Human resources

management

CONTENTS
INTRODUCTION
MEANING AND DEFINITION
IMPORTANCE OF HUMAN RESOURCE

MANAGEMENT
FUNCTIONS OF HUMAN RESOURCE
MANAGEMENT
FUNCTIONS OF A HUMAN RESOURCE MANAGER
POINTS TO BE COVER IN HRM
CASE STUDY ON CADBURY COMPANY
CONCLUSION

REFERANCE

INTRODUCTION
Human Resource Management is responsible for maintaining
good human relations in the organization. It is also concerned
with development of individuals and achieving integration of
goals of the organization and those of the individuals.

MEANING AND
DEFINITION
According to Edwin B. Flippo:
Human resource management is the
planning, organizing, directing
and controlling of the procurement,
development, resources to the
end that individual and societal
objectives are accomplished.

Function of human resources

management
1.Managerial
function
planning
Organizatio
n
Directing
Controlling

Operative
function
Procurement of
personnel
Development of
personnel
Compensation of
personnel
Maintaining good
industrial relationship
Record
keeping
Personnel planning and
evaluation

IMPORTANCE OF HRM
Human Resource Management has a place of
great importance. According to Peter F.
Drucker, The proper or improper use of the
different factors of production depends on the
wishes of the human resources.

FUNCTIONS OF A HUMAN RESOURCE MANAGER

Human Resource Man as an

Intellectual
Human Resource
Educator
Human Resource
Discriminator
Human Resource
Executive
Human Resource
Human Resource
Humanist
Human Resource
Visionary

Man as an
Man as a
Man as an
Man as a Leader
Man as a
Man as a

POINTS TO BE COVER IN HRM

Recruitment And Selection
Performance Appraisal
Training
Employee Health And Safety
Stress Management
Compensation & Benefits

Recruitment & selection

Performance appraisal
Performance appraisal or Performance
evaluation is a method of
evaluating the behavior of
employees in a work place ,
normally including both the
quantitative and
qualitative aspect of job performance.
Performance here refers to the degree
of accomplishment of the tasks that makeup
an individual job.

Training
According to Edwin B. Flippo,
Training is the act of increasing the
knowledge and skills of an
employee for doing a particular
job. Training involves the
development of skills that are usually
necessary to perform a specific job.
Its purpose is to achieve a change in the
behavior of those trained and to enable them
to do; their jobs better. Changes in the (i)
Knowledge, (ii) skills, and (iii) attitudes of the
workers

Employee health & safety

Since large number of

employees spend great deal of

their time in work place, their
work environment is not always
good for their healthy life.
Stress, Strains, Mental and
Psychological Conditions,
Poor working conditions,
Long hours of work, Poor ventilation,
Insanitation, Malnutrition etc. spoil
their health.

Stress management
Stress is a state of mind that

shows certain biochemical

reactions in the human body
and is projected by a sense
of anxiety, tension,
depression, frustration and
irritation. Such reactions are
caused when the demands of
the environmental forces or internal
forces are not met by the resources
available to the person.

Compensation & benefits

Employee benefits are optional,

non-wage compensation provided to

employees in addition to their
normal wages or salaries.
These types of benefits may
include grdisability income
protection, retirement benefits,
daycare, tuition reimbursement,
sick leave, vacation (paid and nonpaid), funding of education, as
well as flexible and alternative
work arrangements.

Case study : cadbury company

Cadbury is a British confectionery

company owned by Mondelz International

and is the industry's second-largest
globally after Mars, Incorporated.[2]
Cadbury was established in Birmingham by
John Cadbury in 1824, who sold tea, coffee
and drinking chocolate.
Cadbury developed the business with his
brother Benjamin, followed by his sons
Richard and George.
George developed the Bournville estate, a
model village designed to give the
company's workers good living conditions.

Conclusion
The department and HR have to change in

many ways. The rate of change is likely to

increase quickly and public and political
expectations of service levels will continue to
rise. We need to be able to continue to attract
talented people who will be committed,
involved in their work, will achieve high levels
of performance and deliver excellent value for
money

Reference
www.google.co.in
www.wikipedia.org
www.infor.com/product_summary/hcm/

human-resource-management
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