WHAT IS HUMAN

RESOURCES MANAGEMENT
By
Archana Thulaseedharan
IIPM
MAIN OBJECTIVE ?
To introduce the concept of Human resource Management
Case 1:GOOGLEYNESS
AGENDA
What is Resources?
What is Human Resources?
What is HRM?
HRM Models
Case discussion
GOOGLE
DISCUSSION POINTS
Why google is the Top choice destination for workers?
What does google want in the candidates
What is googleyness?
CASE 3
#1 WHY GOOGLE IS CHOICE
DESTINATION OF EMPLOYEES?
Google is always high on "top employers" lists, and it's universally
considered to be a choice destination for workers.
Only the most qualified candidates will make it through the very
selective screening process. Googles HR department is People
operations.
People operations are where science and human resources intersect.
And it’s what keeps Google a top performing company
WHY GOOGLE IS THE TOP
DESTINATIONS?
Shraddhanjali Rao, Market HR Director at Google India, describes
the company as one with a diverse crowd of curious, talented and
passionate people.
“They build products for everyone, be it down the street or across
the globe.
We believe that great, creative things are more likely to take place
with the right culture,” she says. Her objective, she adds, is to ensure
that Google’s employees “find satisfaction in their roles, feel
included in their work, and have opportunities to develop and grow”.
WHY?
Speaking of building a culture, Rao maintains that it should be about
fostering continuous learning, agility and innovation.
“Our goal is that when a Googler dreams, together we aim to make it
happen,” she says.
To make sure that an employee gets the best out of the company,
internal mobility “is celebrated and encouraged”.
CASE POINT 1
What Google Wants in an Employee?

Looking for people who can bring new perspectives and life
experiences to our team."
POINT 2
Challenges, Leadership, and Smarts
Google looks for employees who can think outside the box and
create innovative solutions to problems.
Candidates who have a clear track record of taking on difficult
challenges and mobilizing the efforts of others to achieve results will
have the greatest appeal.
POINT 3CONTD..
A leader who can proactively advance your agenda
Also recognize when someone else in the room has a better idea.
CONTD…
Smart.
Google recruits employees who have displayed high intelligence and
who possess a fascination with developments in technology.
Technical skills such as coding matter for many engineering and
programming roles.
POINT 3..
However, Google prefers candidates with a broad base of knowledge
and skills, as opposed to individuals with deep expertise in a narrow
field.
Given the rapid rate of change in the tech sector, Google seeks
candidates with a passion for learning who can translate new ideas
into action.
POINT 4
Do You Have Googleyness?
CONTD…
Cognitive ability manifested by a capacity to learn
Intense curiosity
Innovativeness
Ability to adapt to change
Algorithmic thinking
Facility with writing computer code
Divergent thinking
Statistical analysis skills
Ability to mine big data
POINT 4
Another factor is “Googleyness,” or as it's more broadly known,
candidate fit.

Are you the right person for the job and for Google?

Will you fit in with the company culture?

CONTD..
Humility and ability to give credit to others
Analytical skills to solve problems
Individuals with diverse backgrounds
Management style characterized by empowering others
Action-oriented
Demonstrated ability to take on challenges and persist to overcome
obstacles
CONTD..
Evidence of active leadership with a balance between passionately
influencing others and accepting superior ideas from others
Candidates who attack problems head-on
Evidence of taking ownership and being accountable for projects
Collaborative teamwork
Comfort with ambiguity
More Tech Company Opportunities
WHY GOOGLE IS
IMPORTANT PLACE TO
WORK?
https://www.google.com/search?q=google+work+environment+vide
o&rlz=1C1CHZN_enIN964IN964&oq=google+work+environment
&aqs=chrome.3.69i57j0i512l4j0i22i30l2j0i10i22i30j0i22i30l2.1040
2j0j15&sourceid=chrome&ie=UTF-8#fpstate=ive&vld=cid:0fba7d8
9,vid:PzrEEcYA2kc
DO you have googleyness
https://www.youtube.com/watch?v=AaXjbwWtRUk&t=19s
WHAT IS EXPECTED
FROM THE EMPLOYEE?
ASK MODEL
ABILITY VS SKILL VS
TALENT
Ability is the capacity to do something,
Skill is an ability that comes from training or practice.
Talent is a special ability that allows someone to do something well
TALENT VS SKILL
COMPETANCE VS
COMPETANCY

Komarkova, I., Conrads, J., & Collado, A.

