Human Resource Management- What is HRM? Importance of HRM and many more about hrm.

Human Resource Management- What is HRM? Importance of HRM and many more about HRM.


Human resource management is about hiring, selecting, hiring, training and developing workers, evaluating workers' performance, determining compensation and benefits, motivating workers, maintaining good relations with workers and their trade unions, ensuring worker safety, land labor laws Compliance and ultimately concern follow the orders / judgments of the High Court and the Supreme Court if beneficial and healthy measures are taken.

Human resource management involves management tasks such as planning, organization, management and control

This includes human resource collection, development, maintenance
  • It helps in achieving individual, organizational and social goals
  • Human resource management is a multidimensional issue. It includes studies in management, psychology, communication, economics and sociology.
  • It involves team spirit and teamwork.
  • This is an uninterrupted process.
As a department in an organization, Human Resource Management manages all aspects of the staff and has various functions such as human resource planning, job analysis management, recruitment and job interview management, human resource selection, orienting, training, compensation, benefits and incentives, evaluation. Maintaining, Career Planning, Career Standards, Employee Discipline, Sexual Harassment Blackout, Human Resource Monitoring, Industrial Relations Maintenance, Employee Welfare and Safety Issues, Communicating with All Employees at All Levels and Maintaining Awareness and Consent Local, State and Federal Including labor law.

Thumb's rule for human resource stuffing requirements The historical rule is that one full-time professional human resource person should be hired for every 100 employees. May change.

What is the importance of Human resource?


Behind the production of every product or service is the human mind, effort and human hours (working hours). No product or service can be produced without human help. People are the basic resource of creating or constructing anything. The aspiration of every organization is to have skilled and skilled people to make their organization capable and optimal.

Of the five MSs of management, i.e. HRM, the first among M, means, machines, materials and methods discusses M, which is male. It is believed that managing “men” in five messes is not so easy. "Every human being is different from others" and they are completely different from other missions in the idea that men have the ability to manipulate other missions. On the other hand, other women are either lifeless or abstract and do not have the ability to think and decide what is best for them.

Why do we call it as Human Resource Management?


Human: Refers to skilled workers in an organization.
Resources: Refers to limited availability or scarcity.
Management: To meet the goals and objectives of the organization in order to make the best use of this limited or scarce resource and how to make the best use of it.

Thus, human resource management refers to the proper use of available skilled workers and the efficient use of existing human resources in the organization. The best example of the current situation is that the construction industry is facing a severe shortage of skilled manpower. It is expected to triple from the current 30 percent in the next decade, negatively affecting the sector's overall productivity, industry experts warn.

Many experts now claim that machines and technology are replacing human resources and reducing their role or effort. However, machines and technology are only man-made and need to be managed or at least man-made and this is why companies are always looking for talented, skilled and efficient professionals for their continuous development.

People are therefore an important resource for any organization, although many tasks today have been handed over to artificial intelligence but they do not have the judgment skills that do not match the human mind.

"The automation of factories has already decimated jobs in traditional manufacturing, and the rise of artificial intelligence is likely to extend this job destruction deep into the middle classes, with only the most caring, creative or supervisory roles remaining"
-British theoretical physicist Stephen Hawking


It is an indisputable fact that humans are being replaced by artificial intelligence in the form of robots. However, not all tasks can be handed over to robots, in other words, robots have their own limitations and not all roles can be handled by robots. Stephen Hawking, a British theoretical physicist and professor at Cambridge, described artificial intelligence as being destroyed by the rise of middle-class jobs. He still felt that the need to apply natural intelligence or the human mind was inevitable in certain roles.


