resource manager analyses the return from the employees when any training and development activities are organized for such employees. He analyses whether there is any value-added or not. This helps him to understand the return on investment, and he could then think of alternative solutions if there is any deviation from his calculations.

3. Training and development

Training and development are the most important aspect of HRM. This is the very basic need of any organization. When an employee is hired for any position, he continuously needs to update his skills and talents. This is beneficial for the employee as well as the organization. In case any updates are required in the job position, or any upper position is left vacant, then the trained employee could be able to take over that position.

4. Conflict Management

Human resource management plays a crucial role in managing conflicts. Conflicts can be between superiors and subordinates, between subordinates, or between workers regarding any issue. HRM tends to solve these issues as it maintains proper industrial, managerial, and labor relations. This helps to solve these conflicts and maintain a good working environment within the organization. In addition, HRM ensures proper procedures are in place if any dispute arises. This will help to cope with the conflicts well without affecting the organization's output.

5. Establishing a healthy work culture

A healthy work culture is one where every employee is satisfied with the work assigned and his relations with fellow employees and his subordinate. HRM handles this aspect also by giving various opportunities to the employees for greater positions and increased incentives. All these activities help encourage the employees, get the work done, retain the employees for the long term, and achieve the organization's goals effectively and efficiently.

6. Interactivity with employees

HRM always maintains a good relationship with the workers and employees of the organization. Interactivity with the employees helps them understand their feelings about their work and the organization. This, in return, helps the HR managers set the right procedures. Employees are always involved in the decision-making process. In case any new update is there. Employees have properly conveyed the information and always welcome suggestions. This makes them feel connected to the organization and develops a feeling of belongingness.

7. Compliance

Compliance is essential and critical for every HR department. It refers to adopting the policies and procedures related to the industry laws in the organization's work. Adopting these regulations and labor laws is crucial to HR functions. These regulations must be kept in mind in every human resource process step. Hence, HR managers are continuously involved in maintaining this compliance in the long term and in the daily working of the organization.

Scope of  H uman  R esource  M anagement

Human resource management goes beyond simply managing and maximizing human intelligence. To put it another way, it's about fostering positive working connections and finding a balance between corporate and personal objectives.

Additionally, it emphasizes managing the human and material resources of employees. The complexity involved means that HRM's range of applications is expanding daily.

Planning for human resources includes, but is not limited to, hiring (recruitment and selection), training and development, payroll administration, rewards and recognitions, industrial relations, grievance handling, legal procedures, etc.

The reach and breadth of HRM are enormous. Consequently, it is exceedingly challenging to define it briefly. However, we can categorize it under the following headings:

The scope of human resource management is huge. It involves many activities and dimensions of human resources. Some of the dimensions are:

• Human Resource Planning : this involves the management's procedure to have the right set of employees at the right set of positions at the right time, doing the right things to achieve organizational objectives. It involves making arrangements to minimize labor turnover. It improves employees' standards, skills, knowledge, and ability. This helps to adapt effectively to changes and avoid resistance to change.   
• Recruitment and selection : Recruitment involves the creation of a pool of candidates interested in the job positions. It means attracting eligible candidates for various vacant job positions. It is a positive process. Selection involves picking capable candidates from the pool of candidates created during recruitment. It is a negative process. It selects candidates who are qualified and competent to do the job.   
• Orientation and induction : After candidates are selected, they undergo the induction or orientation program. Under this, they are provided with information on various work policies, procedures, work environments, organizational culture, and ethics. This enables the employees to properly understand the organization before being part of it and helps them accept the organization wholeheartedly.  
• Training and development : training involves a change in the attitude, skills, or knowledge of the person with an improvement in behavior. It tends to improve the quality of the workforce and enhance growth. It also assists newcomers in the organization. Development is a holistic concept with undefined boundaries. It is there with the employees for their whole tenure in the organization.  
• Performance Appraisal : This is related to evaluating the employee's organizational performance. The immediate supervisor of the employee does it. First, performance is planned, then it is executed by the employee, after which its assessment is done. And a review is done by the supervisor. There are various traditional and modern methods to carry on performance appraisal.

