HRM

1. Sub- Functions of human
Resource
By – Surbhit Srivastava

2. HR Operation

3. HR operations refer to Saless provided by an HR
department to business operations. HR operations, or
operational HR Saless, include administrative Saless,
recruitment, job analysis, and employee relationship
management. These HR practices are in place to support
management and staff in their day-to-day business
activities, and are important to meet an organization's goal.

4. Talent Acquisition…

5. “Talent Acquisition is the process of attracting
and recruiting the best talent available to
ensure your organization has the right people,
with the right skills, who are in the right job,
and are working against the right
requirements.”
Talent Acquisition

6. 3 Key Elements of an Effective Talent
Acquisition Strategy
• Build your employer brand.
• Source and recruit job
candidates.
• Develop an effective
onboarding program

7. Build your employer brand
brand.
• Reveal your brand identity.
• Sell your company.
• Check out the competition.
• Use creative media
• Focus on the potential
applicant

8. Source and recruit job candidates
Internal
• Job Portals
• Employee referrals
• Internal Job postings
(IJPs).
• Promotions etc.
External
• Employee referrals
• Campus hiring
• Job fairs
• Media advertising etc.

9. Develop an effective onboarding
program
• Onboarding is a systematic and comprehensive
program to integrate a new employee within a
company and its culture.
• It gives the new employee the tools and information to
become a productive member of the team.

10. Talent Management…

11. Talent Management…

12. Talent
Management…Talent management refers to the skill of
attracting and nurturing highly skilled
employees, integrating new employees, and
developing and retaining current employees to
meet the current and future business
objectives. It is also known as Human Capital
Management.

13. Talent management involves the following
important processes −
• Organizational Development
• Managing and defining competitive salaries
• Training and development opportunities
• Performance management processes
• Retention programs such as promotion and
transitioning

14. Benefits of Talent Management
• It helps the organization fulfill its vision with the help
of efficient and promising talented people.
• Talent management also assists the organization to
build a talent pool comprising a list of talented
people to meet future exigencies.
• It makes the organization more competitive and
progressive.
• It paves the way for future leadership.
• It helps automate the core processes and helps
capture data for making better decisions.
• Automates repetitive tasks like creating salaries
thereby releasing time and resources for making
strategies and more critical decisions.

15. Organizational Development
“Organization Development is an effort planned,
organization-wide, and managed from the top, to increase
organization effectiveness and health through planned
interventions in the organization's 'processes,' using behavioral-
science knowledge.”
• Organizational development is the use of
organizational resources to improve efficiency and expand
productivity.
• It can be used to solve problems within the organization or
as a way to analyze a process and find a more efficient way
of doing it.
• Implementing organizational development requires an
investment of time and money. But when you understand its
importance, you can justify the costs.

16. Compensation and
Benefit

17. • Compensation can be defined as the monetary and non-
monetary consideration received by an employee, from
his/her employer, for the work performed in the
organization.
• Compensation is bifurcated into two parts, i.e. direct
and indirect pay,
• Direct compensation represents the
financial remuneration, including basic
pay, dearness allowance, incentives, bonus,
overtime wages, commissions, etc.
• Indirect compensation includes benefits
like pension, provident fund, health
insurance, perquisites, leave travel
compensation, etc.

18. Different components of Compensation
1. Non -Deductible
• Basic
• HRA(House Rent Allowance )
• Conveyance
• Medical
• LTA (Leave Travel Allowance)
2. Deductible
• Provident Fund

19. Basic Salary Structures
Component Tax Deduction Minimum Amount
Basic Fully Taxable As per Minimum Wages
Medical Fully Taxable effective April 2018 None
Conveyance Fully Taxable effective April 2018 None
HRA
Tax Exemption subject to the minimum
of the following 3 conditions
1) Actual HRA
2) 50% of Basic + DA if Metro or 40%
of Basic + DA if non metro
3) Total Rent – 10% of Basic
Varies Depending on the
state
Provident Fund
Employer and Employee each
contribute Contribution 12% of
Basic + DA + Special
Companies that have
more than 20 or more
employees. It is
mandatory for
employees whose
Basic + DA + Special
is less than Rs. 15,000
a month

20. Benefits are the indirect and non-cash compensation
paid to an employee for the Saless provided by him/her to
the organization.
• These are paid in addition to the regular wages, which
helps in increasing economic security of the employees.
• It encompasses statutory, non-statutory, welfare-
oriented and social security benefits such as rent-free
accommodation, motor car for personal use, subsidized
meal or food coupons, refreshments during working
hours, club membership, domestic help (servants),
laptops, family leave, life insurance, health insurance,
educational allowances, etc.