Evolution of an employee

 Past     Future
 Work 9 to 5    
 Work anytime
 Work in an office
 Work anywhere and from anywhere
 Use company equipment
 Use your own modern gadgets and requirements
 Focused on inputs
  Focused on outputs
 Climb the corporate ladder
 Create your own ladder for career
 Pre-defined work
 Customized work
 Hoards information          
 Shares information
 No voice
 Can become a leader
 Focused on knowledge
 Focused on adaptive learning



Human Resource Management Definitions by Authors

Many great scholars had defined human resource management in different ways and with different words, but the core meaning of the human resource management deals with how to manage people or employees in the organisation.

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

The National Institute of Personal Management (NIPM) of India has defined human resources – personal management as “that part of management which is concerned with people at work and with their relationship within an enterprise. Its aim is to bring together and develop into an effective organization of the men and women who make up enterprise and having regard for the well – being of the individuals and of working groups, to enable them to make their best contribution to its success”.

According to Decenzo and Robbins, “Human Resource Management is concerned with the people dimension” in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization is essential to achieve organsational objectives. This is true, regardless of the type of organization – government, business, education, health or social action”.


Evolution of Human resource management


Human resource management has evolved into personal management which was the previous management system that was used to manage employees. To know the evolution of personnel management one must look at the history of centuries of research by a great psychologist about a person's human behavior and their response to a particular situation see see One of them was Alton Mayo who was a psychologist from Australia. He was a firm believer in the balance of careers for increasing the productivity of the workers and emphasized on human relations affecting the productivity of the workers and ultimately he is considered as the father of human resource management.

Returning to the roots of evolutionist management, Robert Owen was considered the creator and promoter of labor reform at his own Lanark cotton mills. He made a policy of 8 hours of day work, 8 hours of rest and 8 hours of sleep. One identified the importance of better working conditions in the workplace and its impact on workers ’productivity and efficiency. After implementing better working conditions in the workplace, he noticed a change in productivity as his staff increased efficiency. In those old days he implemented many social and welfare practices for his employees and saw his employees happy, motivated and did a better job. So he was referred to as the father of staff management.


According to an article in Human Resource Magazine, it is believed that the first staff management department (later developed as human resource management) began work on the National Cash Register Quote in the early 1900s. After several strikes and lockouts of employees, NCR leader John H. Patterson convened a personnel department to train new laws and practices for complaints, discharge and protection and supervision.

The United States Office of Personal Management (OPM) is the largest HR department in the world. OPM provides human resources services to federal government employees of approximately 2.6 million workers. It performs employee recruitment, interviewing, and employee promotion; Overseeing merit pay, benefits and retirement programs; And ensure that all employees and applicants are treated fairly and in accordance with the law.

What is the purpose of Human resource management?

The purpose of human resource management is to get a job and deal with the employer (employee). In order to work in an organization, one needs to be identified. In order to identify the right person for a particular job, a notification should be issued that contains job descriptions (duties and responsibilities) and specifications (academic qualifications and physical qualifications). In order to verify the validity of the invited candidates, they should be examined by the appropriate selection method for selecting the right person. Subsequently the selected candidates will have to arrange for proper training to perform their duties and responsibilities mentioned in the notification. Later, employees should be evaluated to see if they are performing the desired criteria set by management. Accordingly employees should be rewarded or paid for the work they have done in the organization and their safety in the job is the responsibility of the HR manager or safety officer who instructs to take safety measures for the employees and sees that they are being followed unreasonably. Healthy and welfare measures are so important to keep employees happy and motivated, which has a direct impact on their productivity. Doing this avoids conflicts that maintain a proper and healthy relationship between employees and management that will affect the overall performance of the organization. The most important thing is not to ignore the employment and labor laws that govern all the activities described above for a job. The company and its branding will cost against the employment law. So human resource management is like a guardian angel for a smooth and long lasting journey for the organization.

Father of Personnel Management
(14 May 1771 – 17 November 1858)
Robert Owen raised the demand for  ten-hour day in year 1810, and instituted it in his New Lanark cotton mills. By 1817 he had formulated the goal of the 8-hour day and coined  slogan 8 hours labour, 8 hours recreation, 8 hours full rest.