Since human resources are one of the most important resources for any organization, their management, and understanding of what HR management is very crucial. Hence, having a Human Resource Management department is very important for every organization. It smoothly does away with the staffing process of the management function and continuously tends to carry out other managerial functions.

Nowadays, the HR manager has to study and consider external forces that affect HR decisions along with internal forces. In addition, they have to keep up with the changes that are continuously happening in the business environment and prepare accordingly.

Human resource management is a very comprehensive function and helps to link the employees with the top management. Ensuring the overall cordial environment is what it's concerned with. To master the skill of managing resources, one must know how to handle resources which takes years of practice. If you are looking to prosper as an HR manager, make sure you have a look at  KnowledgeHut certification training .

Frequently Asked Questions(FAQs)

HRM is important for every organization. Without HRM, they will be unable to maintain a proper working environment. They will not be able to recruit candidates according to the job profiles, they will not be able to retain the employees, and there will be chaos and confusion regarding the human resources in the organization.  

HRM has features like it is focused on employees' work and work conditions. It is all-pervasive, a continuous process, challenging, and involves training and development, performance appraisal, fringe benefits, compensation, job evaluation, job enrichment, job assessment, job analysis, etc.  

The process of HRM is very comprehensive and includes the following steps: Recruitment🡪 Selection🡪 Training🡪 , Assessing Performance🡪 Motivating🡪 Compensating🡪 , Maintaining Human Relations🡪 , Safety and Welfare of Employees🡪 Compliance with the Labor Laws. 

Human resources are very important for any organization because they tend to have all the skills and abilities to optimum use of other resources. Without human resources, no other resource can be put to any use because they are the o nes who extract the usefulness of other resources. Hence. It is necessary to manage them in an organizat ion.  

HRM department faces many challenges Attracting the right workforce f or the cor rect position at the right time, Retaining suitable candidates, seeking through thei r complaints smoo thly without affecting th e work envir onment, maintaining cordial re lations hips, managing training and develop me nt activities as well, and bringing n ece ssary changes without facing any r esistanc e from employees and workers.    

In the future also, HRM is going to have great importance. There might be shifts and innovations in the managing techniques and the process. More and more companies are now disclosing pay structures openly. They are recruiting through social media channels. Hence, HRM will continue developing with human nature, technology, and competition advancement. 

Spandita Hati

Spandita is a dynamic content writer who holds a master's degree in Forensics but loves to play with words and dabble in digital marketing. Being an avid travel blogger, she values engaging content that attracts, educates and inspires. With extensive experience in SEO tools and technologies, her writing interests are as varied as the articles themselves. In her leisure, she consumes web content and books in equal measure.

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Blog – Creative Presentations Ideas

infoDiagram visual slide examples, PowerPoint diagrams & icons , PPT tricks & guides

Top 7 Recommended PowerPoint Templates for HR Presentations

Last Updated on April 11, 2024 by Anastasia

Working in the human resources department of middle or bigger companies involves effectively communicating various HR processes, and analyzing & presenting organizational structures. Explaining these rather complex HR concepts can be a lot easier when you use clear visuals.

For you, we’ve handpicked some recommendations of PowerPoint slide deck examples that can be a source of graphical inspiration for you.

You can get any example presented here as editable PPT files. Click on the slide pictures to see and download the source illustration. Check the full collection of Human Resources PowerPoint templates here .

Let’s explore our selection of presentations covering the major HR management presentation topics:

• HR Metrics Dashboards with PowerPoint Data Charts
• Recruitment, Selection, and Hiring Processes
• HR Talent Management Concepts
• Employer Branding Essentials

Payroll, Compensation, and HR Administration

• Company Organizational Structure Charts
• Company Roles and Department Structure

Dashboard Template with HR Metrics PowerPoint Charts

Do you need to report HR-related KPI metrics in a clear presentation? Show it in the form of a dashboard presentation.

An HR dashboard is a presentation type that visually displays major key performance indicators on one or more slides. Check this HR Metrics Dashboard Data Charts PowerPoint template with places for displaying the KPI measures. For example: employee profiles, remuneration structure, skills, or satisfaction. There you can find slides for reporting employee performance and retention, as well as HR project status and progress.

