2/6/2024

CET1062B
Human Resource Management
Computer Science & Business Systems
School of Computer Engineering and technology

Course Objectives

1.Knowledge: To study the basic principles of Human Resource

Management

2. Skills: To understand the basic concepts, roles, functional areas and

activities of Human Recourses.

3. Attitude: To apply today’s complex business environment depends on

effective management of its human resources.

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Course Outcomes

After completion of this course students will be able to:

1. Understand the basic principles of Human Resource Management

2. Understand role of Human Recourses in any organization.

3. Apply effective management of its human resources in business

environment

CET1062B – Human Resource Management

Course Contents

Unit 1: Human Resource Management & Human Resource System Design

Human Resource Management:

Concept and Challenges, HR Philosophy, Policies, Procedures and Practices.

Human Resource System Design:

HR Profession, and HR Department, Line Management Responsibility in HRM, Measuring HR,
Human resources accounting and audit; Human resource information system.

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Course Contents

Unit 2: Functional Areas of HRM

Recruitment and staffing, benefits, compensation, employee relations, HR compliance, organizational
design, training and development, human resource information systems (H.R.I.S.) and payroll.

Unit 3: Human Resource Planning

Demand Forecasting, Action Plans – Retention, Training, Redeployment & Staffing, Succession
Planning.

CET1062B – Human Resource Management

Course Contents

Unit 4: Strategic Management of HR & HR Management in Service Sector

Strategic Management of Human Resources:

SHRM, relationship between HR strategy and overall corporate strategy, HR as a Factor of
Competitive Advantage, Managing Diversity in the Workplace

Human Resource Management in Service Sector:

 Managing the Customer – Employee Interaction
 Employee Empowerment and Customer Satisfaction
 Service Failure and Customer Recovery – the Role of Communication and Training
 Similarities and Differences in Nature of Work for the Frontline Workers and the Backend
 Support Services - Impact on HR Practices Stressing Mainly on Performance
 Flexible Working Practices – Implications for HR

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Learning Resources

Text Books:
1. Gary Dessler, Human Resource Management.

Pedagogy:
1. Power Point Presentations
2. Video Lectures
3. Group Discussion
4. Chalk and Board
5. Problem Based Learning

CET1062B – Human Resource Management

Assessment Scheme

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This Photo by Unknown Author is licensed under CC BY-NC-ND 9

Functional Areas of HR - I

Recruitment and Staffing

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HR Department

The Various HR Functions and Departments are:

1. Acquiring  Recruitment
2. Training  Learning & Development
3. Appraising  Performance Evaluation
4. Compensating  Compensation and Benefits
5. Attending to Health,  Compliance, Employee Relations
Labor Laws and Safety

CET1062B – Human Resource Management

Recruitment and Staffing

STAFFING is a comprehensive organizational process that

encompasses the entire lifecycle of within an organization
from planning their entry to their exit.

RECRUITMENT is a part of staffing,

where the HR team actively seeks
and attracts individuals with the
right skills and qualifications.

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Key Steps in Recruitment

1. Identifying Job Openings: Based on organizational goals.

2. Create a Job Description based on Job Analysis: Define roles, responsibilities,

and qualifications for the position.

3. Sourcing: Attract potential candidates through various channels (job boards,

social media, referrals).

4. Screening and Selection: Evaluate resumes, conduct interviews, and choose

the best-fit candidates.

5. Onboarding: Integrate new hires into the organization effectively.

CET1062B – Human Resource Management

Job Description – Process & Example

A good Job description is very important to attract the right talent. The Job
description should contain the following information:

1. Job Title:
Example: Senior Software Developer

2. Job Summary:
Description: Provide a brief overview of the role's primary purpose and key
responsibilities.
Example: The Senior Software Developer will lead the design and
implementation of software solutions, ensuring high-quality code and
collaborating with cross-functional teams to deliver projects on time.
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Job Description

3. Responsibilities:
Description: Outline the specific tasks and duties the candidate will be
responsible for.

Example:
Develop, test, and maintain high-quality software code.
Collaborate with product managers and other stakeholders to gather
requirements.
Troubleshoot and debug software issues.
Mentor junior developers and conduct code reviews.