Women and children in the England were granted the ten-hour day in 1847. The  8-hour day movement forms part of the early history for the celebration of the Labour Day, and the May Day in many nations and cultures.


Father of Human resource management
George Elton Mayo
(26 December 1880 – 7 September 1949)






























































The purpose of human resource management is to get a job and deal with the employer (employee). In order to work in an organization, one needs to be identified. In order to identify the right person for a particular job, a notification should be issued that contains job descriptions (duties and responsibilities) and specifications (academic qualifications and physical qualifications). In order to verify the validity of the invited candidates, they should be examined by the appropriate selection method for selecting the right person. Subsequently the selected candidates will have to arrange for proper training to perform their duties and responsibilities mentioned in the notification. Later, employees should be evaluated to see if they are performing the desired criteria set by management. Accordingly employees should be rewarded or paid for the work they have done in the organization and their safety in the job is the responsibility of the HR manager or safety officer who instructs to take safety measures for the employees and sees that they are being followed unreasonably. Healthy and welfare measures are so important to keep employees happy and motivated, which has a direct impact on their productivity. Doing this avoids conflicts that maintain a proper and healthy relationship between employees and management that will affect the overall performance of the organization. The most important thing is not to ignore the employment and labor laws that govern all the activities described above for a job. The company and its branding will cost against the employment law. So human resource management is like a guardian angel for a smooth and long lasting journey for the organization.

Why Is Human Resource Management Important to All Managers?


Why are these ideas and strategies important to all managers? ‘It’s probably easier to answer by listing some employees you don’t want to make mistakes when managing. For example, you do not want to:

  1. Hire the wrong person for the job.
  2. Experience high turnover
  3. Have your people not doing their best
  4. Waste time with useless interviews
  5. Have your company taken to court because of discriminatory actions
  6. Have your company cited under federal occupational safety laws for unsafe practices
  7. Have some employees think their salaries are unfair and inequitable relative to others in the organization
  8. Allow a lack of training to undermine your department's effectiveness
  9. Commit any unfair labor practices

Difference between Personnel management and Human resource management.


Personnel management is the seed and root of human resource management when it comes to the final stage of difference. Simply put, human resource management has evolved from personal management. The basic principle of personal management is to take out work from an employee for a fee. In the era of employee management, employees were not given high priority in the decision-making process and were not allowed to interact with their management very much. Staff management was confined to the factory and the main focus of the private director was not on whether labor law was complied with but not on the morale of the workers. Employees were seen not only as an obligation to the organization as a tool but also as an asset to the organization, moreover they saw the organization as an expense and expense rather than capital and investment. Rather than being flexible and interactive with employees, employee officers are mostly disciplined. Employee managers did not prioritize the upbringing of employees and ignored the attitude of employees which means that if any error occurs by employee managers they refer to employee managers instead of understanding the punitive situation.

From a human resource management perspective employees see employees as the most valuable resource for the organization and they consider their employees as the assets and capital of their organization. Motivating employees is a primary feature of human resource management as opposed to personal management. The main principle of human resource management is to see what should be given to an employee to get the desired job. HR managers always encourage employee participation in decision making and their suggestions are most valuable. The balance of work, welfare and career of employees is a high priority for HR managers and they show more concern towards employee problems. The adoption of new policies and optimization methods by HR managers is well encouraged and fast. The best difference between Personnel Management and Human Resource Management is the integration and expansion of information technologies in the human resource management process and the functions for increased productivity and time saving as time is of the essence. All of the above artificial intelligence and Roberts spends many hours starting with employee recruitment, testing, interviewing and much more.

Who is responsible for human resource management?


The Human Resource Officer or Manager is responsible for managing the human resources in the organization.

The HR Director is a top level manager who is responsible for managing all human resource activities and policies. They also oversee professional human resources personnel.

