HUMAN RESOURCE MANAGEMENT

3. HUMAN RESOURCE MANAGEMENT MIHE Mashal Institute of Higher Education

4. Introduction to HRM Chapter # 01

5. Introduction to HRM • Topic-1 Definitions of Human Resource Management: • According to Garry Dessler, the process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness-justice concerns is called human resource management. • OR • According to David A. Decenzo, HRM is a subset of management that focuses on how to attract, hire, train, motivate and maintain the employees. KAMRAN KHAN MIHE HRM

6. Introduction to HRM • According to the EDWIN B.FLIPPO, ‘’Human resource management deals with the planning, organizing, leading and controlling of procurement, development, compensation, integration, and maintenance of people for the purpose to contributing to organizational, individual and societal goals.’’ • Getting the right Person for the right job at the right time in the right place, train and developthem and give some compensation. KAMRAN KHAN MIHE HRM

7. Topic-2Why study HRM: • Human Resource Management is Important to All Managers because in the absence of HRM many mistakes has done by people in organizations. Now a days they do not want to make these mistakes in managing as it has created a lot of problems. For example the managers do not want under mentioned mistakes: KAMRAN KHAN MIHE HRM

8. Why study HRM: • Hire the wrong person for the job. • Experience high turnover. • Have your people not doing their best. • Waste time with useless interviews. • Have your company taken to court because of discriminatory actions. • Have Your Company sited under federal occupational safety laws for unsafe practices. • Have some employees think their salaries are unfair and inequitable relative to others in the organization. • Allow a lack of training to undermine your department’s effectiveness. • Stop to commit any unfair labor practices. KAMRAN KHAN MIHE HRM

9. Topic-3Line and staff aspects of HRM • Authority: the right to make decisions or to direct the work of others and to give orders. • We usually distinguish line and staff authority. • Line authority: this authority gives managers the right to issue orders to other managers or employees. It creates a superior-subordinate relationship. • Staff authority: this authority gives managers the right to advise other managers or employees. It creates an advisory relationship. KAMRAN KHAN MIHE HRM

10. Line and staff aspects of HRM • Human resource managers are staff managers. They assist and advice line managers in areas like recruiting, hiring, and compensation. However line managers still have human resource duties. KAMRAN KHAN MIHE HRM

11. Topic-4 Functions of HRM Staffing • HR Planning • Job analysis and design • Recruitment • & Selection Training and Development Maintenance • Orientation • Employee training • Employee development • Safety and health • Communication • Employee relation HRM FUNCTIONS • Motivation • Performance appraisal • Reward and compensation • Employee benefit Motivation

12. Topic-5 Scope of HRM • Human Resource Management: Scope • The scope of HRM is very wide: • (1) Personnel Aspect: • This is concerned with • Manpower Planning, Recruitment, Selection • Placement, Transfer, Promotion • Training and Development • Layoff and Retrenchment • Remuneration • Incentives, Productivity KAMRAN KHAN MIHE HRM

13. Scope of HRM • Human Resource Management: Scope • (2) Welfare Aspect: • It deals with working conditions and amenities such as: • Canteens • Crèches • Rest and Lunch Rooms, Housing, Transport • Medical Assistance, Education • Health and Safety, Recreation Facilities etc. KAMRAN KHAN MIHE HRM

14. Scope of HRM • Human Resource Management: Scope • (3)Industrial Relations Aspect: • This covers: • Union-Management Relations • Joint Consultation • Collective Bargaining • Grievance and Disciplinary Procedures • Settlement of Disputes, etc. KAMRAN KHAN MIHE HRM

15. Topic-6 Objectives of HRM • To help organization reach its objectives. • Effective utilization of human resources. • To achieve and maintain high moral among employees. • To provide organization well trained and motivated employees. • To develop and maintain a quality work life. • To develop overall personality of each employee in all dimensions. • To make the employees’ job clear. • To exert team spirit, team work and inter-team collaboration. KAMRAN KHAN MIHE HRM

16. Topic-7 Challenges to HRM • Organizations are staffed and managed by people. Without people, organizations can not exist. Indeed the challenge, the opportunity and also the frustration of creating and managing the organizations frequently stem from the people related problems that arise within them. These problems stem from the mistaken belief that people are all alike that they can be treated identically. KAMRAN KHAN MIHE HRM

17. Challenges to HRM • People differ considerably make up and psychological character. Such differences demand attentions so that each person can maximize his/her potential, so that organizations can maximize their effectiveness and so that society as a whole can make wisest us of its human resources. KAMRAN KHAN MIHE HRM

18. Challenges to HRM • Besides the individual differences, changes are occurring in the environment of organizations that require innovative HRM policies and practices. The HR Managers of today may find it difficult because of the rapidly changing business environment and therefore they should update their knowledge and skills by looking at the organization's need and objectives. The HRM challenges are: KAMRAN KHAN MIHE HRM

19. Challenges to HRM 1. Globalization: Globalization of the business refers to the free movement of goods, services, capital, ideas, information and people across national boundaries. Markets in every country have become fierce battlegrounds where both domestic and foreign competitors fight for increasing market share. Every factor of production other than workforce skills can be duplicated anywhere in the world. Capital, technology, raw material and information all -except the work force of a company or a nation cannot move so easily. KAMRAN KHAN MIHE HRM

20. Challenges to HRM 2. Technology: It is no exaggeration to saythat modern technology is changing the ways we live and work. There will be unemployment due to modern technology and this could be corrected by assessing manpower needs and finding alternate employment. The information revolution will transform every thing it touches and it will touch every thing. Information and ideas is key to the new creative economy. In the creative economy, the most important property is the intellectual capital that resides in people. KAMRAN KHAN MIHE HRM

21. Challenges to HRM 3. Ecommerce: The Internet is the foundation for a new business world. The web continues to fundamentally change the customers’ expectations about convenience, speed, comparability, price and service. All the people who make online business possible are the knowledge workers. The organizations they work for have to address the human resource challenges of attracting; retaining and motivating people to better serve customers in the changed business world. KAMRAN KHAN MIHE HRM

22. Challenges to HRM 4. Workforce/Culture Diversity: Another challenge that lies ahead for HR mangers to effectively manage workforce that comes from different backgrounds with respect to region, culture, race, creed-belief and gender. Today organizations conduct business activities in different countries and it is simply illogical to apply uniform policies in diverse situations. The HR managers have to tailor human resource policies and practices according to local culture and environment KAMRAN KHAN MIHE HRM

23. Challenges to HRM 5. Employees Satisfaction: Managers should be aware of techniques to motivate their employees so that their higher level needs can be satisfied. KAMRAN KHAN MIHE HRM