CET1062B – Human Resource Management

Job Description

4. Qualifications:
Description: Specify the education, experience, and skills required for the
role.

Example:
Bachelor's degree in Computer Science or related field.
Proven experience as a Software Developer, with a focus on full-stack
development.
Proficiency in programming languages such as Java, Python, or JavaScript.
Strong problem-solving and communication skills.

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Job Description

5. Skills:
Description: Detail the specific skills needed to excel in the role.

Example:
Proficient in front-end and back-end development.
Familiarity with database design and management.
Experience with version control systems (e.g., Git).
Strong analytical and problem-solving abilities.

CET1062B – Human Resource Management

Job Description

6. Work Environment:
Description: Describe the work environment and any unique aspects of the
company culture.
Example: Our dynamic and collaborative work environment encourages
innovation and continuous learning. We value teamwork and strive for
excellence in all our projects.

7. Application Process:
Description: Provide details on how candidates can apply for the position.
Example: Interested candidates should submit their resume and a cover
letter detailing their relevant experience to [[email protected]] by
[application deadline].
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Job Description

8. Company Overview:
Description: Briefly introduce the company and its mission.
Example: [Company Name] is a leading technology company dedicated to creating cutting-
edge solutions that [brief company mission].

9. Equal Opportunity Statement:

Description: Emphasize the company's commitment to equal opportunity.
Example: ABC is an equal opportunity employer. We celebrate diversity and are committed
to creating an inclusive environment for all employees.

10. Salary and Benefits:

Description: Optionally, include information about salary range and benefits.
Example: Competitive salary commensurate with experience. Benefits include health
insurance, retirement plans, and professional development opportunities.

CET1062B – Human Resource Management

Sourcing in Recruitment

Sourcing is the process of identifying, attracting, and engaging

potential candidates for Hiring. It involves proactively
searching for talent through various channels, both online and
offline, to build a pool of qualified candidates. The goal of
sourcing is to ensure a robust pipeline of candidates, allowing
HR professionals to meet current and future staffing needs
effectively.

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Key Elements of Sourcing

1. Job Posting: Advertisements on Job Platforms including company website, job

boards, social media, and industry-specific publications, is a common method to
inform potential candidates about open positions.

2. Proactive Search: Sourcing involves actively seeking out potential candidates

rather than relying solely on applicants who respond to job postings. This proactive
approach aims to identify both active and passive candidates.

3. Networking: Building and maintaining professional networks is a crucial aspect

of sourcing. This includes connections with industry professionals, attending
events, participating in online forums, and leveraging existing relationships.

CET1062B – Human Resource Management

Key Elements of Sourcing

4. Employee Referral Programs: Encouraging existing employees to refer potential

candidates is a common sourcing method. Employee referrals often lead to higher-
quality hires.

5. Brand Promotion: Organizations actively promote their employer brand through

various channels to attract top talent. A positive employer brand enhances the
effectiveness of sourcing efforts.

6. Utilizing Technology: Sourcing leverages technology tools and platforms, such as

applicant tracking systems (ATS), job boards, social media, and AI-powered
solutions, to streamline the identification and engagement of candidates.

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Screening & Selection

 Screening is the initial phase of the recruitment process, where the aim is
to shortlist candidates based on predefined criteria. The goal is to identify
individuals who meet the minimum qualifications and requirements for a
specific job. Some elements of screening are:

- Resume Review
- Application forms
- Pre Employment Assessments
- Phone Interviews
- Automated Screening

CET1062B – Human Resource Management

Screening & Selection

 Selection is the process by which organizations choose the most suitable

candidates from the pool of screened applicants. It involves a more in-
depth assessment of candidates' qualifications, skills, and suitability for the
organization.