Primary responsibilities of the Human resource manager:


  1. To develop a thorough knowledge of corporate culture, plans and policies.
  2. To act as an internal change agent and consultant.
  3. To initiate change and act as an expert and facilitator.
  4. To actively involve himself in company’s strategy formulation.
  5. To keep communication lines open between the HRD function and individuals and groups both within and outside the organisation.
  6. To identify and evolve HRD strategies in consonance with overall business strategy.
  7. To facilitate the development of various organisational teams and their working relationship with other teams and individuals.
  8. To try and relate people and work so that the organisation objectives are achieved effectively and efficiently.
  9. To diagnose problems and to determine appropriate solution particularly in the human resources areas.
  10. To provide co-ordination and support services for the delivery of HRD programmes and services.
  11. To evaluate the impact of an HRD intervention or to conduct research so as to identify, develop or test how HRD in general has improved individual or organisational performance.

Core responsibilities of Human resource management


  1. Planning for staffing needs
  2. Employee Recruitment And Selection
  3. Employee Compensation And Benefits
  4. Employee Training and performance evaluation


What is the role of a Human resource officer?


He is responsible for formulating and designing human resource policies in compliance with labor laws and oversees all HR-related activities in an organization, from hiring to dismissal.

The Human Resource Manager is responsible for overseeing human resource activities and policies as directed by the executive level. Looks at maintaining employment records as required by the Supply and Employment Act.

What is an employee handbook?

  • An employee handbook defines the culture of your organization. Great employee handbooks inspire and engage employees.
  • Provides useful information about company policies and procedures.
  • The U.S. Supreme Court has made it clear that in order to protect the company, legal protections must be spelled out to employees.
  • Employee handbooks are often a necessary document in agency investigations and employee claims.
  • Telling the story of your organization - Employee handbooks are a great opportunity to educate employees about the organization, its history and its origins.
  • An employee handbook helps in employee orientation and new employees at a faster pace.
  • Many organizations offer handbooks for multiple employees based on location, job classification, union membership, etc.
  • The practice of hiring employee handbooks is essential for the risk management required by the liability insurance carrier.
  • More than half of companies now distribute their employee handbooks online.

Who works for Human resource management? 

(Supporting staff)

Strategic level
The Chief Human Resource Officer (CHRO) is a corporate level officer who is responsible for determining and executing human resource strategies in the overall strategic planning of the organization, especially in the areas of legacy planning, talent management, change management, executive compensation, etc. He oversees the policies, practices and management of the industry. The CRARO may be involved in the selection of board members of an organization.

Supervision level
The HR Director is responsible for managing all human resource activities and policies, including top management. The director oversees employee compensation, benefits, employee, recognition measures, employee relationships, health and safety, and training and development activities. They also supervise the professional human resource personnel mentioned below.

Execution level
The employer (hiring manager) who finds the right candidates and is ultimately responsible for filling the vacancies by hiring them. The best employers may choose even the most passive candidates but they should have the necessary data to influence the recruitment strategy of the organization. They are part artists and part scientists. Here are some tips to be the best employer.

  • Modern employers should have an instinct for interconnection. They need to know how to manage and navigate skill sets, hire managing personalities, create a perfect match and suit the culture of the organization
  • They should live and die by the mantra, ‘If you can’t measure it, you can’t handle it’ They should understand the importance of numbers and data, not just help them make better decisions They can earn the trust of others in the organization
  • Marketers should think about the way they think about the product through their own profile or through employer branding promotion, they should know how to tell great stories about the company.
  • They should choose to hire innovation. They should know which tools work best and become masters when it comes to their use.
  • They should be able to read their candidates and learn how to positively influence their emotions, to arouse excitement. And yes!
Instructors who are responsible for providing the skills needed to perform the job and for updating new skills and knowledge for accuracy and error-free.

Safety officers who look after the safety of employees in the workplace and ensure that the incidence of 1 in 4 injuries in the workplace is excessive. According to the Factories Act, 1947 [Section 40B], a company must have safety officers for thousands of employees where production takes place. The primary responsibility of a safety officer is to instruct employees about safety measures and precautions in the workplace.

