Human resource management has evolved over time from a technical function focused on administrative tasks to a more strategic role aligned with organizational goals and performance. In the past, personnel administration focused mainly on hiring, evaluating, training, and compensating employees but did not consider how these practices impacted the organization as a whole. However, increasing competitive pressures in the late 20th century led organizations to place more emphasis on strategic planning and aligning human resource practices to promote effectiveness. Today, human resource management involves recruitment, training, performance management, compensation, and ensuring employee health, safety and welfare to fulfill organizational objectives.

1. Human Resource?
Guided by …SIR
BASELIOS PUBLIC SCHOOL
Made by:-
AUM PATEL

2. Human As Resource In
History?
Personnel administration, which emerged as a clearly defined field by the
1920s (at least in the US), was largely concerned the technical aspects of
hiring, evaluating, training, and compensating employees and was very
much of "staff" function in most organizations. The field did not normally
focus on the relationship of disparate employment practices on overall
organizational performance or on the systematic relationships among such
practices. The field also lacked a unifying paradigm.
HRM developed in response to the substantial increase in competitive
pressures American business organizations began experiencing by the late
1970s as a result of such factors as globalization, deregulation, and rapid
technological change. These pressures gave rise to an enhanced concern
on the part of firms to engage in strategic planning--a process of anticipating
future changes in the environment conditions (the nature as well as level of
the market) and aligning the various components of the organization in such
a way as to promote organizational effectiveness.

4. What Is a human Resource?
Human Resource refer to the individuals or personnel or
workforce within an organization responsible for performing the
tasks given to them for the purpose of achievement of goals
and objectives of the organization which is possible only
through proper recruitment and selection, providing proper
orientation an induction, training, skill developments, proper
assessment of employees (performance appraisal), providing
appropriate compensation and benefits, maintaining proper
labour relations and ultimately maintaining safety, welfare and
health concern of employees, which is process of the human
resource management.

5. Why human resource is important and how?
 HUMAN RESOURCE IS ALSO KNOWN AS
HR DEPARTMENT, The human resource management
is a common term which is heard amongst professionals.
This term takes on a key part in the success of any
system. This function present in any management helps
in maximizing employee performance. Valuable
employees are held in an organization and also certain
aspects such as organizational culture, policies, benefits,
compensation, and employee relation are maintained
with the aid of human resource management. HR sets
up strategies, produces policies, systems, standards and
procedures. There are some tasks which are taken care
of human resource management. They are chiefly
responsible for training employees, rewarding,
performance appraisal and recruitment and more.

6. Economic activities
Primary sector Secondary Sector Tertiary sector
Harvest or extract Nature
Product From The Earth
Using The Products
Resulting From
Primary Sector
Activities Which Supports The
Primary and Secondary activities
Agriculture, Farming,
Mining Ect...
Manufacturing
Trade, Transport,
Healthcare Ect...

7. Primary
Sector
 primary sector of the economy is the sector of an economy making
direct use of natural resources. This includes agriculture, forestry,
fishing and mining. In contrast, the secondary sector produces
manufactured goods, and the tertiary sector produces services. The
primary sector is usually most important in less-developed countries, and
typically less important in industrial countries.
 The manufacturing industries that aggregate, pack, package, purify or
process the raw materials close to the primary producers are normally
considered part of this sector, especially if the raw material is unsuitable
for sale or difficult to transport long distances.
 Primary industry is a larger sector in developing countries; for
instance, animal husbandry is more common in Africa than
in Japan. Mining in 19th-century South Wales provides a case study of
how an economy can come to rely on one form of activity

8. Secondary
Sector
Manufacturing and Industry sector known as
secondary sector, sometimes as production
sector, includes all branches of human
activities that transform raw materials into
products or goods. The secondary sector
includes secondary processing of raw
materials, food manufacturing, textile
manufacturing and industry.

9. Tertiary
Sector
The tertiary sector of the economy (also
known as the service sector or the service
industry) is one of the three economic sectors,
the others being the secondary
sector (approximately the same as
manufacturing) and the primary
sector(agriculture, fishing, and extraction such
as mining).

10. Economic activities
 Market
MAN WOMEN
Women has NO Wages For
house hold ,and If they
entered into labour market
they got low wages
Non Market

11. literacy rate in India
 Literacy in India is a key for socio-economic progress, and the Indian literacy rate has
grown to 74.04% (2011 figure) from 12% at the end of British rule in 1947Although this
was a greater than sixfold improvement, the level is well below the world average
literacy rate of 84%,and of all nations, India currently has the
largest illiterate population. Despite government programmes, India's literacy rate
increased only "sluggishly",and a 1990 study estimated that it would take until 2060 for
India to achieve universal literacy at then-current rate of progress. The 2011 census,
however, indicated a 2001–2011 decadal literacy growth of 9.2%, which is slower than
the growth seen during the previous decade.
 There is a wide gender disparity in the literacy rate in India: effective literacy rates (age 7
and above) in 2011 were 82.14% for men and 65.46% for women. The low female
literacy rate has had a dramatically negative impact on family planning and population
stabilization efforts in India. Studies have indicated that female literacy is a strong
predictor of the use of contraception among married Indian couples, even when women
do not otherwise have economic independence. The census provided a positive
indication that growth in female literacy rates (11.8%) was substantially faster than in
male literacy rates (6.9%) in the 2001–2011 decadal period, which means the gender
gap appears to be narrowing.
 The current literacy rate of India is 74.04%

12. Division Of Labour.
 Think about the last time you went to a nice restaurant. In all
likelihood, a hostess met you at the door and led you to your
table. A waiter then came to greet you and take your order.
Depending on the restaurant, a busboy might have come to
refill your water glass and bring your dish from the kitchen.
Behind kitchen doors there were also several people
working on your meal. From kitchen assistants chopping
vegetables to chefs preparing and assembling the dishes,
it's likely that several people worked as a team to ensure
you had a delicious meal and a pleasant dining experience.
This splitting of tasks among different people and groups is
called division of labor.

13. Health
Various key success factors emerge that clearly affect health
care practices and human resources management. This
paper will reveal how human resources management is
essential to any health care system and how it can improve
health care models. Challenges in the health care systems in
Canada, the United States of America and various
developing countries are examined, with suggestions for
ways to overcome these problems through the proper
implementation of human resources management practices.
Comparing and contrasting selected countries allowed a
deeper understanding of the practical and crucial role of
human resources management in health care.

14. Education
 Our work in the education sector covers the supply and demand side of the education lifecycle,
from pre-primary to higher education, including non-traditional educational tracks, formal and non-
formal vocational training, and curricula development. Our focus is to shed light on the nuanced
challenges in education faced by both youth and service providers which affect youth employment,
empowerment, and lifestyles. We accomplish this by providing clients and stakeholders platforms
for free and open interchange while constantly working towards helping improve the quality and
quantity of education in developing countries.
 Strategy development and operational planning. Designing new educational initiatives,
developing strategies, and building effective organizations.
 Stakeholder engagement and partnerships. Identifying and building partnerships with public
and private sector stakeholders to ensure they are working towards educational services and
training that meet the demands of labor markets.
 Program evaluation and impact measurement. Assisting NGOs, schools, and other educational
service providers with practical tools and systems to measure impact and improve services in the
future through changes in concept, strategy, organization, and partnerships.
 Innovative financing for education. Building an understanding of specific financing needs and
gaps in the education sector and designing practical solutions which are context specific and draw
from the best of the private sector.

15. THANK YOU