Definition of HRM: The Field of HRM involves planning, organizing, directing,

controlling, functions of procuring, developing, maintaining and utilizing a labor force

Objectives of HRM:
1.To develop efficiency and Skills of Employees
2.To ensure effective performance of Employees
3.To change the behavior of employees
4.To train up subordinates
5.To increase job satisfaction
6.To attract good people
7.With a view to procuring good people
8.For proper use of human resource
9.co- ordination among different section of the organization
10.To develop working condition
11.Responsive Organization

Functions of HRM
Basic functions:
1.Acquisitions of Human Resources
 requirement
 Selection
2.Development of Human Resource:
 Training, and Developing Human Resources
3.motivation of Human Resource
 Providing positive and Negative motivation
4.Maintainance of Human Resources
 Protecting and promoting Human resources.
secondary functions:
1.Formulation of Human resource policy
 Formulating various policies to maintaining them.
2.Training and Development
 For developing Human resources, The institution arrange different Training Program to
train and develop them.
3.promotion and Transfer
 Promoting employees according to their grade
4. job Analysis
 Analyzing job for Human resource.
5 maintenances of working environment
 Providing facilities for workers in working institutions.
6.protection of Employees
 Protecting employees from Hazard and bring safety to them
7.Remuneration
 Giving them their suitable Remuneration for their work

8.Employee service
 Employees should get some extra services from the institution.
9. job and merit evaluation
 Providing job according to their merit and Promotion and demotion according to the
merit
10. Labors Management relation
 The relation between HRM and Labors should be Good
11. Workers Participation
 Workers should be participated in every Function
12. agreement with Trade Union
 Should maintain a good relationship with trade union
13.Leadership and Co-operation
 Workers should be Willing to follow the leadership of the leaders and They should co -
operate with each other.
14. Maintaining Discipline
 Workers and everybody should maintain their discipline
15.carrier planning and Development.
 Institutions should be providing wonderful carrier facilities, so they get desired human
resources.

Human Resource Planning

Definition: Human Resource planning is a process of getting the right number of Qualified
people into the Right job at the right time.

Steps in the Human Resource planning

1.Determining Organizational objectives
 What are the next objectives?
Ex: skills inventory: skill names Enlisted
2. Determining the skills and expertise required
 What types and How many expertise and skills are required.
Ex: Management Inventory

3.Determining Additional Net Human requirements

 anticipated changes in personnel
4.Developing Actions plan
 Do everything to Appoint Net Additional personnel

Principles of Effective Human Resources planning

1.detail
2.length (not long but in detail)
 3.alternatives (there should be alternatives and the should be valued properly)
4.examination
5.brief (easy to Understand)
6.instructions (clearly described without complexity)

Problems or Barriers of HRP

1.perception
2.inaccuracy
3.Uncertainty
4.conflict
5.lack of planner
6.inadequate information system
7.Non Environment

Requisites for Successful HRP

1.Recognition
2.Backing
3.centralization
4.completeness
5.Time Horizon
6.Techniques
7.skill
8.monitoring

Recruitment
Recruiting is the discovering of potential candidates for actual or anticipated organizational
vacancies Requirement.

Types of Requirement
1.Internal Requirement:
2.External Requirement
Advantages of Internal Recruitment
1.Company has a better knowledge of strength and weakness of job candidates.
2.Job Candidates has a better knowledge of Company.
3.Moral and Motivation of employees is enhanced.
4.The return on investment that an organization has in Its present workforce is increased

Disadvantages of Internal Recruitment

1.People can be promoted to the point where they cannot successfully perform the job.
2.in fighting for promotions can negatively affect moral
3 create hindrance in new ideas and innovations.

Advantages of External Requirement

1.The pool of talent is much larger
2.New insights and perspectives can be brought to the organization
3.Frequently it is cheaper and easier to hire technical skilled or managerial employees from
outside

Disadvantage of External Environment

1.Attracting, contacting, evaluating potential employees is more difficult.
2.Adjustment or Orientation time is longer
3.Moral problems can be Enhanced among those employees within the organization.

Methods of Requirement
1.Job posting
2.Advertising
3.Campus requirement
4.employment Agencies
5.Employee referrals or recommendation
6.job fair
7.outsourcing Requirement
  Outsourcing is a technique, whereby an employer’s arranges for getting agencies or
consultants who will carry out at least the preliminary work submitting suitable
candidates or drawing up a shortlist.
8.Internet Requirement

Selection
KSACs (knowledge, Skills, abilities, competencies)
The Aim of employee’s selection is to achieve person/ job Fit
There are 3 main reasons for selecting the right employee
1.Employees with the right skills will perform better for you and the company Employees
without these skills Won’t perform effectively and the firms will suffer
2.Effective selection is important because it is costly recruit and hire employees.
3.It is important because inept hiring has legal consequences.

Steps in The Selection process

1.Completion and screening of application form
2.preliminary Interview
3. Employment Testing
Written Intelligent
aptitude
Personality
Physiological
Test
4.Comprehensive Interview
5.background investigation
6.physical examination
7.Final Employment Decision

Definition on training:
According to Michael Jucius, Training is used to indicate any process by which the aptitudes,
Skills and abilities of employees to perform specific job are increase.
Basis of promotion:
1. promotion on the basis of seniority
2. pro- motion on the basis of merit
3. promotion on the basis of seniority & merit.

Importance of Training:
1. in- crease of efficiency
2. Make ac- quittance with work
3. effective directing
4. reduction of indirect
5. development of new thinking
6. reduction of the volume of accident and casualty’s expenses

Assignment.
Since Covid -19 has thrown new challenges to hotel industry now as a manager of Abc hotel
which types of recruitment will you prefer for handling the situation? Give arguments on behalf
your answer

Difference between Requirement and Selection

Various methods of Training

1.On The Job Training
1.Apprenticeship
2.Job Rotation
3.Internship
4.Coaching
5.understudy Method

2.Off The Job Training

1 Lecture method
2.Discussion method
3.Seminar
4.Incident method or Case method
5.conference
6.Workshop
7.Sensitivity Training
8.Roll Playing method
9.Training by Course outlines
10.professional Diploma course

Quality of Work-life
It Is basically the quality of life that an employee experiences at his job(work) place.
 The experience obtained from his/her Economic, social, environmental, physiological
organizational perspective /benefit

Areas of qualities of Work-life (QWL)

 Industrial effectiveness
 Human resource development (Macro concept)
 Organizational effectiveness
 Work restructure
 Job enrichment
 Work group concept
 Labor management and cooperation
 Workers participation
 Co-operative work structure
 Work related welfare and facilities