The Human Resource Auditor conducts a complete human resource checkup and verification of employee records and files, including HR procedures and policies, employment law, employee handbooks, orientation, staff training, performance management, employee compensation and payroll and employee termination procedures. The principle of audit is to check the organization's compliance with established rules and / or company policies.

The primary objectives of HR audits are to ensure compliance with laws, disclosure of liability, identification and correction of risk gaps, avoid litigation, avoid costs and increase the best practices of human resource management.

The People Matters HR Audit Study 2016, 2 companies surveyed to evaluate and evaluate HR audit methods in Indian companies. The results of the survey show that HR audits are a regular process in most organizations, with very few organizations employing dedicated resources that support audit methods. In addition, companies need to actively use them to assess business risks and improve processes.

96% of organizations do not have dedicated HR resources for monitoring. They are done by either external monitoring agencies or internal HR inspectors.

And only 52% of organizations perform audits to establish a "primary warning system."
Frequency of HR monitoring by companies - can be annual, quarterly, quarterly and semester

Rights of an employee


The right against discrimination in the workplace

The right of every citizen of India to be arbitrary. Article 11 (2) of the Constitution of India states that no citizen shall be discriminated against or ineligible for any employment or office under the State on the basis of religion, caste, creed, sex, descent or place of birth or residence or any of them. Adherence to the rule of equality in public employment is a feature of the Indian Constitution and the rule of law is its main issue. The court cannot disqualify itself from making an order inconsistent with Articles 14 and 16 of the Indian Constitution.

In the United States, the second title of the Civil Rights Act, 1964, prohibits discrimination against human beings for certain reasons. In this case, employers implement equal employment policies and prohibit discrimination on the basis of caste, creed, sex, religion, nationality, age, race, marital status, disability, medical conditions, genetic characteristics (among family members), political affiliation, etc.

The United Nations Equality Act, 2010 prohibits caste discrimination and mandates equal treatment in public and private services, regardless of race, age, gender, religion or disability.

The Scheduled Castes and Scheduled Tribes (Prevention of Atrocities) Act, 1989 is a social justice-based law designed to prevent unjust oppression and other degrading treatment of Scheduled Castes and Scheduled Tribes and Scheduled Tribes members.

According to the recent Supreme Court judgment under Section 3 377 of the Indian Penal Code 1860, LGBTQs (lesbian, gay, bisexual and transgender) will not be discriminated against or insulted in any way.


Equal pay for equal work

It is an employee though equal pay for equal work is not explicitly declared by the Constitution as a fundamental right to "follow the principle laid down in Article 39 (d) of the Indian Constitution as" equal pay for equal pay to the state? "

According to Article 39 (d) of the Indian Constitution, the state must ensure equal pay for equal work for both men and women. Parliament has enacted the Equal Remuneration Act, 19 Act to implement Article 39 (d). The law provides for equal pay for male and female workers for the same work, or for work of a similar nature, and to prevent discrimination on the basis of sex. The law also ensures that there will be no discrimination in the recruitment of women and provides for the formation of an advisory committee to facilitate women's employment. It is the duty of HR directorates and HR managers to ensure that there are no violations that are not constitutional, so it must be complied with by every organization.

Working hours

The right of an employee to work no more than 9 hours a day or 48 hours a week in a factory. According to the Factories Act 198, an employee must take a break or rest for at least 30 minutes after five hours of continuous work. The same right applies to employees working in hotels, movie theaters and entertainment and shops and establishments. .

Weekly vacation

At least one day off per week in factories or shops and establishments as per the Factories Act 198 and the right of an employee as per the shop and establishment law of the concerned state

Salary or wages

Under the Minimum Wages Act, 1947, an employee has the right to claim the salary or wages for the work paid to his employer. It is the duty of the employer to pay the remuneration according to the work received from his employee.