(2015). Entrepreneurship Competence: An
Overview of Existing Concepts. Policies and
Initiatives. depth case study report.
What is Resources?

1. Classical economics perspective

2. Resource Perspective
3. Business Perspective
CLASSICAL 1) Land
ECONOMICS
Site of Source of
Natural
productio raw
resources n materials.
Three categories of
resources 2)Labour
 Also referred to as
Creation
Human paid in
factors of production effort
of
wage.
products
1. Land
3)Capital
2. Labor
3. Capital. Human- Means of Machiner
made productio y
goods n buildings
.
 RESOURCE
PERSPECTIV Source of supply or support
E
Natural source of wealth or
A source of information revenue
or expertise
Natural feature or
phenomenon that enhances
the quality of human life

Computable wealth
 BUSINESS Economic or productive
RESOURCES factor
• To accomplish an activity
• Means to undertake an enterprise and
achieve desired outcome.
Three most basic resources
• land, labor, and capital

Information Other resources

Productive Expertise •
factor
Labor
Management
Include energy
• Entrepreneurship
Time
• Information
• Expertise
• Management
• Time
WHAT IS HUMAN
RESOURCES?
 Economics
CONTD.. Human effort in the production of goods
and rendering of services

Resource perspective
Human resources is used to
A source of information or expertise
describe both the
1)People who work for
• Company Business perspective
• Organization Productive factor
• Department One of the basic resource
Information
2)Responsible for Management
managing Expertise
• Resources
related to employees
HUMAN RESOURCES
Human resources
A group of people can be defined in
who possess terms of skills,
energy, talent,
KSAOC abilities, or
knowledge

A group of people
Group of people who can be source of
able to do work information or
expertise
NTPC CASE 3
DISCUSSION
HRM :BASIC MODEL
Human Resource Management is the process of managing people at
every level.
From an individual to a team, it is done at micro and macro level.

Process
Acquisition
Organization
Development
Objectives
Compensation
/Strategy
Employee relation
MODEL 2
SESSION 2
Application
•Yahoo case in point
•Google Case
•How to Manage people:Introduction

Theory
HRM Models: Rosen, Harvard models ,Hard HRM Soft
HRM ,Fomburn model
Changing roles of HRM
SITN?
The banks CEO was excited as they inaugurated the new banking
software she had told the BOD that it would dramatically improve
the front office staffs performance and boost the banks
profitabilityAnd then they waited for the results.But it was soon clear
that the productivity remained the same
SITUATION
Situation: Let’s suppose A is an HR manager of a company XYZ. He
has an employee named B. B has been showing poor performance
since last few weeks.
TWO RESPONSES
You need to boost your performance or I will have to fire you”.

Lets meet and discuss on the issues

Understood the reason is genuine
Appropriate suggestion is given
Also said the consequences of non performance
Internet major Yahoo!, Inc. (Yahoo) found itself losing market share in the early
2000s as competition began to increase. The continuing crisis in the company saw
the exit of successive CEOs reportedly due to their non-performance. In July 2012,
the Yahoo board appointed a longtime Google, Inc. (Google) executive, Marissa
Mayer (Mayer), as the new CEO of the internet giant. Mayer was given the task of
reviving the company’s fortunes
 Email from CEO
“Share your ideas on what would make your job
easier, boost your productivity, and help solve
problems."

"What's on your wish list for our corporate

culture and work environment?

