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Introduction to Human Resource Management

Introduction to Human Resource Management. HR 251 Mohammed Owais Qureshi Hashmi. محمد عويس قرشي هاشمي. Introduction to Human Resource Management. TextBook : Byars , L. and Rue, L., “Human Resource Management”, 9 th , McGraw Hill, (2008). الوضع الصامت. Chapter One - Learning Objective.

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Introduction to Human Resource Management

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  1. Introduction to Human Resource Management HR 251 Mohammed OwaisQureshiHashmi محمد عويس قرشي هاشمي

  2. Introduction to Human Resource Management TextBook: Byars, L. and Rue, L., “Human Resource Management”, 9th , McGraw Hill, (2008).

  3. الوضع الصامت

  4. Chapter One - Learning Objective 1. Define human resource management . 2. Describe the functions of human resource management 3. Summarize the types of assistance the human resource department provides

  5. Chapter One- Learning Objective 4. Explain the desired relationship between human resource managers and operating managers 5. Identify several challenges today’s human resource managers currently face 6. Outline several potential challenges and contributions that an increasingly diverse workforce presents

  6. Chapter One- Learning Objective 7.Discuss the role of human resource managers in the future 8. Explain how human resource managers can affect organizational performance

  7. Human Resource Management • Human Resource Management (HRM) is the function within an organization that focuses on • 1) recruitment • 2)management • 3) providing direction for the people who work in the organization. 

  8. Organization )التنظيم( Recruitment)تجنيد( Management )إدارة( Direction اتجاه

  9. Human Resource Functions )وظائف( 1. Human Resource planning (تخطيط ), recruitment, and selection(اختيار). 2. Human Resource development(تنمية).

  10. Human Resource Functions 3. Compensations(تعويضات and benefits(مصلحة ). 4. Safety (سلامة and Health ( الصحة ) 5. Employee عاملand labor relations. عملعلاقة 6. Human resource research. بحث

  11. Functions of Human Resource Management 1.Human Resource Planning, Recruitment, and Selection. • Conducting job analyses(تحليل الوظائف)to establish the specific requirements (مطلب)of individual jobs(وظيفة )within the organization. • Forecasting(التنبؤ)the human resource requirements the organization needs to achieve its objectives(هدف).

  12. Human Resource Functions • Developing الناميةand implementingتنفيذ a plan خطةto meet these requirements. • Recruiting the human resource the organization requires to achieve its objectives هدف. • Selecting and hiring (تأجير)human resources to fill(شغل )specific jobs within the organization.

  13. Human Resource Functions 2. Human Resource Development. تنمية الموارد البشرية • Orienting (توجيه)and training(توجيه)employees. • Designing(تصميم) and implementing(تنفيذ) management and organizational development programs(برنامج). • Building effective(فعال) teams(فريق) within the organizational structure.

  14. Human Resource Functions • Designing(تصميم) systems(نظام) for appraising (تقييم)the performance(أداء) of individual (فرد) employees. • Assisting(مساعدة) employees in developing career(مهنة) plans(خطة).

  15. Human Resource Functions مصلحة3. Compensation and Benefits. • Designing(تصميم) and implementing(تنفيذ) compensation and benefit systems for all employees. • Ensuring(ضمان) that compensation and Benefits are fair(عادل) and consistent(متسق).

  16. Human Resource Functions 4. Safety and Health . • Designing(تصميم) and implementing(تنفيذ) programs(برنامج) to ensure employee health and safety. • Providing(توفير) assistance with personal problems that influence their work performance(أداء).

  17. Human Resource Functions 5. Employee and Labor Relations. • Serving as an intermediary(وسيط) between the organization and its union(s)(الاتحاد). • Designing(تصميم) discipline(تصميم) and grievance(شكوى) handling(معالجة) systems.

  18. Human Resource Functions 6. Human Resource Research. (بحث) • Providing(توفير) aHuman Resource information(معلومات) base. • Designing and implementing employee communication(اتصالات) systems.

  19. Who Performs the Human Resource Functions ? In General terms, the HR department(قسم) managers provides 3 types of assistance: 1) Operating (التشغيل)Managers: In small Organization, most(معظم) HR functions performed by the owner or by operating managers. These managers perform the HR functions in addition(إضافة) to their normal(طبيعي) managerial activities.

  20. Who Performs the Human Resource Functions ? 2) Human resource generalist (عام): Person who devotes a majority of working time to human resource issues, but does not specialize (متخصصون)in any specific areas. Many medium(​​متوسط)-size and even some large Organizations use human resource generalists.