Where you can use those HR dashboards:

• Presenting your employee skills matrix evaluating key competencies
• Illustrate your recruitment & onboarding metrics
• Visualize your remuneration changes year-over-year
• Create your employee retention dashboard

Recruitment, Selection, and Hiring Processes PowerPoint HR Diagrams

If you want to present recruitment steps or the onboarding processes in a visually attractive format,  then have a look at this set of Recruitment, Selection, and Hiring HR diagrams .

Using creative visuals to illustrate the steps to fill the job post helps you to communicate those processes to your peers.

You can use these HR presentation graphics to:

• Illustrate the overall process of hiring employees 
• Show the candidate selection roadmap
• Visually compare  hiring journeys with or without pre-onboarding

HR Diagrams for Presenting Talent Management Concepts

This is another HR area that can benefit from using a visual method of communication. If you need to present talent management processes, check this pre-designed HR Talent Management slide deck . 

It includes layouts for presenting talent management definition,  performance process cycle, and goal management from an organization and individual perspective, and more.

You can use it as a library of eye-catching diagram templates to explain HR concepts within your organization. Also, check our icon ideas to illustrate talent management , even 1 symbol can make a difference to your slide.

Employer Branding Essentials Presentation

If you are working with employer branding frameworks and roadmaps, explore this Employer Branding HR Process Diagrams PowerPoint template . It includes a dozen diagram slides to illustrate the process of employee life-cycle or employee value proposition.

A well-designed employer branding roadmap helps to implement relevant activities for improving the employer’s image.

Examples of using Employer branding graphics:

• Presenting employer branding framework areas
• Showing employer branding stages 
• Visualizing employer EVP offerings (employee value propositions)

Need to present a compensation and benefits scheme inside your organization?

Here’s a Payroll, Compensation, and HR Administration PowerPoint library of slide graphics covering these topics. 

There you can find editable diagrams illustrating benefits management, salary determination, and payroll processes.

These HR diagrams can be used in a broad spectrum of contexts:

• Presenting the scope of HR administration management 
• Showing and analyzing your company’s compensation and benefits scheme
• Describing your salary determination process 
• Visualizing stages of the payroll process

Template for Company Organizational Structure Charts

Do you need to quickly create a creative organization map in PowerPoint?

This Company Organizational Structure Charts slide deck includes company structure organograms as well as matrix management structures for several projects spanning multiple departments.

There are 16 pre-designed org charts editable in PowerPoint, for example:

• Hierarchical organization charts with pictures of the CEO and department managers
• Diagrams for flat organization structures, tree parallelograms, vertical and horizontal flow org charts
• Hand-drawn matrix organizational charts for creative scribbled org chart
• Vector icons for various roles, project teams, and company departments

Creating your own organizational chart in PowerPoint allows you to get a unique-looking org chart and make flexible changes to reflect organizational fluctuations. Replacing, adding, or removing a position or department is a matter of fast shape modification.

How you can use this template:

• Clearly present the organization management flows, company size, and personnel structure.
• Introduce people managing a company in a personal way, adding a person’s photograph or role icon only.

Company Roles and Departments PowerPoint Icons Collection

Need to illustrate various senior management roles or specific departments? Have a look at this presentation with Company Roles and Department Structure PPT icons . 

There you will find 32 outlined symbols of company positions such as CEO, CFO, COO, CMO, HR head, or Chief Sales Officer. There are also icons representing corporate product-related departments, sales-related issues, back-office, and various product development steps.

You can reuse the icons and organizational chart templates for presenting your company hierarchy, from the board through to the CEO and directors to specific department heads.

Feel free to explore these and reuse visualization ideas if they fit your work.

With the help of PowerPoint templates full of HR diagrams and role icons, you can enrich your existing slides or create a professional presentation from scratch. 

Thanks to the PowerPoint format you can edit all content – change descriptions, expand diagrams, replace icons as you need, etc. 

Having such templates allows you to create your own do-it-yourself toolbox that can speed up your presentation preparation. You can also import those slides to Google Slides or Keynote presentation software if that is a presentation tool you use.