• 1.New suggestion program called 4.A Yahoo employee tells us that the free
food and iPhones are nice, but that it was
PB&J" stands for Process,
this email in particular that finally "won
Bureaucracy, and Jams.
my heart."
• The program is a fancy version of
"Redundant process and policy,
the old suggestion box in the office.
bureaucracy, are the worst enemy to
to revitalize the spirit of innovation
innovation and efficiency," says this
among Yahoo's employees.
employee
• 2.Free food and free iPhones to
• 5.Set up a new framework to evaluate
employees at the company’s
the performance of all the employees at
headquarters
Yahoo
• 3.Extending the maternity and
• 6.Downsized some employees
paternity leave of the employees.
PROFIT
Mayer became CEO of Yahoo on July 16, 2012.
The stock was at $15.69.
Almost exactly four years later, the stock is at $38.90.
That's a 151% increase during Mayer's tenure
HARD HRM VS SOFT HRM
Hard HR management is Strict performance metrics
characterized by a strategic, Centralized decision-making,
results-driven mindset.
Focus on strategic workforce
In this approach, employees are planning
viewed as valuable resources,
Employment relationship is
much like any other valuable transactional,
assets that contribute to your
business objectives. Employer expects specific skills and
outputs from employees in exchange
It puts emphasis on efficiency to for compensation and benefits.
ensure productivity and achieve The business model tends to be
concrete outcomes. hierarchical,
Clear chain of command and usually
involves one-way communication.
SOFT HRM
• Soft HR management, a more It's rooted in the belief that a
people-centric approach. happy and engaged workforce is
• Foster positive relationships more likely to be creative,
between employers and employees innovative, and committed to
your business goals.
• Recognizing that employee
empowerment and satisfaction
contribute to business success.
Promotes a progressive
• Open communication relationship between employers
and employees, focusing on
• Employee engagement mutual trust and shared values..
• Professional development
• Workplace flexibility.
SOFT VS HARD
What are the advantages of a What are the disadvantages of a
hard HRM approach? hard HRM approach?
Increased efficiency and Higher employee burnout
productivity
Limited flexibility
Cost control Poor employee relations
Strategic decision-making

When employees feel like cogs

in the machine, employee morale
and job satisfaction can suffer,
leading to increased turnover and
a negative impact on your
company culture
SOFT VS HARD HRM
Advantages of Soft HRM Disadvantages of Hard HRM
•Increased employee satisfaction •Potential for reduced
and retention rates accountability
•Enhanced innovation and •Difficulty in measuring impact
creativity.
•Cost concerns
•More adaptability and flexibility.
SOFT OR HARD?

Innovation
: Soft
HRM

Targets:
HARD
HRM
HARD OR SOFT HRM
HARD VS SOFT HRM
HARD OR SOFT?
REASON?
FOMBURN MODEL
Let’s say that a company wants to cut costs. If it has decided to achieve this
by reducing the number of employees, it can start to evaluate its decision by
considering the stakeholders’ interests. It considers the interests of employee
groups or the management before deciding.The company comes to the
conclusion that the above decision will lead to lower morale, decreased
motivation, and increased turnover among the remaining employees. These
could be the outcomes. As for the long-lasting consequences, the above
decision could impact the company’s reputation, profitability, productivity,
and bottom line.

Hence, the company may reach its goal by investing in training and
development. This not only improves the knowledge, skills, and motivation
of the employees (outcomes), but also leads to increased profitability and a
positive work culture.

Overall, this model helps HR take informed decisions while also considering
an organization’s strategic needs. By focusing on utilizing people wisely and
taking into account all the interests and factors, HR will be able to make
policy decisions that help reach the goals.
AGENDA SESSION 4,5
Netflix Case (3)
AGENDA SESSION 6
New roles of HR: Case 4:KDHP
1. Strategic role Case 5:Gmail
2. Performance: Profit center
3. HR performances and results
4. Other roles
5. Strategic HRM
6. Talent Management
7. Human Capital Management
VUCA WORLD
#1.NEW ROLE OF HR:
LONGER ,STRATEGIC AND
BIG PICTURE ISSUES

Produce/enhance Achieve
HRM policies
employee skills organizations
and practices
and performance strategic goal
YAHOO
Yahoo CEO wanted to improve her company innovation and
producvity.They removed telecommuting to bring workers back to
office where they could continuously interact and also introduced 16
week paid maternity leave. This increased the productivity and
innovation.
INFOSYS
Infosys was one of the most preferred and model employer, but lately
has been affected by attrition and low employee morale.