Any deduction from the salary or wages of an employee should be made only in accordance with the Employment Act. If an employee collects a fine or deducts or deducts from an employee's salary, it will be considered illegal and such employer is liable to take legal action.

Pay for overtime work

According to Section 59 of the Factories Act, 1948, if a worker works nine hours a day or more than 48 hours a week, the right of an employee to claim money for overtime at twice the normal rate is his wages or salary.

Payment of gratuity

An employee who has completed five years of uninterrupted service in an organization of 10 or more employees must claim gratuity at the rate of 15 days of his / her current salary for each year of service in accordance with the Gratuity Act, 1972.

Bonus payment

Pursuant to Section 10 of the Payment of Bonus Act, 1965, it is an employee's right amount of salary of Rs. 21000 / - p.m. Claiming to pay the minimum bonus which is 7.33% of his salary (his salary will be considered as maximum 7,000 / - for bonus calculation) and it is the duty of the employer to pay minimum bonus to their employees the amount of profit or loss of any organization in that year. Section-11 states that the maximum percentage of bonus claimed by an employee in case of profit of an organization is 20%. The method of paying bonus to the employees irrespective of the profit or loss of an organization is mentioned under Bonus Payment of 19ment5.

Funding

It is the right of an employee to receive social security benefits as a provident fund for an employee whose salary does not exceed ১৫ 15,000. It is the responsibility of the employee to contribute 12% of his salary to the Provident Fund and the company having 20 or more employees, to contribute equally 12% of his salary according to the employees, 'Provident Fund and Miscellaneous Provisions Act 1952.

Under the current rules, if an employer becomes unemployed for one month, such workers can withdraw 0% from the Provident Fund. If an employer becomes unemployed for more than two months, you can take this project in the future with the total amount from the provident fund.

Maternity leave

Pursuant to Section 5 of the Maternity Benefit Act, 1961, a female employee has the right to claim maternity leave for 2 weeks for 2 years. This type of female employee can apply for delivery leave exactly eight weeks before the expected date. It is the employer's duty to pay the full salary of a female employee during maternity leave for 26 weeks. In the case of termination of abortion or termination of treatment, a woman has the right to survive with wages or salary for six weeks upon termination of abortion or pregnancy treatment.

Paternity leave

If the male employee is working for the Central Government of India, he has the right to claim paternity leave for 15 days within six months from the date of delivery of his child. Many well-known non-governmental organizations are also being followed to increase employee morale and employee satisfaction.

Compensation in case of accident, injury and death of any employee

Under the Workers' Compensation Act of 1922, an employee has the right to claim compensation in the event of an accident or injury while on the job, especially when the worker was not under the influence of alcohol. In the case of death of an employee during employment and if such employee is not under the influence of alcohol, he has the right to claim compensation under the Compensation Act 1933.

Participation in the management of workers

Article 43 of the Constitution of India guarantees the participation of workers in the management of industry.

Protection against sexual harassment in the workplace

The right of an employee to be protected against sexual harassment in the workplace under the Sexual Harassment of Women in the Workplace (Prevention, Prohibition and Remedy) Act 2013 should form an internal grievance committee consisting of 10 or more employees Protected under section 354, the offender is sentenced to imprisonment.

Incidentally, sexual harassment of a woman in the workplace is a violation of her fundamental right to gender equality under Article 16 (2) of the Indian Constitution. This fundamental right can be violated in the High Court of the State concerned in Article 226 of the Constitution of India to seek justice and to punish such violators.

Note: Any person deprived of his or her rights as described above may be challenged in a court of law, and a person who violates this right may be punishable by law in a court of law.

5 basic (Managerial) function of Human Resource Management

PLANNING - HR

Planning is the first and foremost task of management and everything depends on planning because it is to think about the issues before they happen and prepare in advance to deal with them. Poor planning results in failure and affects the overall system. So HR managers should be aware of when is the right time to do things, when things should be done and when things should not be done to achieve the goals and objectives of the organization.