Resource: HR Diagrams and Template s for PowerPoint

Explore the complete set of presentation graphics about human resources and personnel development topics. If you find it useful you can download all the source illustrations for commercial use and free modifications. All these resources are available in the infoDiagram collection of presentation graphics:

HR Management Diagrams & Icons Decks Collection

Further inspiration for HR presentations

Explore more blog posts to find the right infographics and visuals for presenting your ideas:

• How to Present Employee Engagement Factors
• Use Attention-Grabbing Graphics for Your Next Remote Work Presentation and Visual Metaphors to Illustrate Work From Home Concepts
• 7 Design Ideas for Group Development Chart Slide
• Use Symbols to Show 6 HR Management Areas
• Illustrate Needs and Values with icons

To try out how these PPT diagrams work, get a free sample of PowerPoint diagrams and icons that you can use to play with this kind of presentation graphic.

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Objectives and Functions of Human Resource Management (HRM)

30 th Nov 2021

9 mins read

Sukriti Saini

As per Sumantra Ghoshal, renowned Author and Professor  Human resources management is the management of human capital and can broadly be categorised into three- 

• Intellectual capital- This involves professional knowledge, upskilling, cognitive abilities, and the capacity + willingness to learn.
• Social capital- This involves networking, relationships with colleagues + clients, trustworthiness, and overall behavior.
• Emotional capital- Self-confidence, ability to take risks, resilience, and ambition.

HRM= Human Capital = Intellectual Capital+Social Capital+Emotional Capital The above explanation sums up briefly what Human Resource Management is but to understand these three words, we must dive deep.

So, ahead in the blog, we uncover the following-

What is hrm, what are the main objectives of hrm.

• What are the 7 key functions of HRM?

HRM Process

• The Future of HRM

As per Investopedia, various strategies combined into a comprehensive approach to manage an organization’s culture, environment, and employees are what human resource management is all about. It focuses primarily on giving general direction to the people of a company in terms of their job role, behavior from hire to retirement.

Meaning Of HRM-

Human Resource Management (HRM) is the department in every organisation that is responsible for the hiring, managing, and exit-related functions in the organisation. It focuses on the functions of people in business, following the best work practices.

Definition Of HRM

In other words, Human resource management is the process of making optimum use of the human resources to achieve the set business goals while ensuring they are not exhausted, unhappy, or dissatisfied with the organisation. It is all about how you manage people. This brings us to the all-time basic but big question , “What are the functions and objectives of HRM? ”. Let’s look at both of them in detail below.

The principal function of HRM is to hire the best and harness the best of their skills and time for the accomplishment of the ultimate goal i.e growth of the organisation. And so, in order to perform the prime function optimally, there are a lot of things that are taken care of internally; they are- Payroll, Engagement, Performance, and Attendance.

Below we elucidate the 5 main objectives of human resource management that help in engaging, honing, and retaining the employees.

5 Main Human Resource Management Objectives

Determining structure and steering productivity

One of the primal objectives of HRM is to steer the productivity through efficacy in the work. In order to attain this motive, the HRM not just defines the aims but also outlines ways to achieve them.

To organise the structure, work policies and ethics must be defined clearly. Thereafter, to steer productivity, HRM helps in hiring the best fit for the vacant position and then works on polishing the resource with proper training, workshops, seminars.

Enabling seamless coordination and harmony

Every individual brings a set of interpersonal traits and values with them. Majority of them have different opinions and values which become a reason for conflict sometime or the other. Even a slight disagreement on political views can disrupt the harmony. Additionally, coordination among various departments and within each department must be taken care of.

Hence, HR’s objective of enabling seamless coordination and harmony isn’t a cakewalk and demands continuous vigilance.

Ensuring employee satisfaction

There is no denial to the fact that if your employees are not happy and satisfied with the working environment, compensation, perks, the same reflects in their performance. Hence, it is vital for the human resource professionals to keep the employees happy with the organisation. Disgruntled employees can never contribute optimally.

So, strategies should be made and executed to keep the employees satisfied. Work environment, rewards and recognition in the form of incentives, team excursions, movies, dinners etc must be planned to strengthen the bond and surge the happiness. All this is done to align the individual goals of the employees with that of the organisation.

Improving employee performance

Measuring performance of employees through KRAs is yet another important HRM objective. To keep the employees fueled and the productivity soaring, HRs should evaluate the employee’s performance.

Frequent feedback and rewards help employees in staying focused and improving their work even more. They also help a lot at the time of appraisals as you don’t have to rely on your memory but the data.

