Ce diaporama a bien été signalé.
Nous utilisons votre profil LinkedIn et vos données d’activité pour vous proposer des publicités personnalisées et pertinentes. Vous pouvez changer vos préférences de publicités à tout moment.
SUBMITTED TO SUBMITTED BY
MONIKA MAM SNEH LATA SINHA
ROLL NO. 13339
ABOUT INSTRUMENTS OF HUMAN
RESOURCE MANAGEMENT
Human resource management instrument are the knowledge
skill abilities and ...
INSTRUMENTS OF HUMAN RESOURCE
MANAGEMENT
 Performance appraisal
 Potential appraisal
 Feedback and counseling
 Career ...
1) PERFORMANCE
APPRAISAL
 Performance appraisal are employed to
determine who needs what training and
who will be promote...
Purpose of Performance appraisal
a) To assist the organization
b) Promote an employee
METHODS OF PERFORMANCE
APPRAISAL
METHOD
MORDEN
METHODS
TRADITIONAL
METHODS
TRADITIONAL METHODS
 Rating Scales
 Essay Appraisal
 Ranking Method
 Paired comparison
 Critical incident
 Confident...
MORDEN METHODS
 Assessment center
 Behaviorally anchored rating scales
(BAR)
 Human Resource Accounting
 Management by...
TRADITIONAL METHOD OF
PERFORMANCE APPRAISAL
1. Rating scale method
2. Essay appraisal method
3. Rating method ranking meth...
2) POTENTIAL APPRAISAL
Potential appraisal is a future oriented
appraisal whose main objective is to
identify and evaluate...
Purpose of Potential Appraisal
 To advice employees for overall
performance development
 Help the organization to chalk ...
Steps for introducing potential
appraisal system
1. Role description
2. Quality required
3. Indicators of qualities
4. fee...
3) FEEDBACK, COUNSELING
AND COACHING
 FEEDBACK- Feedback is giving honest
opinion to the employee about his
performance
 PERFORMANCE COUNSELING-
focuses on the entire performance
during the particular period of time
rather the a specific pro...
 COACHING- When an experienced and
competent employee takes active role in
guiding a junior employee, we refer this
activ...
4) CAREER PLANNING
 Career planning is the process by which
one select the career goal and the path
to these goals. The m...
OBJECTIVE OF CAREER
PLANNING
I. Attract and retain talent by offering
career
II. Use human resource efficiently
III. Reduc...
5) TRAINING AND
DEVELOPMENT
 Training and development is a function
of human resource
management concerned with
organizat...
METHODS OF TRAINING AND
DEVELOPMENT
1. Development center
2. In basket exercise
3. Individualization training
4. Interacti...
6) ORGANIZATION
DEVELOPMENT
 Organization development Is a
deliberately planned organization wide
effort to increase an o...
Organization development objective
 To increase the level of personal trust
 To increase employees satisfaction
 To inc...
7) REWARDS AND
RECOGNISATION
 Employee recognition is the opportunity to
acknowledge the unique contribution or the
value...
8) EMPLOYEES WELFARE AND
QUALITY OF WORK LIFE
 The term employee welfare means the efforts to make life
worth living for ...
Quality of work life efforts
include the following
1) Employees involvement
2) Quality circles
3) Social technical system
...
9) HUMAN RESOURCE
INFORMATION SYATEM
 The Human Resource Information
System (HRIS) is a software or online
solution for t...
OBJECTIVE OF HIMS
INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT
INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT
INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT
INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT
INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT
Prochain SlideShare
Chargement dans…5
×

INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT

12 221 vues

Publié le

HOW TO MANAGE HUMAN RESOURCES IN AN ORGANISATION

Publié dans : Direction et management
  • Identifiez-vous pour voir les commentaires

INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT

  1. 1. SUBMITTED TO SUBMITTED BY MONIKA MAM SNEH LATA SINHA ROLL NO. 13339
  2. 2. ABOUT INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT Human resource management instrument are the knowledge skill abilities and values required to perform a job effectively are called competencies. The HUMAN RESOURCE MANAGEMENT instrument is used to help employees in honing the existing capabilities besides developing new capabilities.
  3. 3. INSTRUMENTS OF HUMAN RESOURCE MANAGEMENT  Performance appraisal  Potential appraisal  Feedback and counseling  Career planning  Training  Organization development  Rewards  Employee welfare and quality of work life  Human resource information system
  4. 4. 1) PERFORMANCE APPRAISAL  Performance appraisal are employed to determine who needs what training and who will be promoted, demoted, retained are fired in the next session.
  5. 5. Purpose of Performance appraisal a) To assist the organization b) Promote an employee
  6. 6. METHODS OF PERFORMANCE APPRAISAL METHOD MORDEN METHODS TRADITIONAL METHODS
  7. 7. TRADITIONAL METHODS  Rating Scales  Essay Appraisal  Ranking Method  Paired comparison  Critical incident  Confidential Report  Checklists  Graphic Rating Scales  Forced distribution
  8. 8. MORDEN METHODS  Assessment center  Behaviorally anchored rating scales (BAR)  Human Resource Accounting  Management by objective  Customer feedback  360 Degree feedback
  9. 9. TRADITIONAL METHOD OF PERFORMANCE APPRAISAL 1. Rating scale method 2. Essay appraisal method 3. Rating method ranking method 4. Paired comparison 5. Critical incident method 6. Confidential report system 7. Checklist method 8. Graphic rating scale 9. Forced distribution
  10. 10. 2) POTENTIAL APPRAISAL Potential appraisal is a future oriented appraisal whose main objective is to identify and evaluate the potential of the employees to assume higher positions and responsibility in the organization hierarchy.
  11. 11. Purpose of Potential Appraisal  To advice employees for overall performance development  Help the organization to chalk the succession plan  Motivate the employees  Identify the training need
  12. 12. Steps for introducing potential appraisal system 1. Role description 2. Quality required 3. Indicators of qualities 4. feedback
  13. 13. 3) FEEDBACK, COUNSELING AND COACHING  FEEDBACK- Feedback is giving honest opinion to the employee about his performance
  14. 14.  PERFORMANCE COUNSELING- focuses on the entire performance during the particular period of time rather the a specific problem.
  15. 15.  COACHING- When an experienced and competent employee takes active role in guiding a junior employee, we refer this activity as coaching
  16. 16. 4) CAREER PLANNING  Career planning is the process by which one select the career goal and the path to these goals. The major focus to career planning is on assisting the employees achievements.
  17. 17. OBJECTIVE OF CAREER PLANNING I. Attract and retain talent by offering career II. Use human resource efficiently III. Reduce employees turnover IV. Improve employees moral and motivation V. Meet the immediate future human resource need
  18. 18. 5) TRAINING AND DEVELOPMENT  Training and development is a function of human resource management concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. It has been known by several names, including "human resource development", and "learning and development".
  19. 19. METHODS OF TRAINING AND DEVELOPMENT 1. Development center 2. In basket exercise 3. Individualization training 4. Interactive computer training 5. Job enrichment 6. Job instrument training 7. Job rotation 8. Lectures 9. Role playing 10. Seminars
  20. 20. 6) ORGANIZATION DEVELOPMENT  Organization development Is a deliberately planned organization wide effort to increase an organization effectiveness and efficiency.
  21. 21. Organization development objective  To increase the level of personal trust  To increase employees satisfaction  To increase cooperation among employees  To increase the organization problem solving  To effectively manage conflict
  22. 22. 7) REWARDS AND RECOGNISATION  Employee recognition is the opportunity to acknowledge the unique contribution or the value of expertise and experience of an employee or a team.  Employee recognition is a return on an employee’s effort, dedication at work and results. It is governed by mutual respect and is expressed regularly through a host of simple gestures such as a sincere thank you, as well as symbolically through the receiving of an award. The sincerity of words and acts is what gives recognition its dignity and worth.
  23. 23. 8) EMPLOYEES WELFARE AND QUALITY OF WORK LIFE  The term employee welfare means the efforts to make life worth living for workmen. It includes various services, facilities and benefits offered to employees by the employers, unions and government. The purpose is to improve the living standard of workers and thereby improve the quality of work life. Employers voluntarily extend a number of benefits to employees in the hope that these indirect compensation plans motivate employees to perform better. Over the years the types of benefits offered have been expanding in line with competitive pressures, changing job market trends, employees’ expectations, union demands and legislative requirements. 
  24. 24. Quality of work life efforts include the following 1) Employees involvement 2) Quality circles 3) Social technical system 4) Co- determination 5) Self management work terms 6) Suggestion program 7) Open door policies
  25. 25. 9) HUMAN RESOURCE INFORMATION SYATEM  The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Normally packaged as a data base, hundreds of companies sell some form of HRIS and every HRIS has different capabilities.
  26. 26. OBJECTIVE OF HIMS

×