Establishing goals and objectives to be achieved through employees so that the organizational mission determined by top level management can be achieved.

Develop rules and procedures for employees to avoid any kind of discrimination, to ensure fair and transparent conduct among employees, to avoid conflicts starting from employee segregation, to avoid any kind of discrimination among employees, to create discipline among employees , Fighting and avoiding land regulations and employment laws for the continued performance of employees and ultimately the smooth running of the organization.

Determining planning and forecasting strategies as part of human resource planning to draw on the workforce estimates appropriately required for the organization and to attract talented candidates that may not affect the organization’s output.

HR Outsourcing: As a decision maker or purchaser in operations management, the HR manager must be able to make decisions about HR activities that management can perform on its own or outsource when skills are available and cost savings for the organization. The following are the most outsourced HR activities; Legal advice and assistance, employee payroll, pension, training and development, recruitment, employee support, compensation and benefits, outputs are human resource information systems, employee relations, policy-making, strategic partnerships, employee evaluation and resource planning

Most small to medium-sized business owners are aware of the frustration of spending more time on non-revenue generating activities than the benefits and benefits of managing resources from pay-benefits. The answer of many traders may be that part of their HR work may be a third party supplier so that they can concentrate on their core business and it has the following benefits -

  1. Save money and reduce operating costs
  2. Allow the company to focus on its core business
  3. Reduce the number of HR employees and related staff costs
  4. Allow HR staff to focus more on the strategy
  5. Avoid large investment costs in technology
  6. Improve metrics / measurements

ORGANIZING - HR


HR managers need to be consistent in everything related to human resources and organization because organization is the process of formulating and arranging everything properly to avoid any confusion and conflict.

It is the responsibility of the Human Resource Manager to assign a specific task to each member in order to accomplish the overall objectives of the task assigned to an employee, as well as clearly define the responsibilities of the Human Resource Manager before assigning an employee. HR managers should keep in mind that the responsibilities assigned to the employees should be matched with their skills and abilities and HR managers should also train the employees in the field or subjects that are going to be assigned to them otherwise the assignment on the employees fails and is defeated.

Establishment of departments and divisions according to the nature of work in order to increase the efficiency, effectiveness and speed of work. Establishment of separate departments and divisions will provide easy and effective control over the employees by the management which will give better results and improve the overall efficiency of the organization.

Delegating authority to members for a good cause and making employees more accountable to employment and organization is a part of employee development. Delegating authority to employees makes them more accountable to the organization because authority is the equivalent of a policy obligation, in contrast you should empower an employee when he or she is responsible so that he or she can perform the responsibilities assigned to the employee. Duty without authority over duty defeats its purpose. So when employees feel responsible and take on responsibilities, it’s a good sign because it keeps employees engaged.

Establishing authority and communication channels is the primary responsibility of any HR director who enables managers to effectively communicate the desired goals and objectives of the organization. Conflicts can be avoided by having effective communication, enabling employees to understand exactly what is expected and enabling managers to work on time.

Create a system to coordinate the work of the members so that the employees can work properly and there is no conflict in the work allocation of the employees. Improper and discriminatory assignment of work We will make one or the other employee feel overly burdened, flashy and create conflicts between employees which is not good for organizational health and the best out of them.

STAFFING - HR

Staffing is one of the main tasks of human resource management because the process of hiring the right people, providing the right training and providing them with the right and satisfactory job.
Emphasis should be placed on determining the type of recruitment of people as it is a basic resource and investment for any organization. Every company wants the right people with them but they come at a price. Compensation for employees is a key factor in attracting talented people and keeping them in the company for a long time.

Compensating employees is one of the main tasks of human resource management. Of all the motivational factors, money is the most important primary motivating factor for any employee. 