- In-depth interviews
- Reference / Background Checks
- Medical Examinations
- Negotiations
- Legal Compliance

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Onboarding

 Onboarding is the process of integrating and orienting new employees into an

organization. It involves activities that help new hires acclimate to their roles,
the company culture, and the broader work environment. An effective
onboarding process contributes to employee satisfaction, engagement, and
retention.

The Key Activities in Onboarding are:

1. Welcome communication (Personal, Team and Company Introduction)
2. Policies and procedures (Documentation, Rules & Regulations)
3. Equipment and Technology (Access, Security, Workspace Setup, Office)
4. Performance Expectations / Feedback mechanisms (Training, upskilling)
5. Engagement (Mentoring, Culture, Vision, Mission, BHAG)
CET1062B – Human Resource Management

Staffing beyond Recruitment

In the broader context, Staffing encompasses activities beyond recruitment and

involves the entire spectrum of managing personnel within an organization.

Staffing is a strategic activity ensuring that the right people, with the right skills,
are in the right positions to achieve organizational goals.
These are the key elements of staffing:
1. Career Development 6. Diversity and Inclusion
2. Succession Planning 7. Legal Compliance
3. Performance Management 8. Retention Strategies
4. Employee Engagement 9. Exit Management
5. Training & Development
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1. Career Development

Career development refers to the

ongoing process of managing one's career
path, enhancing professional skills, and
pursuing opportunities for personal and
occupational growth. It involves strategic
planning, skill-building, and continuous
learning to achieve both short-term
career goals and long-term aspirations.
CET1062B – Human Resource Management

Key Elements of Career Development

1. Personal Assessment
• Self-Reflection: Understanding personal values, interests, strengths, areas of improvement
• Skills Inventory: Identifying and evaluating current skills and competencies.

2. Goal Setting
• Short-Term and Long-Term Goals: Establishing clear and achievable objectives for immediate
and future career milestones.
• SMART Goals: Ensuring goals are Specific, Measurable, Achievable, Relevant, and Time-bound.

3. Career Planning
• Strategic Career Roadmap: Developing a well-thought-out plan that aligns with personal and
professional aspirations.
• Adaptability: Adjusting career plans based on evolving goals and external factors.
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Key Elements of Career Development

4. Skill Development
• Continuous Learning: Engaging in ongoing education and skill enhancement to stay relevant in
a dynamic professional landscape.
• Training Programs: Participating in relevant training programs and workshops.

5. Mentorship & Coaching

• Guidance from Mentors: Seeking advice and guidance from experienced individuals in the
field.
• Coaching Sessions: Receiving one-on-one coaching to address specific career challenges.

6. Performance Reviews
• Feedback Mechanism: Regularly seeking and receiving constructive feedback on performance.
• Performance Appraisals: Evaluating accomplishments and identifying areas for improvement.
CET1062B – Human Resource Management

Key Elements of Career Development

7. Professional Development Opportunities

• Conferences and Seminars: Stay informed about advancements and trends.
• Certifications: Obtaining relevant certifications to enhance professional credibility.

8. Networking
• Building Connections: Engaging with peers, mentors, industry professionals, and colleagues.
• Events: Participating in events, conferences, forums to expand professional networks.

9. Career Transitions
• Exploration: Considering diverse career paths within or outside the current field.
• Lifelong Learning: Embracing the concept of lifelong learning to adapt to evolving career
landscapes.

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2. Succession Planning

Identifying and developing internal talent to fill key positions in the future,
ensuring a smooth transition in leadership and critical roles.

CET1062B – Human Resource Management

3. Performance Management

Performance management in Human Resource Management (HRM) is a

comprehensive process that involves planning, monitoring, developing, and
appraising employee performance to ensure alignment with organizational
goals. It aims to optimize individual and team effectiveness while fostering
continuous improvement.
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Performance Management Process

1. Goal Setting – Establishing SMART Objectives. Alignment with organizational goals

2. Continuous Monitoring – Regular check-Ins, timely and constructive feedback,
identifying areas of improvement
3. Data-Driven Insights – Defining and tracking KPIs (Key Performance Indicators)
4. Appraisals – Formal evaluations, 360 degree feedback (line managers, peers,
subordinates, reports, staff managers, other stakeholders)
5. Training & Development – Identifying gaps, planning upskilling based on career
plan
6. Recognition & Rewards – Acknowledging and Celebrating accomplishments,
Merit-based rewards
7. Performance Improvement Plans (PIP) – identifying underperformance, offering
guidance, mentoring, improvement plan, timebound re-evaluations
CET1062B – Human Resource Management

4. Employee Engagement

Employee engagement refers to the

emotional commitment, enthusiasm,
and dedication employees exhibit
towards their work, colleagues, and
the organization as a whole.