Facilitating inclusivity in every sense

Making workplaces inclusive is the need of the hour. The objective may seem to be relatively new, it has been there for ages. It wasn’t just paid much heed earlier. The HRM must work to end the disparity based on caste, creed, and gender in salaries. There should also be no bias at the time of recruiting. It’s the time when LGBTs should be treated as normally as the dominant genders are treated. If they deserve the position, they should get it.

Sessions for gender sensitization should be conducted and a check on behavior of employees towards each other should also be kept.

What are the 7 Key Functions Of HRM?

Contrary to the common connotation in the social media world of the term HRM-  the people who make ‘Rangolis’, HRM encompasses a lot of other significant functions. Human resource management is all about the humans of the organisation.

There is a lot more that comes under HR functions. However, there are several functions of human resource management that deserve a special mention. Take a look.

The Recruitment and Hiring Function

The recruitment process involves sourcing, screening, and selecting candidates. The main goal of this function is to attract and hire the best candidate for the open job position within the set budget. 

Staffing plans, budget and resource requirements are decided before beginning the recruitment process .

Bonus Tip: Use an HRMS software that can map candidates and consultants within the software ensuring everybody is on the same page. This will help in reducing the time to recruit and closing the open position.

The Orientation  Function

Orientation function includes acquainting and making the new employees know the organisation and vice versa.In this way, new employees can better understand the work culture, ethics and senior authorities.

Bonus Tip: For better engagement of new joinees and acclimatise them with your organisation, define the policies for one-to-one informal interactions.

The Performance Management Function

The work environment of the organisation should be such that employees feel motivated. For the same, the HRM works towards making the working conditions good by listening to the grievances of the employees, and acting as a mediator whenever employees get into verbal tensions. Moreover, HRM also keeps a tab on the performance of the employees so that promotions and appraisals of employees can be done appropriately.

Bonus Tip: The human brain isn’t designed to store so much information but the software is. So, you can use HRMS software for performance management .

The Good Employee Relations Function

HR personnel are profoundly known as happiness officers for a reason. One of the human resource management functions is to foster great employee-employer relations. Doing so is essential as it impacts the behavior and works output of every employee.

Bonus tip: Organise group activities and games to build team spirit and rapport a personal and professional front. What could be better than your employees being the best of friends? Just so you know, women who have a best friend at work are 63% more likely to be engaged.  Employee and employer relations also improve that way.

The Top-Notch Training Function

Training and development are yet another function of human resource planning and management. It helps in enhancing the existing skills and adding new ones. This function isn’t just important for the rapid growth of the organisation but also for letting the employees know that you care for their career growth.

Bonus Tip: Apart from organising workshops, training sessions, you can organise sessions for knowledge sharing among employees. For instance, if one of the salespeople is really good at persuading, you can request him to train other employees.

The Employee Benefits Function

Even though the HR department is there for the welfare of the organisation, they keep in mind the company budget. The function includes both monetary and non-monetary employee benefits . For instance, salary, bonuses, wellness policy, flexible work scheduling, etc.

Bonus Tip: To strike a perfect balance between employee happiness and employer happiness (which lies in cost-saving), try to offer more non-monetary benefits.

The Compliance Function

Every country has its own set of laws to prevent harassment, discrimination and ensure workplace safety. The role also demands to stay compliant with the statutory laws while processing payroll .  

Bonus tip: Use an HRMS software for automating, time-saving and minimising errors in performing HRM functions, especially like these. Why? Because a single compliance error can get you into a long legal battle.

HRM process involves sourcing, hiring, inducting employees, providing orientation, training & development, ensuring fair appraisals basis performance, deciding/ revising compensation and the benefits, keeping employees morale and spirit high, maintaining cordial relations of company/ management with employees, taking special care of employee safety, welfare, other such measures, and compliance.

The Future of HRM/ What is the future of HRM?

Change is the only constant, with the recent drastic shift(s) in the way people and businesses function, it is more than clear that the way human resource management not only undergone some serious change but yet to undergo some more. 

In the near future with the purview of the recent changes, we can expect HRM and the people handling it to ascend to the role of coaches, and strategic business partners helping the companies navigate through turbulent times and situations. The focus increasingly inclines towards better employee experience, maintaining DEI , and making the businesses more and more sturdy to withstand the future unprecedented shakes.

