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Krishantha Jayasundara

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Human resource management (HRM, or simply HR) is a function in organizations designed[by whom?] to maximize employee performance in service of an employer's strategic objectives.[1] HR is primarily concerned with the management of people within organizations, focusing on policies and on systems. HR departments and units in organizations typically undertake a number of activities, including employee recruitment, "training and development", performance appraisal, and rewarding (e.g., managing pay and benefit systems). HR also concerns itself with industrial relations, that is, the balancing of organizational practices with requirements arising from collective bargaining and from governmental laws

Introduction to Human Resource Management

Introduction to Human Resource Management

Introduction to Human Resource Management

Krishantha Jayasundara

Management has been described as a social process involving responsibility for economical and effective planning & regulation of operation of an enterprise in the fulfillment of given purposes. It is a dynamic process consisting of various elements and activities. These activities are different from operative functions like marketing, finance, purchase etc. Rather these activities are common to each and every manger irrespective of his level or status. According to Henry Fayol, “To manage is to forecast and plan, to organize, to command, & to control”. Whereas Luther Gullick has given a keyword ’POSDCORB’ where P stands for Planning, O for Organizing, S for Staffing, D for Directing, Co for Co-ordination, R for reporting & B for Budgeting. But the most widely accepted are functions of management given by KOONTZ and O’DONNEL i.e. Planning, Organizing, Staffing, Directing and Controlling

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Krishantha Jayasundara

A job interview is a type of employment test that involves a conversation between a job applicant and representative of the employing organization.Interviews are one of the most popularly used devices for employee selection.[2] Interviews vary in the extent to which the questions are structured, from totally unstructured and free-wheeling conversation, to a set list of questions each applicant is asked.Research has shown that structured interviews are more valid than unstructured, that is, they are more accurate in predicting which applicants will make good employees.

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Krishantha Jayasundara

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Introduction to Human Resource Management

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Job interviews

1. Photo by MattHurst

2. Photo by leafar.

3. Photo by 'PixelPlacebo'

4. Photo by UNU-WIDER

5. Photo by Sebastiaan ter Burg

6. Photo by Pop!Tech

7. Photo by Great Beyond

8. Photo by MilanaAliana

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