Vishal Shikka was entrusted with the task of rejuvenating the image
and make a turnaround for the company.

He instituted many new initiatives like allowing social media access

in office inviting exited employees to return and enhance
compensation of top management
DO’S AND DON'TS SORT OF MANUAL

FOR ALL INFOSYS EMPLOYEES ON

SOCIAL MEDIA USAGE IN OFFICE
INFOSYS
Infosys does not ban social media use. Infosys's policy encourages
social media use, but also includes guidelines to protect employees
and the organization.
These guidelines include protecting client and company
confidentiality, intellectual property, and code of conduct.
For example, Infosys's policy prohibits employees from using social
networking sites to communicate with colleagues.
It also prohibits employees from posting comments about colleagues
or sensitive company information.
INFOSYS
The biggest concern that Infosys has currently is the privacy of
confidential client data, which could very easily be compromised
knowingly or un-knowingly
The code of conduct will ensure that employee is responsible for his
actions during his interactions on Social Media sites.
Internationally, most of the big companies like Microsoft & Intel
have a Social Media Policy, but in India Infosys is the first company
to come out with it officially.
In general, employees are not allowed to disclose any work-related
confidential or proprietary information on social media, blogs, or
other internet forums. This can include information that may
eventually be obtained through a valid public record's request
JFYI (NEGATIVE )
According to LinkedIn, unrestricted social media use in the
workplace can reduce team productivity by 9.5% per day.
Employees may spend 40–45 minutes on social media for non-work-
related purposes during working hours.
On average, people spend about 2 hours and 23 minutes on social
media every day.
Employees with higher levels of social media addiction may have
•Lower productivity levels
•Increased distraction
•Difficulty prioritizing tasks
JFYI
Reduced attention span
Decreased cognitive abilities
Lower overall productivity
A sense of burnout and mental exhaustion
The average worker spends nearly 12% of their working hours using
unproductive social media apps
JFYI(POSITIVES)
Work-related social media use can also
•Improve the quality of communication
•Information exchange among employees,
•which can positively affect their work productivity.
LinkedIn says that strong connections can lead to a more coherent
work environment and increased work ethic.
JFYI
98% of employees use social media for personal purposes.
45% of companies do not have a social media policy that applies to
their employees.
Only 51% of the companies have restrictions or social media rules at
work.
Around 36% of employers have blocked access to social media
networking sites during work hours.
Decide Which policy/practice will enhance performance?
(Employee-organization?
#2.IMPROVING
PERFORMANCE: PROFIT
CENTRE
At one ball corp?
At one Ball Corp packaging plant ,managers trained supervisors to
set and communicate daily performance goals. Management tracked
daily goals attainment with team score cards. Employees were given
special training to ensure they had skills received. With in 12 months
production was 84 million cans, customer complaints 50% and the
plant’s return on investment rose by 30,90,000.

• Training ,Communication and performance goals

• Production went up 84 million cans, complaints dropped by 50% revenue
$3,090,000
IMPROVING
PERFORMANCE :PROFIT
CENTER
GE medical
To reduce recruitment cost GE MEDICAL managers met with 20
recruiters and said they would henceforth use only the 10 best.To
implement this managers developed measures such as % resumes
lead to interviews and % interviews lead to offers. Because of what is
learned from these measures .GE also boosted its intern programme
and its referral programme. Recruitment Cost dropped to 17%.
Reduce the recruiter from 20 to 10
Based of % of resumes leading to interviews leading to final
interview
HOW DOES HR IMPROVE
PERFORMANCE: PROFIT
CENTER
HR Department
lever
Employee Cost
Lever Firms
Employee
performance and
Strategic results performance
profitability
lever
Technology
Lever
HOW DOES HR IMPROVE
PERFORMANCE?
1. HR department lever: Efficiency in the HR practices/functions
2. Employee cost lever :Controlling the staffing cost
3. Strategic lever: Competencies of employees to achieve the
strategic goals the organization
4. Technology lever: Software and hardware used to automate HR
STRATEGIC LEVER:
THROUGH
COMPETENCIES (JFYI)
AGRICULTURE :FUTURE
MANAGEMENT
“Problem solving capacity”(69%),
“Leadership and people management” (62%).
“Communication skills” (53%),
“Organizational ability” (56%),
“Planning skills” (54%)
“Customer orientation” (52%)
FOOD
#3.THEY MEASURE HR
PERFORMANCE AND
RESULTS
Performance requires Measurability
Management expects HR to provide
 Measurable benchmark-based evidence for its current efficiency
and effectiveness
 Expected efficiency and effectiveness of new proposed HR
programmes
NEW ROLES
Evidence based HRM through Big data
Add Value :HR as profit centers
New ways to provide HR service
Employee engagement(Indian employees are most engaged
globally)
Ethics: Standards to be used to decide the conduct of an employee
NEW ROLES
HR philosophy: The basic assumptions you make about people.
Can they be trusted?
 Do they dislike work?
Why do they behave like this?
How should they be treated
All this comprise your HR philosophy
All HR Decisions should be based on the philosophy
NEW ROLES