There is a continuous need to be agile, adaptive, and acceptive for technology and deploy a  future-ready HRMS software.

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Sukriti Saini works as a content marketing strategist at HROne. She has done Bachelors in Journalism from Delhi University and carries several years of experience in content development. HR trends, Productivity, Performance and topics related to Employee Engagement garner most of her writing interest here. During leisure, she loves to write and talk about fashion, food & life.

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THE CONCEPT OF HRM

Oct 14, 2014

1.17k likes | 2.78k Views

THE CONCEPT OF HRM. HRM DEFINED. Human resource management (HRM) is a strategic, integrated and coherent approach to the employment, development and wellbeing of the people working in organizations. DEVELOPMENT OF THE HRM CONCEPT. The Harvard framework – Beer Best Fit (Contingency)

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Presentation Transcript

HRM DEFINED Human resource management (HRM) is a strategic, integrated and coherent approach to the employment, development and wellbeing of the people working in organizations

DEVELOPMENTOF THE HRM CONCEPT • The Harvard framework – Beer Best Fit (Contingency) • The matching model – Fombrum • Best Practice Approach – Pfeffer • Resource Based Approach

THE GOALS OF HRM • Objectives • People • Employment relationship • Ethics

DIVERSITY OF HRM • HRM practice varies • Hard and soft HRM - Storey

THE PHILOSOPHY OF HRM • The human resource gives competitive edge • The aim is to enhance employee commitment • HR decisions are of strategic importance • HR policies should be integrated into the business strategy. (Storey, 2001)

UNDERPINNING THEORIES OF HRM • Commitment • Organizational behaviour • Motivation • AMO • Resource dependence • Resource-based • Institutional • Transaction costs • Human capital • Agency • Contingency

STRATEGIC HUMAN RESOURCE MANAGEMENT

THE ESSENCE OF STRATEGIC HRM • Achieve integration or ‘fit’ between HR and business strategies is achieved • Take a longer-term view of where HR should be going and how to get there • Decide how coherent and mutually supporting HR strategies should be developed and implemented • How members of HR function should adopt a strategic approach

KEY CONCEPTS OF STRATEGIC HRM • The resource-based view • Strategic fit • Best Practice

BEST PRACTICE It is assumed that there is a set of best HRM practices that are universal in the sense that they are best in any situation This is questionable

BEST FIT • The best fit approach emphasizes that HR strategies should be congruent with the context and circumstances of the organization • Best fit involves vertical integration or alignment between the organization’s business and HR strategies • There are three models: lifecycle, competitive strategy, and strategic configuration Often said that ‘best fit is better than best practice’ but best fit models can be unrealistic.

DELIVERING HRM

HR ARCHITECTURE HR architecture consists of the HR systems, processes and structure as well as employee behaviours

THE HR DELIVERY MODEL The HR delivery model describes how HR services are provided

HR ACTIVITIES • Transformational (strategic) • Transactional

THE THREE-LEGGED STOOL MODEL HR is delivered through three major areas: • Centres of expertise • Business partners • Shared service centres

EVALUATING THE HR FUNCTION It is necessary to evaluate the contribution of the HR function to ensure that it is effective: • at the strategic level • in terms of service delivery and support

THE ROLE OF HR PROFESSIONALS Can act as: • business partners • strategists • innovators • change agents • internal consultants • change agents • facilitators • coaches

HR COMPETENCIES • Personal credibility • Ability to manage change • Ability to manage culture • Delivery of human resource practices • Understanding of the business Brockbanket al (1999)

PROFESSIONALISM IN HR Professionalism in HR is the conduct exhibited by people who are providing advice and services that require expertise and meet defined or generally accepted standards of behaviour

THE HR ROLE OF LINE MANAGERS HR can initiate new policies and practices but it is line managers who have the main responsibility for implementing them

HRM AND PERFORMANCE

THE IMPACT OF HR Much research has been carried out showing that good HRM practice and firm performance are correlated, for example in the UK: • Patterson et al (1997) • Guest et al (2000a) • Thompson (2002) • West et al (2002) • Purcell et al (2003)

