soumik_13 sarkar khagen mess ece dep.pdf

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1. TOPIC NAME : HUMAN RESOURCE MANAGEMENT
NAME : SOUMIKSARKAR
UNIVERSITY ROLL : 35000322013
SUBJECT : HUMAN RESOURCE MANAGEMENT
SUB-CODE : OE-EC506c
DEPARTMENT : ELECTRONICS AND COMMUNICATION
ENGINEERING
SEMESTER : 5
th
COLLEGE : RAMKRISHANA MAHATO GOVERNMENT
ENGINEERINGCOLLEGE,PURULIA

2. •Title:Human Resource Management
•Introduction to HRM
•Human Resource Management (HRM) is the strategic approach to managing an
organization's most valuable asset—its people. HRM focuses on the effective
recruitment, development, and management of employees to ensure that they
contribute optimally to the organization’s goals and objectives. Here’s a more
detailed definition:
•Definition of Human Resource Management (HRM)
•Human Resource Management (HRM)is the practice of recruiting, managing,
and developing an organization’s workforce in alignment with its strategic
objectives. It encompasses a range of functions and responsibilities aimed at
maximizing employee performance, fostering a positive work environment, and
ensuring legal and ethical compliance.

3. •Importance:
Human Resource Management (HRM) is crucial for organizations for several reasons, all
of which contribute to the overall success and sustainability of the business. Here are key
reasons highlighting the importance of HRM:
**1. Talent Acquisition and Retention:
•Attracting Talent:HRM helps organizations find and recruit the right talent that fits the
organizational culture and meets the skills required for various roles.
•Retaining Employees:Effective HRM practices, such as competitive compensation and
career development opportunities, help retain valuable employees, reducing turnover
and associated costs.
**2. Enhancing Employee Performance:
•Training and Development:HRM ensures that employees receive the necessary
training and development opportunities to enhance their skills, leading to improved job
performance and productivity.
•Performance Management:By setting clear goals, providing regular feedback, and
conducting performance appraisals, HRM helps employees stay motivated and perform
at their best.

4. Nature of Human Resource Management:
The nature of Human Resource Management (HRM) encompasses various aspects that define its role and
functions within an organization. Understanding the nature of HRM helps to appreciate its importance and the
impact it has on both employees and organizational performance. Here are key elements that describe the
nature of HRM:
**1. Strategic Nature:
•Alignment with Business Goals:HRM is strategic in nature, meaning it aligns HR practices and policies with
the overall goals and objectives of the organization. This alignment helps ensure that human resources
contribute effectively to the business’s success.
•Long-Term Planning:HRM involves long-term planning for workforce needs, talent development, and
succession planning to support the organization’s future growth and stability.
**2. Dynamic and Evolving:
•Adaptability:HRM is dynamic, constantly evolving to meet changes in the business environment,
technological advancements, and shifts in employee expectations.
•Continuous Improvement:HRM practices are regularly updated based on feedback, performance metrics,
and emerging trends to improve effectiveness and efficiency.
**3. People-Centric:
•Employee Focus:At its core, HRM is people-centric, focusing on managing, developing, and supporting
employees to maximize their potential and job satisfaction.
•Engagement and Well-Being:HRM emphasizes employee engagement, well-being, and work-life balance,
recognizing that a motivated and healthy workforce is crucial for organizational success.

5. •FEATURES OF HUMAN RESOPURCE MANAGEMENT :
1.A Part of Management Discipline :
HRM is a crucial aspect of administration. Even though it is not considered a profession in itself, it is
unquestionably a subject of study. Because HRM is part of the management process category, it largely
relies
on management concepts, methods and procedures when managing the human resources of almost any
business segment
2. Universal Existence :
HRM is universal and is applicable everywhere, irrespective of the size,
nature and variety of scopes.
3. Directed towards the achievement of objectives :
HRM is focused on working to attain organizational goals. It also gives
tools and procedures for properly managing the firm’s human resources.
4. Concerned with People :
HRM is concerned with the management of human resources or human
characteristics in a business segment. It oversees a variety of individuals,
including workers bosses, managers and other associated seniormanagers.