Strategic HRM
Talent Management
Human capital management
KDHP CASE
SHRM
Formulating HR policies and practices that produce the employee
skills and performance required to achieve the company's strategic
goals
GMAIL CASE
TALENT MANAGEMENT
MODEL
HRM VS TALENT
MANAGEMENT
Human Resource Talent Management is a
Management relatively new niche inside the
branch of HR.
Effectively attracting
An effective Talent
Hiring Management of an organization
Retaining the employees who aims to
 Reinvent talent in an employee to
for the company are its
something bigger and better.
resources.
HR is not a new function in an
organization and has been
around for many years.
TALENT MANAGEMENT
AIM: Something that they themselves
did not know existed
Recognize the talents in
employees Were aware of,
Nurture it But did not know how to utilize
that specific talent.
Manage it effectively.
Companies should make the
In simpler terms talent effort to effectively manage the
management targets to bring employees to help them develop
out the best in an employee their talent in order to retain
them.
AWESOME GMAIL
STATISTICS 2023
Gmail remains the most popular email platform with over 1.8 billion
users worldwide.
As of April 2022, Gmail holds 29.5% of the email client market
share.
Gmail accounts for 27% of all email opens.
75% of all Gmail users access their email on mobile devices.
61% of 18-29-year-olds use Gmail.
An average Gmail account is worth around $3,588.85.
333.3 billion emails are sent and received daily in 2022.
GMAIL
1. Gmail remains the most popular email platform with over 1.8
billion users worldwide.
2.There are currently 4.3 billion email users worldwide.
3.As of April 2022, Gmail owns 29.5% of the email client market
share. Apple has the largest market share (57.2%).
4.Gmail holds a 53% share of the US email market in 2022.
5.Gmail is currently the top-ranking email client share provider with
a market share of 27.8%.
What is Capital ?
AGENDA

What is Capital?
What is Human Capital?
CASE 4 Gmail
 Financia
CAPITAL l assets
#Funds held in
deposit accounts
Finance
Perspective
#Funds obtained
from special
financing
sources
CAPITAL Stock of accumulated
goods
Accumulated goods
Business devoted to the production
of other goods
Perspective
Accumulated possessions
are calculated to bring in
income
The value of
accumulated goods
CAPITAL Already-produced
durable(long Lasting) goods.

Social Studies human-made resources

created using knowledge and
perspective expertise based on utility or
perceived value.

Egs:Buildings, machinery,
railways, roads, and ships
WHAT IS HUMAN CAPITAL?
 WHAT IS
HUMAN
CAPITAL
Emerging as the key
to wealth creation.
Human capital
Methods of measuring the
The history of human money value of human beings
capital traced back to And the motives behind this.
24th century B.C.
(Friedman, hatch and
walker 1998, p.4)
 HCM considers the workforce as more than
WHAT IS just a cost of doing business.
HUMAN It is a core business asset whose value can be
maximized through strategic investment and
CAPITAL management—just like any other asset.

