Satyendra Presentation

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 A

PRESENTATION

ON

HRM IN INDIAN

SCENARIO

PRESENTED TO

PROF. K.K.PANDEY

PRESENTED BY

PRATEEK PAWAIYA

SATYENDRA RAJPUT

KAYAM SINGH BAGHEL

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HRM

HRM is a management function that helps managersrecruit, select, train and develop members of an

organisation.

It providing direction for the people who work in the

organization. Human Resource Management is the organizational

function that deals with issues related to people such as

compensation, hiring, performance management,

organization development, safety, wellness, benefits,

employee motivation, communication, administration,

and training.

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NATURE Human Resource Management is a

process of bringing people and

organizations together so that the

goals of each are met. The various

features of HRM include:

It is pervasive in nature as it is

present in all enter prises.

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• It encourages employees to give their best to the organization.

• It helps an organization meet its

goals in the future by providing for competent and well-motivated

employees.

• It tries to put right people onassigned jobs in order to produce

good results.

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SCOPE OF HRM

HR PlanningJob analysis and Design

Recruitment and Selection

Training and DevelopmentPerformance appraisal and JobEvaluation

Employee and ExecutiveRemuneration

Motivation and communication

Welfare, Safety and Health

Industrial Relations

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EVOLUTION

OFHRM

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In 1920, origin of HRM traced.

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ROYAL COMMISSION, 1931

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FACTORIES ACT, 1948

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IN 1950, PROFESSIONAL

BODIES

INDIAN INSTITUTE OF PERSONNEL

MANAGEMENT (IIPM)

NATIONAL INSTITUTE OF LABOUR

MANAGEMENT (NILM)

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IN 1960

Labour welfare

Industrial relation

Human Resources Administration

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IN 1970

Welfare shifted towards higher Efficiency

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IN 1980

Due to new technology and the other environment changes, human

resources development become a

major issue.

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IN 1990

Role of human Resources in industryhad been realized.

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HRM IN INDIAN SCENARIO

1. Forecast future requirementof manpower 

2. Optimum use of existinghuman resources

3. Identify Gaps in existingmanpower in terms of 

quantity & quality.

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Continue……………………… 

7. Ensures Right person atright job & at Right time.

8. Useful in anticipating the cost of humanresources which facilitates the budgetingprocess.

9. To carry on work & to

achieve objective of 

organization.

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10. Helps in Reducing

turnover of Employees.

11. Choose the person whose abilities,

interests, & aptitude match

with the job requirement.

12. Assess the Employee’s performance. 

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Continue …………………… 

13. Compensate employee’sfor their work.

14. Manage employee’s to take themaximum work from them.

15. Motivate and Guideemployee’s to perform

the work in better way.

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