ASSINGNMENT of COMPUTER APPLICATION

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MBA IN HUMAN
RESOURCES
HUMAN RESOURCE
Human resources (HR) is a department that manages a
company's employees and their contributions to the
organization's goals:

COMPUTER APPLICATON ASSINGMENT

SUBMITTED BY: PRIYANKA MAHOR , MBA FT (B)

ROLL NO. - :30

SUBMITTED TO : DR. ABHINANDAN SINGH

DANDOTIA
 Human Resource – specialization
Introduction To Human Resource :-

H uman Resource Management includes the vital tasks of recruiting, screening, interviewing,
training, appraising, disciplining, rewarding, and developing the employee—both for
business and non-profit enterprises. Since all managers have HR responsibilities, it is
important that they have an understanding of the key concepts of this increasingly important
function, especially since many decisions they make about employees have possible legal
ramifications. This introductory-level course draws on material from Harvard Business School
professor D. Quinn Mills' book, Principles of Human Resource Management .

 FUNCTIONS OF HRM

 Formulating proper job analysis and job design which include defining the job requirements and
responsibilities and all the necessary skills and knowledge needed by the employee to complete those jobs
and tasks effectively.
 Proper hiring and selection of the capable and quality applicant in the organization so that they can best
meet the right person at the right job and at the right time.
 Making different development and training program for all the employees of the organization so that they
can build further skills and knowledge related to their work and achieve new goals.

Function of HRM
Staffing

Human Resource Development

Compensation

Healthy and Safety

Employee and Labour Relations

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 Human Resource – specialization
The purpose of the HRM
A. using all the employees in the organization so to achieve all set objectives and goals of Effectively the
organization.
B. Proper staffing of the employees for the new or old job profile available in the organization.
C. To properly understand and manage the all diversify employees of the organization so the manager can
properly utilize the efforts of the employees in the organization so that they can complete their assigned
tasks on time and ineffective manner.
D. Making proper compensation structure for all the employees in the organization so that they all get paid for
the work they are doing and feel valuable in the organization (Taamneh et al, 2018).

o Key HR Activities

 Following are the key, people-related activities that HR must effectively do to add value to a company:

 Managing and utilizing people effectively Linking performance appraisals and compensation to
competencies Calculating fair compensation rates and putting together a comprehensive list of
benefits 3

 Developing competencies that enhance individual and organizational performance

 Increasing innovation, creativity, and flexibility to boost competitiveness

 Applying new approaches to work process design, succession planning, career development, and inter-
organizational mobility

 Managing the implementation and integration of technology through improved staffing, training, and
communication with employees

 Navigating complex and evolving labor laws to avoid legal issues, and regularly conducting compliance
audits to maintain best practices and adherence to regulations 3

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 Human Resource – specialization
Why Pursue MBA in HR?

 Here are the key benefits of pursuing an MBA in Human Resource Management are:
 Career Growth and Job Stability in Human Resources Management
 Increased opportunities for personal and professional growth.
 Enhanced job marketability
 positioning you as a highly sought-after candidate for HR leadership positions across diverse industries.
 Developing skills to lead and drive organizational change initiatives
 Will help in fostering innovation and cultivating a positive work culture.
 Cultivation of a strategic mindset
 Enabling the alignment of HR initiatives with overall organizational goals and contributing to long-term success.
 Access to valuable industry resources, networks, and connections
 Offering opportunities for collaboration, mentorship, and ongoing learning.
 A strong understanding of HR-related legal and ethical issues
 Ensuring compliance and ethical decision-making in HR practices.
 Comprehensive knowledge of various HR functions
 Such as talent acquisition, compensation and benefits, training and development, and employee relations.
 Opportunity to establish an HR consulting firm or venture into entrepreneurship
 Within the HR domain.
 Specialized knowledge and skills for a career
 In international HR and the ability to navigate the complexities of a global work environment effectively.
 Cultivation of a lifelong learning mindset
 Encourages you to stay current with emerging HR trends and consistently enhances knowledge and skills.
 Work in a growing industry
 There is a growing demand for HR professionals who can leverage technology to drive strategic initiatives, such as using data
analytics for talent management and employee engagement.

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ECCT
TSS O
OFF H
HRRM
M IIN
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MBBA
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 Human Resource – specialization
Why Is Human Resource Management Important?

Human resource management has become a function with extraordinary strategic value and a critical voice on company leadership
teams. According to a recent BambooHR study, 74 percent of large organizations have a senior HR leader within the C-suite.
The importance of human resource management in most organizations comes down to having skilled and engaged people who are
aligned with organizational goals. With enough of the right people, an organization can fulfill its vision and remain competitive. But
to do that, it must have effective HR management programs and practices.
So why is human resource management important? Because it adds value to organizations in the following ways:
 Human resources (HR) is important for many reasons, including:
1) Employee support: HR supports employees from recruitment to retirement, including onboarding, training, and
development.
2) Culture: HR helps create a positive work culture through programs that promote diversity and inclusion, work-
life balance, and employee engagement.
3) Cost management: HR helps ensure profitability by managing labor costs, which can be a significant expense for
organizations.
4) Compliance: HR helps organizations navigate labor laws and other risks.
5) Conflict resolution: HR is responsible for ensuring fairness in the workplace by resolving conflicts between
employees.
6) Strategic planning: HR provides data-driven insights and expertise to help with strategic planning, talent
management, and other areas.
7) Employee benefits: HR provides information on employee benefits, leaves of absence, and other support
programs.
8) Risk management: HR identifies, assesses, and resolves short- and long-term risks.
9) Performance management: HR helps maintain or improve job performance.
10) Compensation: HR calculates fair compensation rates.

o The importance of diversity in recruiting

80%
of recruiters are now looking to consider diversity when hiring.

67%
of workers would like to be part of a diverse team.

o The importance of employee performance

98 %
of organizations think that employee performance management is essential.

45%
of managers believe their performance review process does not bring value to the company.

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 Human Resource – specialization
 Top 7 surging skills : workplace & human resources excellence*

Instructional design 46%

Foundational HR topics 58%
Corporate learning and… 60%
HIPAA compliance 76%
Talent management 82%
Hiring 89%
Recruiting 179%

0% 50% 100% 150% 200%

Percentage

 Distribution of employees that receive feedback

from their managers by frequency

FEEDBACK

Daily
7%
19%
A few time a week
19%
A few times a
month
28% A few times a year
27%
Once a year or less

CONCLUSION

At the end, we conclude that the hrm is very important to be practiced in an organization for achieving a long-
term success. The report highlights any organization overcomes the various challenges it faces while executing
the policies and strategies of hrm. The report also analyzes the importance and role played by hrm as an
organization keeps growing in terms of size. The execution of hrm is a planned process, which tends to evolve
over a period of time can be analyzed through various aspects like personnel management, recruitment and
selection process, reward system, employees motivation and employment termination and cessation. Hrm
ensures that an organization employs a proactive approach at work further resulting into an improved
workforce planning and utilization along with an enhanced opportunities of growth for the employees

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