Firms are
willing to invest
in human capital

To develop Cannot
firm specific To recoup
skills develop their
Becker’s model Firms are investmen
unwilling general
(1962) Productive at skills t in
to invest general
the current in human
firm but not skills
capital training
at other firms
WHAT IS Johnson (2002):All innovations
HUMAN are human innovations.
CAPITAL
Waetherly In the end the economy and
business are people’s systems.
(2003):New vision
is human capital
management. No structural capital without
intellectual capital
Human being
makes a concise
decision to act. No intellectual capital without
humans
HUMAN CAPITAL

Skills, training, experience, education, knowledge,

know-how, and competencies

The economic value that is added into a

company by an employee
Human capital is an important factor of
production, improve efficiency, productivity and
profitability.
HUMAN CAPITAL
MANAGEMENT
Human Capital management refers to managing an
organization’s employees to contribute significantly in the overall
profit of organization
HRM VS HCM
HRM primarily focuses on human resource functions such as administering employee
benefits, running payroll, employment law compliance, on/off boarding and maintaining
employee records.

HCM is a broader term that includes HRM functions and focuses on ways in which to
maximize the value and return on investment of employees.

HRM focuses on developing and managing systems and processes that enable employees to
effectively perform their jobs,

HCM focuses on maximizing employees’ economic value to an organization.

HRM is the foundation and structure of the human resource function that enables HCM to
grow and prosper.
 How do we measure ?
What are the motives behind the
measurement of money value of
human?
 METHODS
AND What are the motives behind the
MOTIVES measurement of money value of human?

To demonstrate the power of

nation/organization

To determine the economic effect of education

Two methods

Significance of economic life for the prosperity

The of an individual for his family and country
capitalized Cost of
earning production For the support of courts in the decision of
procedures
compensation in the case of personal injuries.
 16% of physical capital
JFI 20% of natural capital
64% attributed to human capital.

Study based on the

assessments of 192
countries on what
constitutes global wealth
constitutes

Source: World Bank

(1995m)
 Founder :William

COLGATE, First product :glass jars.

WHICH WAS Middle of the 20th century: Aluminum

tube
FOUNDED IN 1982: disposable plastic tube
1873
2022:Recyclable Tube
COLGATE :FR
OM LINEAR Globally, adds up to 20 billion
ECONOMY toothpaste tubes a year that are tossed
in the trash.
CIRCULAR Lead in waste reduction and, in
ECONOMY
Circular Economy :
particular, making toothpaste tubes a
part of the circular economy.

A model of production and

consumption, which involves sharing,
leasing, reusing, repairing,
refurbishing and recycling existing
materials and products as long as
possible.

Linear Vs circular
 Colgate chose the HDPE bottle stream
COLGATE has one of the highest recycling rates, at
about 30% in the U.S.
It wasn't easy to work with; HDPE is
rigid and not well suited for squeezable
tubes.
But by combining different layers of
HDPE laminate at varying thicknesses,
Colgate engineers were able to produce a
soft, easy-to-squeeze recyclable tube that
will also protect the product across
roughly 150 brushing occasions during
the life of a typical 6 oz. tube.
The other was to share its recyclable tube
know-how with other companies,
including competitors, through some 50
packaging forums and 1-on-1 meetings to
promote the transition to recyclable tubes.
USS MODEL(UNIQUE
SKILL SET MODEL )

Highlights the importance of

Hiring skilled
Trained individuals
T-WE TEA SHOP SAN
FRANCISCO
The store owner who remembers and appreciates —repeat customers
HYBRID MODEL
•Front office staff, customer care representatives, sales
representatives
•This model does not include employees with unique skills set
•But employees have a generalist profile and are multitalented.
•Such employees can perform various functions at a single time
•Come up with innovative ideas for the organization.
HUMAN CAPITAL
THROUGH T& D
Companies can invest in their human capital by offering training and
education facilities to its workers.
Training and developing employees can help them develop a broader
set of skills and abilities
Reduce cost of hiring additional employees with necessary skills.

One thing that must be kept in mind is that humans are not equal to
one another
HUMAN CAPITAL
The skills, knowledge, and experience possessed by an individual
or population, viewed in terms of their value or cost to an
organization or country.

