Handouts

HUMAN RESOURCE MANAGEMENT

Shakeel Malik

Preston University Peshawar

HUMAN RESOURCE MANAGEMENT

Handouts

Chapters

Chapter No 1 Chapter No 2 Chapter No 5 Chapter No 6 Chapter No 7 Chapter No 8 Chapter No 9 Chapter No 10 Chapter No 11 Chapter No 15

H R M in Dynamic Environment Fundamentals of H R M Employment Planning & Job Analysis Recruiting Foundation of Selection Socializing Orienting & Developing Employees Managing Careers Evaluating Employees Performance Establishing Rewards & Pay Plans Labor Relations and Collective Bargaining

Preston University Peshawar

Handout Chapter No 1 HRM IN DYNAMIC ENVIRONMENT

1. GLOBAL VILLAGE The production and marketing of goods and services worldwide. Business today does not have national boundaries. The term reflects state of business in our world. Rise of multinational and transnational cooperations and requirement of mix of employees in terms of knowledge, skill, and cultural adaptability has necessitated a closer look at : Language and associated problems ( Embarrassment, Loss of business, Communication problem, Documentation, Multilingual communication ) Culture of host country, Values morals customs laws, Training 2. TECHNOLOGY Developments Agriculture agrarian economies Industrialization Television networks Communication Computer Information Technology Transportation Knowledge Worker Individuals whose jobs are designed around the acquisition and application of knowledge. Knowledge workers are cutting edge. Organizations need people who can acquire and apply information. The blue collar workers dont have the education, skill and flexibility to exploit new jobs. Transition from farm to factory was easy however, change to the dictates of new era has been difficult Technology : Effect on HRM Technology has changed the way HR managers worked. It has positively affected internal operation of organizations. Information systems are now integrated. computers , telephones, fax machines, etc are interlinked. Jobs are more clearly defined and communicated and gathering information, planning, decision making has become easy and faster

Recruiting Informing individuals is critical for recruitment. Old methods have been replaced by job posting on internet. Selecting people, useful to the organization is important. Applicants are identified, final candidates are screened. HRM needs to select people who are team players Ethics and employee Rights Monitoring employees working on computers and their right to privacy Motivating Knowledge Workers Internet. Workers have distractions Skills. Workers become marketable Fear... Workers may leave the company Paying Employees Market Values Finding / maintaining technical & professional employees is difficult. There have to be some incentives and benefits to attract and maintain them however, the problem is people who dont get reward get de-motivated. Stock option Rising share vale keeps the workers attached to the organization. In case the vale goes down, many workers change loyalties Communications Communication is no longer constrained, Employees can talk instantly anywhere anytime and with anyone. They even own websites. A legal Concern HRM must have a policy to define inappropriate communication. The potential for harassment, bias, discrimination, sexual behavior from internet , E mail must be guarded against . Work Life Balance People say that work is squeezing their life. It is becoming an issue. People need balance between work and personal life 3. WORK FORCE DIVERSITY Varied personal characteristics that make the workforce heterogeneous Observation Employees do not set aside their cultural values and life style preferences when they come to work. Challenge Accommodate diverse group of people by addressing different life-styles, family needs and work styles What does work force look like Males, Females, Minorities, Immigrants, and people wishing to work post retirement Diversity in terms of gender, race, age, sexual orientation and ethnicity HRM and Effect of diversity Helping employees resolve work and family conflicts boosts morale, increases productivity, reduces absenteeism, and makes it easier for employers to attract and retain skilled workers Some organizations hire, promote and retain minorities. Some offer family friendly benefits i e On-site day care, Child and elder care, Flexible work hours, Job sharing, Temporary part time employment etc. 4. Changing Skills Requirements Skill deficiency results into significant losses for organization in terms of poor quality work, lower productivity, customers complaints and increase in employees accidents . Earlier it was all an agrarian economy. With industrial revolution,

introduction of machines and resultant advancement in technology brought a lot of change the transition through which was no very difficult. The prevailing changes Computer and information technology etc. has resulted in a work force deficient in necessary skill to meet the requirements of twenty first century. HRM has to provide remedial education. 5. CONTINUOUS IMPROVEMENT PROGRAMS There is a quality revolution taking place both in private and in public sector. The generic terms evolved are Total quality management and Continuous improvement. Objective is to create an organization committed to continuous improvement Work Process Engineering Radical, quantum change in an organization Many organizations operate in environments of rapid and dynamic change. Elements around them change so quickly that a TQM or continuous improvement process may keep them behind the times. HRM must prepare individuals for a change through communication, giving reason for change, expectations from change and effects on employees. Efforts may result in change in work pattern, Change in operations, change in reporting relationship. HRM must help employees overcome the barriers and train them in new processes , skills. How HRM Assists Work Process Engineering Effect of change on people must be addressed. Employees may be confused / angry, they may be frustrated, their relationship may have been severed and stress level may be magnified . It is therefore essential to : Involve employees Offer them skill training Communicate the changes to them 6. CONTINGENT WORK FORCE

CONTINGENT WORK FORCE

EMPLOYEES

Core Employees

Contingent workers

Part time
Workers holding full time jobs in organizations Perform essential jobs tasks Enjoy all benefits

Temporary Contract

Employees used by organizations to fill peak staffing needs or perform works that cant be done by core employees

CONTINGENT WORK FORCE

PART TIME EMPLOYEES
Work less than 40 hours a week Given few benefits Good source to staff at peak times Also used as a function of job sharing

TEMPORARY EMPLOYEES

Employed during peak periods Act as fill ins.. During non availability of a core worker Fixed cost

CONTRACT EMPLOYEES

Subcontractors / consultants hired to work on specified project Skilled people .. Perform certain jobs very well Salary is set in the contract

Are Contingent Workers Throw Away Workers Organizations cant have surplus manpower. Contingent workers fill the void when required. Some workers opt to be contingent worker in order to fulfill personal work, family lifestyle, financial needs. These are individuals who prefer contingent relationship. This gives them flexibility in work scheduling and permits to blend family and career goals. Some are forced into employment limbo due to right sizing. Many organizations save money through this practice. Additionally , they protect core employees from work fluctuations HRM Implications of contingent workers When organization decides to hire contingent workers, the following must be realized Are virtual employees available when needed Scheduling options as per their needs DM about benefits given to them It is HRM responsibility to locate and bring them to the organization. This requires planning and going through complete drill of recruitment. After their induction briefing, training, socialization, orientation, internet problems are to be taken care of. Besides, Conflict resolution between core and contingent employees are also resolved 7. DECENTRALIZED WORK SITES Employee who do their work at home on a computer that is then liked to their office . Telecomm makes possible for employees to be located anywhere . Work can be done far from work site and transmitted to head office. Work can be done where labor cost is less and meets requirements of diversified work force

HRM : Decentralized Worksites Training managers so that they can establish and ensure work quality and on time completion. Ways and needs to control work will change . More employee involvement will be required and they will have to be allowed more DM power and discretion. Compensation policy may have to be revised (Hourly rate, salary, or job basis . Over time ). Potential legal problems due to telecommuting will require attention and may be that Government safety regulations have to be ensured at their homes 8. EMPLOYEE INVOLVEMENT Concepts Delegation Work teams Goal setting Empowerment Participative management Delegation : a management activity in which activities are assigned to individuals at lower levels in the organization. To be successful some activities and responsibilities are assigned to the members . Employees take responsibilities and also make decisions. The days of autocratic management are over in most of the orgs. To facilitate customer demand, and fulfill corporate expectations employees need to be more involved. The emphasis is on work teams. Workers from different specializations are required to work together