HOW HRM MAKES AN IMPACT Hard to be certain because of: • Causal ambiguity • Contingency factors • The ‘black box’ phenomenon

IMPACT OF HRM MODEL OF HR PERFORMANCE LINK Reversed causality Business strategy HRM strategy HRM practices HRM outcomes Business outcomes Financial performance Contingency variables: Internal context - size, sector, technology, employees, culture External context – competition, economic, social Based on Paauwe (2004)

HIGH-PERFORMANCE CULTURE One in which the achievement of high levels of performance is a way of life

PERFORMANCE MANAGEMENT Performance management can contribute to the development of a high-performance culture by delivering the message that high performance is important

INTERNATIONAL HRM

INTERNATIONAL HRM DEFINED • The process of managing people across international boundaries by multinational companies • It involves the worldwide management of people, not just the management of expatriates

ISSUES IN INTERNATIONAL HRM • Globalization • Environmental differences • Cultural differences • Convergence and divergence

GLOBAL HR POLICIES AND PRACTICES Research conducted by Brewster et al (2005) identified three processes that constitute global HRM: • Talent management/employee branding • International assignments management • Managing an international workforce

MANAGING EXPATRIATES The management of expatriates is a major factor in determining success or failure in an international business

HUMAN CAPITAL MANAGEMENT

THE NATURE OF HUMAN CAPITAL MANAGEMENT HCM involves the systematic analysis, measurement and evaluation of how people policies and practices create value

INTELLECTUAL CAPITAL The stocks and flows of knowledge available to an organization

SOCIAL CAPITAL The knowledge derived from networks of relationships within and outside the organization

ORGANIZATIONAL CAPITAL The institutionalized knowledge possessed by an organization that is stored in databases, manuals, etc

APPROACHES TO PEOPLE MANAGEMENT RAISED BY HUMAN CAPITAL THEORY • What are the key performance drivers that create value? • What skills do we have? • What skills do we need now and in the future • How are we going to attract, develop and retain these skills? • How can we develop a culture and environment in which organizational and individual learning takes place? • How can we provide for both the explicit and tacit knowledge created in our organization to be captured, recorded and used effectively?

KNOWLEDGE MANAGEMENT

KNOWLEDGE MANAGEMENT DEFINED Knowledge management is concerned with storing and sharing the wisdom, understanding and expertise accumulated in an organization about its processes, techniques and operations

KNOWLEDGE DEFINED What people understand about things, concepts, ideas, theories, procedures, practices and ‘the way we do things around here’

DATA, INFORMATION AND KNOWLEDGE A distinction can be made between data, information and knowledge

THE PURPOSE OF KNOWLEDGE MANAGEMENT Knowledge management is about getting knowledge from those who have it to those who need it in order to improve organizational effectiveness

WAYS IN WHICH HR CAN CONTRIBUTE TO KNOWLEDGE MANAGEMENT • By providing advice and services dealing with culture management and organization development and design • By developing learning and communication programmes and systems

COMPETENCY-BASED HRM

COMPETENCY FRAMEWORKS Contain definitions of the behavioural competencies used for all employees in an organization or for specific members of staff such as managers

COMPETENCY HEADINGS The most common competencies in frameworks are people skills, although outcome-based skills such as focusing on results and solving problems are also popular

EXAMPLE OF A COMPETENCY DEFINITION WITH BEHAVIOURAL INDICATORS Competency heading Manage continuous improvement Competency definition Constantly seeking ways of improving the quality of services, the relevance and appeal of those services to the needs of customers and clients, and their effectiveness Competency requirement • Set targets for improvement. • Develop and implement programmes for managing change • Contribute to the development of quality assurance and • control processes and ensure that they are implemented Positive indicators • Encourages the development of new ideas and methods • especially those concerned with the provision of quality • Conscious of the factors that enable change to take place smoothly • Discusses ideas with colleagues and customers and formulates • views on how to improve services and processes. Negative indicators • Doesn’t try anything that hasn’t been done before • Complacent, believes that there is no room for improvement • Follows previous practices without considering whether there is any • need to change

APPLICATIONS OF COMPETENCY-BASED HRM The top three areas in which competencies are applied are: • Learning and development • Performance management • Recruitment and selection

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