Busines
s results
(money
value)
CASE DISCUSSION GMAIL
GOOGLE
Every company on the planet says, "Our talent is one of our most
valued assets."
Google says it too, “but we also give our employees far more
information than most companies are comfortable sharing”.
 “We make them active decision makers and participants in how the
company is run”.
 “We allow them the freedom to try new things.
GOOGLE
•One is that we get great products out of it.
• 20% of their work time to devote to projects of their choosing.
•That freedom has created great products like Gmail and Orkut.
•The ability to see under the oceans in Google Earth came out of this
and so did the map of the entire surface of Mars.
•They come from employees saying, "I think this is important and
could be helpful."
@2022
2023
•Gmail remains the most popular email platform with over 1.8 billion
users worldwide.
•As of April 2022, Gmail holds 29.5% of the email client market
share.
•Gmail accounts for 27% of all email opens.
•75% of all Gmail users access their email on mobile devices.
•61% of 18-29-year-olds use Gmail.
•An average Gmail account is worth around $3,588.85.
•333.3 billion emails are sent and received daily in 2022.
AWESOME GMAIL
STATISTICS

Gmail remains the most popular email platform with over 1.8 billion
users worldwide.
It has 18% of the email client market share in May 2021.
Gmail accounts for 27% of all email opens.
75% of all Gmail users access their email on mobile devices.
61% of 18-29-year-olds use Gmail.
An average Gmail account is worth around $3,588.85.
306.4 billion emails are sent and received daily in 2020.
Gmail is currently the top-ranking email client share provider
with a market share of 27.8%.
TRAINING@HRM AND
HCM
HCM involves identifying the competitive skills employees need to
bring value to the organization.
HRM involves identifying the proper training techniques and
software to deliver the desired outcome – enhanced employee skills
and or knowledge.
HRM also involves tracking and measuring the success of training
methodologies and assessing what employees learn through their job
performance.
RECRUITMENT @HRM
AND HCM
Recruiting and hiring is another area in which HRM and HCM
complement each other but with differing objectives.
HCM involves identifying employees with the necessary skills
needed to bring value to the organization
Once these employees are identified, HRM’s role is to create and
manage a streamlined recruiting and onboarding process that enables
the organization to fill vacancies with the best people.
#HRM@
1987---------------------------1992
@1997---------------------------
---2002
@2006
@2012
 @ 2021----

Navigating paradox accepts and heightens

disagreements that enable organizations to
change and evolve.
21 HR JOBS OF THE FUTURE
AUGUST 12, 2020 HARVARD BUSINESS REVIEW
 PM VS HRM
Focus Primarily on Treat manpower of
mundane activities the organization as
like employee valued resources to
hiring, be valued, used
remunerating, and preserved to
training, and contribute in
harmony. creation of goods
and service
PM VS HRM
Meaning The aspect of The branch of
management that is management that
concerned with the focuses on the most
work force and their effective use of the
relationship with the manpower of an
entity is known as entity, to achieve the
Personnel organizational goals
Management. is known as Human
Resource
Management.
Approach Traditional Modern
Treatment of Machines or Tools Asset
manpower
 PM VS HRM
Type of function Routine function Strategic function
Basis of Pay Job Evaluation Performance Evaluation

Management Role Transactional Transformational

Communication Indirect Direct
Labor Management Collective Bargaining Individual Contracts
Contracts
 CONTD..
Initiatives Piecemeal Integrated

Management Actions Procedure Business needs

Decision Making Slow Fast

Job Design Division of Labor Groups/Team
WHY HR IS REQUIRED?
Hire the wrong person for the job
Experience high turn over
Having the people not doing the best
Waste time useless interview
Labor law violation penality
Unsafe practices
Employees think that salary is unfair
Lack of training
HRM
Human resource management is a modern approach of managing
people at workplace which focuses on
• Acquisition
• Development
• Compensation
• Employee Relation.
The part of management that deals with the workforce through
administration and there by achieve the department objectives is
known as Personnel Management.
The branch of management, which focuses on the best possible
use of the manpower to achieve the organization goal is known
as Human Resource Management.
Thank you -----
Thank you …..
HR @APPLE
https://www.youtube.com/watch?v=f60dheI4ARg