  21. Who Performs the Human Resource Functions ? 3) Human resource specialist: (متخصص) Person specially trained in one or more areas of human resource management (e,g, labor relations specialist, wage and salary specialist). large organization usually have HR department, that involve HR specialist who responsible for directing the human resource functions , In addition to one or more HR Generalist.

  22. مساعدة Types of Assistance the HR Department Provides Specific Services Human Resource Department Operating manager Advice Coordination

  23. Types of Assistance the HR Department Provides Specific Services: Maintaining employee records (السجلات) Handling initial phases of employee. Orientation Advice(نصيحة): Disciplinary(تأديبية) matters Equal(متساو) employment Opportunity(فرصة) matters

  24. Types of Assistance the HR Department Provides Coordination(تنسيق): Performance appraisals(تقييم الأداء) Compensation matters Operating (التشغيل) manager: Person who manages people directly involved with the production of an organization's production or services (e.g loan manager in a bank) .

  25. Challenges for Today’s Human Resource Managers -Challenges)التحديات( 1. Diversity of Workforce )تنوع ( 2. Regulatory Changes (Government Regulation) التغييرات التنظيمية 3. Structural Changes to Organizations الهيكلية 4. Technological and Managerial Changes Within Organizations.

  26. Human Resource Management Tomorrow To Meet the Challenges of the future, human resource departments must possess different competencies(الكفاءات) and be much more sophisticated(متطور) than their predecessors(أسلاف) by : • Know the Company strategy and business plan(خطة). • Know the industry(صناعة).

  27. Human Resource ManagementTomorrow • Support(دعم) business needs(الاحتياجات). • Spend more(أكثر) time with the line People. • Keep your hand on the pulse of the organization. • Learn(تعلم) to calculate(حساب) costs(كلفة) and solutions(الحلول) in hard numbers.

  28. Questions for Understanding(فهم) the Organization’s Business Strategy • What are the goals(هدف) of the Organization over the next year(عام), 3 years, 5 years, and 10 years? • How would you describe(وصف) the organization’s core(لب) business? • How does your organization compare(قارن) with competitors(المنافسين) in market share(حصة) and customer service(خدمة الزبائن)?

  29. Questions for Understanding the Organization’s Business Strategy • Will(سوف) the company be growing(تنمو) via merger and acquisition(عمليات الدمج والتملك) or from internal(داخلي) growth? • Will growth be local(محلي), national(وطني), or global(عالمي)? • Will growth be from expansion(توسع) of current (الحالية) business or from an expansion(توسع) in scope?

  30. Questions for Understanding the Organization’s Business Strategy • Instead(بدلا من) of growth(نمو), will there be downsizing(تقليص) and if so, why? • What are the organization’s revenue (دخل) objectives(الأهداف) over the short(قصير) and long(طويل) terms?

  31. Organizational Performance And The Human Resource Manager Human Resource Managers can have a direct(مباشرة) impact(تأثير) on organizational performance in a number of specific ways: 1) Reducing(تقليص) unnecessary(غير ضرور) over expenses(المصروفات) by increasing(متزايد) productivity(المنتجة) during a normal day 2) Staying on top of absenteeism(غائب) and instituting programs designed to reduce money spent for time not worked.

  32. Organizational Performance And The Human Resource Manager 3) Eliminating wasted(اهدر) time by employees through sound job design. 4) Minimizing employee turnover and unemployment (بطالة) benefit costs by practicing sound human relations and creating a work atmosphere that promotes job satisfaction. 5) Installing and monitoring effective safety and health programs to reduce lost-time accidents and keep medical and workers’ compensations costs low.

  33. Organizational Performance And The Human Resource Manager 6) Properly(مناسب) training(تدريب) and developing all employees so they can improve their value to the company and do a better job of producing and selling high-quality products and services at the lowest possible cost. 7) Decreasing(تقليل) costly(مكلف) material(مادة) waste(النفايات) by eliminating bad(سيئة) work habits and attitudes and poor(الفقراء) working(عامل) conditions(الشروط) that lead to carelessness and mistakes.

  34. Organizational Performance And The Human Resource Manager 8) Hiring(تأجير) the best people available at every level and avoiding overstaffing. 9) Maintaining competitive pay practices and benefit programs to foster a motivational climate for employees. 10) Encouraging(مشجع) employees, who probably know more about their job. 11) Installing (تثبيت)human resource information systems to streamline and automate many human resource functions.

  35. Questions…

  36. Reference: Byars, L. and Rue, L., “Human Resource Management”, 9th , McGraw Hill, (2008).

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