21. Few roles in Human Resource
HR Business Partner
Sales& Sales HR
Industrial Relations

22. HR business partners
HR business partners are HR professionals who work
closely with an organization's senior leaders in order to
develop an HR agenda that closely supports the overall
aims of the organization. The process of alignment is
known as HR business partnering and may involve the
HR business partner sitting on the board of directors or
working closely with the board of directors and C-suite.

23. Major Roles of HR business
partnerKey Roles
• Acting as a single point of contact for internal clients
• Supporting internal clients in achieving their business goals
• Helping to HR Coe's to deliver state-of-the-art HR Processes
• Providing instant and immediate feedback on all HR
processes, procedures and initiatives
• Leading change management projects for internal clients and
Human Resources
• Design cross-functional development programs and
supporting the talent management for the entire organization
• Acting as the independent advisor for employees in tough
situations

24. Sales HR
• Sales HR is responsible for all day to day activities of Sales
function like Talent Management, HR operations & Sales
Administration for the Business.
• Continually review HR Policies, Benefits- levels, Sales
Conditions and prepare the corrective action plan and
custodian of Sales HR.
• Design Induction/Orientation programs for new recruits.
Also ensure defining jobs, setting targets, developing
standards and promote Employee Dialogue within Team
Members.
• Developing HR strategies, providing strategic HR direction in
line with organizational needs as part of the senior
management, Introducing new Sales Incentives scheme for
field feet. Monitoring Sales staffs performance.

25. Service HR
• Service HR is responsible for all day to day activities of Sales
function like Talent Management, HR operations & Service
Administration for the Business.
• Continually review HR Policies, Benefits- levels, Service
Conditions and prepare the corrective action plan and
custodian of Service HR.
• Design Induction/Orientation programs for new recruits.
Also ensure defining jobs, setting targets, developing
standards and promote Employee Dialogue within Team
Members.
• Developing HR strategies, providing strategic HR direction in
line with organizational needs as part of the senior
management, Monitoring Service staffs performance.

26. Industrial Relations
The term ‘Industrial Relations’ comprises of two terms:
‘Industry’ and ‘Relations’. “Industry” refers to “any
productive activity in which an individual (or a group of
individuals) is (are) engaged”. By “relations” we mean
“the relationships that exist within the industry between
the employer and their workmen.”.
The term ‘industrial relations’ has been variously as
“the complex interrelations among managers, workers
and agencies of the governments”.

27. Objectives of Industrial Relations
•
To safeguard the interest of labor and management by securing the highest
level of mutual understanding and good-will among all those sections in
the industry which participate in the process of production.
• To avoid industrial conflict or strife and develop harmonious relations,
which are an essential factor in the productivity of workers and the
industrial progress of a country.
• To raise productivity to a higher level in an era of full employment by
lessening the tendency to high turnover and frequency absenteeism.
• To establish and promote the growth of an industrial democracy based on
labor partnership in the sharing of profits and of managerial decisions, so
that ban individuals personality may grow its full stature for the benefit of
the industry and of the country as well.
• To eliminate or minimize the number of strikes, lockouts and gheraos by
providing reasonable wages, improved living and working conditions, said
fringe benefits.
• To improve the economic conditions of workers in the existing state of
industrial managements and political government.
• Socialization of industries by making the state itself a major employer
• Vesting of a proprietary interest of the workers in the industries in which
they are employed.

28. “Nothing we do is more important than hiring people.
At the end of the day, you bet on people, not
strategies.”
-Lawrence Bossidy
Thanks
Surbhit Srivastava
Sr. Leadership Consultant