Professional Documents
Culture Documents
Hira Nazir
Session 1
Spring 2017
Human Resource Management
Course Contents
The Strategic Role of HRM
Job Analysis and Job Design
Staffing & Talent Acquisition
Employee Development
Compensation
Employee Relations
Human Resource Management
Course Objectives
Knowledge of HRM Theory, Concepts, Processes and
Practices.
Identifying Sources of Information and using them.
Class Interaction, learning from the Marketplace.
Practical Application of course, developing HRM
Strategies for Organizations.
Performance Assessment: Students nTeacher.
Human Resource Management
Course Requirements
HR
TACTICS
HR
HR
PLANS POLICIES,
SYSTEMS,
SOPs HR
PRACTICES
HRM and the 21st Century
Due to Internet technologies, organizations are undergoing a complete transformation.
The 21st century organization must adapt itself to management via the web.
In such times, it will be critical to attract and retain the best thinkers.
Retaining and attracting the top talent will require more than just paychecks. It will
require a culture of empowering people, and a reward system that rewards the best as
if they were the owners of the company.
Intellectual capital will be called on from around the globe. A global corporation might
be based in the US but does its software programming in Sri Lanka, engineering in
Germany, its manufacturing in China, and is linked via the Internet to allow employees
to interact and work in real time.
HRM and the 21st Century Corporation
20th Century Corporation 21st Century Corporation
1. Productivity
1. Productivity
A measure of the output of goods and services
relative to the input of labor, capital, and
equipment.
Higher productivity
Leads to higher wages without boosting inflation.
Is not working harder, it is working smarter.
Is about doing more with fewer people, less money, less time
and space, and fewer resources.
MORE PRODUCTIVE ORGANIZATIONS GET MORE GOODS AND
SERVICES FROM A GIVEN AMOUNT OF LABOR, CAPITAL, EQUIPMENT.
Outcomes of HRM Practices:
1. Productivity Improvement
1. Employment Security.
2. Selective Hiring.
9. Trust.
Outcomes of HRM Practices:
4. Roles of HR Professionals Today
The greatness of an Organisation is due to the Greatness of its People, Eiji Toyoda
2. Business Strategies.
4. Organizations Competence.
Planning and Implementing Strategic HR
1. Formulation of HR strategies
3. Execution
4. Monitoring Results
1.
The Benefits of HR Planning
Encouragement of proactive rather than reactive behavior
9. Accommodating change
Selecting HR Strategies to Increase Firms Performances
Human Resource
Management by Shah M
Saad Husain
Selected HR Strategies for Firms Low and High on Different
Environmental Characteristics
Fit with Organizational Characteristics
1. The production process for converting inputs into outputs
Firms with low rates of sales growth and limited product innovation
for a narrow market segment benefit from HR strategies that
emphasize efficiency, control, and firm specific knowledge
example: Internal recruitment or making skills. On-the-job training, and high
dependence on superiors
Fit with Organizational Characteristics
3. The firms overall managerial philosophy
The best-laid HR strategies may fail when specific HR programs are poorly
chosen or implemented