Appropriate compensation for the work performed by the employee will not only make the employees happy, it will also make the organization sue by complaining against the land employment laws, if it is not outlawed and the amount of exploitation of the employees which is against the law.

Performance appraisal, measurement and evaluation of employees: A performance appraisal to help employees understand their strengths and weaknesses and get compensation accordingly. The very purpose of evaluating the performance of employees is to evaluate and compensate accordingly. The company cannot compare and measure the actual performance of the employees with the standard performance unless it sets performance standards for its employees. HR managers take employee performance gaps when making decisions about whether to pay bonuses, profit-sharing, stock options, and whether or not to provide incentives. The performance gaps of these employees will not only be considered for compensation decisions but also for corrective action on employees, promotion to higher levels and if there is a gap in the performance of an employee, such employees will be reduced, dismissed or sometimes fired. Will.

To advise employees as Human Resource Manager, to understand and assist people with the goal of reducing technical, personal and psychological or coordination problems, so that employee performance is maintained or improved at the expected level.

Recruiting potential employees and selecting the best from among them is one of the major tasks of human resource management. Recruitment is the process of inviting people who want to join the organization and choosing the best among them is an important process where various selection tests are taken. Having the best people in the organization will make the company the best that the employer will create a brand that will help attract talented people and stay in the company for a long time.
HR Metrics: Apply formulas to measure and calculate key HR issues so that accurate HR results and the current situation of the organization can be drawn. The very purpose of the HR metrics is to indicate the current position and effectiveness of the organization.

Key HR related issues where HR metrics can be applied are the time it takes to hire an employee, the cost of hiring an employee, the rate of employee absenteeism, employee training to another, turnover cost, turnover rate, annual turnover of an employee, compensation cost for an employee. , Income per employee, return on investment (RII) and yield ratio

Example:   Annual employee turnover rate       =                         No of employees left                          X 100
                                                                                             beginning + ending No of employee in a year / 2



DIRECTING - HR


Direction is a knowledge, discipline, and formal way of communicating to others what you expect them to do for you or an organization. An HR manager cannot be called a full-fledged HR manager if he or she does not have management skills. When the HR manager has the right management skills, it clears the expectations they have for employees, eliminates confusion among employees, and clarifies what results are expected from employees by management.

Working through subordinates to meet the goals and objectives of the organization. Actually working with others is an industry that every human resource manager should have, for which human resource management influences employee motivation and emphasizes many things.

The goal is to ensure effective two-way communication with subordinates in order to effectively communicate information to subordinates, as human resource managers play an important role in understanding what the organization expects from employees. Confusion among employees hinders progress and even leads to conflicts that ultimately affect the overall performance of the organization.
One of the tasks of human resource management is to motivate subordinates for better performance by providing employee recognition, rewards, inherent benefits, paid leave, salary increase, gifts, any social security benefits to employees and their family members.

CONTROLLING - HR


HR managers should have the knowledge to control all HR related matters, as they should think and decide what should and should not be done and what should not be done and what should not be done while working with employees.

Establishing standard performance to measure the actual performance of employees by conducting performance appraisals for evaluation

Measuring actual performance with established performance standards of employees to find gaps in employee performance.

Comparison of actual performance with the standard one for deviation detection for initiation of corrective actions, if any deviation occurs. Corrective measures include providing appropriate and appropriate training to such employees or preventing an increase in payments until there are no performance gaps. When serious deviations are identified, the employee is promoted, suspended and sacked.















Maintaining group morale through fair treatment among employees, being ethical and generous towards employees, being loyal to management employees and prioritizing employees ’concerns. It is the responsibility of the HR director to guide his staff at all times, otherwise the lack of guidance often kills the morale of the staff. Training and development programs not only improve the skills of employees but also boost their morale, which makes them happier and leads to longer term. In addition to breaking the monotony in the workplace, training programs provide employees with a learning platform where they are able to acquire new skills and become more marketable.
































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