It involves creating a positive

workplace culture that encourages
motivation, collaboration, and a
sense of purpose among employees.

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Employee Engagement Mantras

1. Clear Communication
2. Recognition and Appreciation
3. Professional Development Opportunities
4. Inclusive Culture
5. Well-being initiatives
6. Involvement in decision making
7. Accessible Leadership
8. Regular Performance Feedback
9. Flexibility and Adaptability
10. Employee Empowerment

CET1062B – Human Resource Management This Photo by Unknown Author is licensed under CC BY-SA-NC

5. Training & Development

Training and Development refers to systematic and strategic process that aims
to enhance the skills, knowledge, and abilities of employees to meet current and
future organizational needs. It involves planned activities designed to improve
individual and collective performance, fostering continuous learning and growth..

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Key Components of Training & Development

1. Identifying Skill Gaps

2. Design Training Programs
3. Plan on the Job trainings
4. Leadership Development trainings
5. Soft Skill Development trainings
6. Industry Specific trainings
7. Create a continuous learning culture
8. Career Development programs
9. Cross Functional trainings
10. Compliance Trainings

CET1062B – Human Resource Management This Photo by Unknown Author is licensed under CC BY-SA-NC

6. Diversity and Inclusion

Diversity and Inclusion is about creating a

workspace that values and embraces
differences among employees, creating an
environment where employees feel
respected, empowered and included.

It goes beyond demographic attributes to

encompass diverse perspectives,
experiences and thoughts.

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7. Legal Compliance

Legal Compliance involves adhering to applicable laws, regulations, and policies

governing the employment relationship. It ensures that HR practices align with
legal standards, mitigating risks and promoting ethical conduct within the
organization. In India, most states have laws regulating the following:

1. Minimum Wage Standards

2. Maternity and Paternity leaves
3. Social Security and benefits (provident fund, ESIC)
4. POSH (Prevention of Sexual harassment Act)
5. Employee Privacy and Data protection
6. Working Hour Regulations
7. Legal Reporting and Filings
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8. Retention Strategies

Keeping valuable talent within the organization is critical for an organizations

success. Companies must employ various strategies to keep themselves the
employer of choice:

1. Career Development and Planning

2. Competitive Compensation and Benefits
3. Work-Life balance
4. Recognition and Appreciation (Culture)
5. Leadership Development Opportunities
6. Employee Well-being Programs
7. Innovative perks and incentives (vouchers, flexi hours, game tickets, etc)

CET1062B – Human Resource Management This Photo by Unknown Author is licensed under CC BY-SA-NC

9. Exit Management

Exit management is a crucial

aspect of HRM that focuses on
managing the departure of
employees from an organization
in a systematic and constructive
manner. A well-structured exit
management process not only
facilitates a smooth transition for
departing employees but also
provides valuable insights for
organizational improvement.

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Exit Management Best Practices

1. Clearance Process: Provide a checklist in advance, make it simple.

2. Legal Compliance: Adhere to labour laws regarding notice periods,
settlements, etc. Inform exiting employee in advance about any legal
requirements.
3. Exit Communication: Communicate all relevant stakeholders at least a few
days before last day.
4. Transition Support: Provide support to exiting employees with experience
letters, recommendation letters, salary slips, other legal documentation.
5. Exit Interview: Conduct an exit interview. Ask for improvement feedback.
6. Alumni connect: Provide a platform for alumni to stay connected.

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THANK YOU

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