6. •Seven HR best practices
The 7 Human Resource best practices presented below have been proposed
by Jeffrey Pfeffer. Pfeffer wrote two books on this topic:
•Competitive Advantage through People (1994), and
•The Human Equation: Building Profits by Putting People First (1998)
In these books, he proposes a set of best practices that can increase a
company’s profit. When these HR principles are combined (or bundled), their
impact is even more profound.
•These best practices are:
1.Providing security to employees :
The first Human Resource best practice is employment security. Life is
unpredictable and work is a stable factor that is very important to most
people. Having an employer who enables the employee to provide for
themselves and their family is, in essence, the number one reason why
peoplecometowork

7. 2.Selective hiring: Hiring the right people :
You can’t just hire anyone; you want people who are fit for the job. Companies do their utmost
best to hire exceptional people because they add the most value to the business. There also
needs to be a prioritization of building a structured and fair selection process. This reflects legal
requirements, internal diversity goals, and that a more diverse workforce, better reflects
society. This can be hugely beneficial for understanding wider consumer behaviorand the
needs of different customers.
3. Self-managed and effective teams :
We all know that teamwork is crucial in achieving goals. High-performance teams are crucial for
any company when it comes to achieving success.
Teams provide value because they consist of people who are, and think differently but are
working towards a common goal. This means that different ideas are generated to help achieve
the goal. These ideas are then processed and combined, resulting in the best ones being
selected.
4. Fair and performance-based compensation :
First of all, if you hire the right people, you want to compensate them above average. These are
the people that will add the most value to your company so you want to retain them and pay
them fairly. This is an example that shows how different best practices work together to provide
more value than they would alone, in this case, selective hiring, contingent compensation, and
employmentsecurity.

8. 5. Training in relevant skills :
This HR best practice states that companies should invest heavily in training time and budget
for its employees.
After recruiting the best people, you need to ensure that they remain the frontrunners in the
field. This has become even more relevant today as the rate at which technology is developing
is growing exponentially. This is where learning and development come in.
6. Creating a flat and egalitarian organization :
This best practice in HR principles is rooted in the egalitarian practices of Japanese
management. Although we just saw that some employees are more critical than others for the
organization’s success, this shouldn’t be communicated in such a way. Every employee is a
valuable member of the organization and should be treated as such.
7. Making information easily accessible to those who need it :
Information sharing is essential. This is an area where a lot of large companies struggle: How
do you keep track of who knows what, so you know where to go with your questions?
According to Pfeffer, there are two reasons why information sharing is so important.
Firstly, open communication about strategy, financials, and operations creates a culture in
which people feel they are trusted. It truly involves employees in the business. As an additional
effect, it discourages hear-say and negative informal chatter.
Secondly, if you want your people to share their ideas, they need to have an informed
understanding of what’s going on inthebusiness.

9. •Examples From Indian Companies
The human resource (HR) team is an integral part of a company's management. They
develop strategies to organize employees and help ensure they align with company goals
while allowing the company to focus on its core duties. Understanding human resource
management can help you organize the HR team and manage employees to achieve
company goals. In this article, we answer, "How does human resource management
work?",
outline the duties of the human resource team, list available roles, and explain how the HR
team can assist employees in a company.
RELIANCE INDUSTRIES LTD
Reliance is India’s largest private sector employer and has more than 2,30,000 employees
working in different
businesses. It added over 75,000 jobs to the Indian economy during the challenging year.
An employer of
choice, Reliance strives to offer a fair, inclusive, emotionally satisfying and professionally
enabling
environment to its employees.Everyorganisation has their own HR processes, but the
main HR Processes are always same in all companies
as it is the market HRBestPractices

10. Thank you