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Introduction

Text Book/Reference Materials Contents Assessment

Mid Quarter Exam Final Exam Cp 25% 50% 05%

HUMAN RESOURCES & Quiz 10% PERSONNEL MANAGEMENT Ass/PR 10%

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Mobiles on Silent please No class within class please Williams B,

By
Werther JR, Keith Davis
1

Preston University

HUMAN RESOURCE MANAGEMENT- 1

PARTS TO BE STUDIED

PART 1 - Challenges & Framework PART 2 - Preparation & Selection PART 3 - Development & Evaluation

PART - 1

CHALLENGES & FRAMEWORK

CHAPTER 1 - The Human Resource Framework CHAPTER 2 - Environmental Challenges CHAPTER 3 - International Challenges

HUMAN RESOURCES
DEFINITION
It is the set of individuals who make up the workforce of an organization, business sector or an economy. In other words , they are the people that staff & operate an organization

PERSONNEL MANAGEMENT
DEFINITION
It is an administrative discipline of hiring & developing employees so that they become more valuable to the organization. It includes: Conducting job analyses Planning personnel needs & recruitment Selecting the right people for the job Orienting &training Determining and managing wages & salaries Providing benefits & incentives Appraising performance Resolving disputes Communicating with all employees at all levels

HUMAN RESOURCE MANAGEMENT

DEFINITION It is the process of managing the people in an organization in a structured & thorough manner or It is the organizational function that deals with issues related to people such as : Benefits & compensation Hiring & recruitment Performance management Organization development Employee motivation Communication, training & administration Safety, wellness, etc

CHAPTER - 1

THE HUMAN RESOURCE (HR) FRAMEWORK

CENTRAL CHALLENGE TO ORGANIZATION

Global competitive challenges

DIAGRAMMATIC VIEW

Population-growth challenges

Unemployment challenges

Workforce diversity challenges

Central Challenges
Better Organizations

Social responsibility challenge

Ethical Challenges

Medical, food, housing challenges

Unknown Challenges

TYPES OF HRM OBJECTIVES (Objs)

Organizational Objs HR management contributes to orgl effectiveness HR department helps managers to achieve orgl objs HR management is a continuous mean of assistance to the managers consonant to HR issues Functional Objs HR management maintains the departments contribution HR management serves the org at appropriate level of orgl need HR management, compatible to orgl demands can avoid the waste of orgl resources

TYPES OF HRM OBJECTIVES (Objs)

Societal Objs Ethically & socially responsible to the needs & challenges of society Minimize the negative impacts of ethical & social demands Utilization of resources in ethical manner to the benefit of the society well result in an uninterrupted unfolding Personal Objs Assist employees to achieve their personal goals, which contribute to organization Help employees to enhance their professional career growth / building Prevent dissatisfaction, rather will tower the employees moral & performance and result in dividends to both (individual & org)

SALIENT FEATURES OF HRM OBJs

Carefully thought benchmarks/scales Reflection of senior managements intents Balancing fundamentals of challenges from the org Standards that ensures the towering of orgs performance, profit & survival

PURPOSE OF HRM

To improve productivity contribution of the employees To balloon the performance of the organization To develop & make the employees responsible:To implement organizational strategy To craft ethical arrangement & practice To create awareness about social obligations & norms To improve individuals work contributions To support the employees in their professional development To determine & ensure the organizations ultimate success

KEY ROLE ACTIVITIES OF HR

To achieve the purpose & objs, HR dept helps managers to obtain, develop, evaluate, maintain & retain the right number & types of employees HR activities are the actions to render & maintain an apt workforce for the orgs HR dept of small org with limited budget & staff members, simply focuses on the most important orgl activities HR dept of large org focuses on full service activities As the orgs grow larger, they tend to estimate the future & subsequent HR need plans through an activity of Human Resource Planning ,which involves Recruitment During recruitment process, a pool of applicants is screened via selection process & selection individuals done who match with the needs under HR planning Newly selected individuals are oriented & trained to perform effectively & efficiently Depending the demand the activities like any change, placement, transfer , promotion, demotion, lay off & termination of employee is undertaken

KEY ROLE ACTIVITIES OF HR

The employees development ,educates them new knowledge, skills & abilities which serves in both:Employees continued usefulness to the org Employees personal /professional development Employees personal advancement The individuals performance is appraised/judged which makes two indications:How well employees performed How well HR activities carried out HR Dept plays a vital role in peace & particularly disturbed employees employers relationship by :Responding to listen & collect employees demands Negotiating & administering a labor agreement

KEY ROLE ACTIVITIES OF HR

HR Dept cater for various employees compensation in the forms such as:Wages & salaries Incentives & benefits Rewards & awards Punishment & penalties HR Dept carries out assessment of employees efficiency & effectiveness for their continued success HR Dept also carries out the control by evaluation of the effectiveness of each activity matching orgl objs

RELATIONSHIP - HRM ACTIVITIES TO ORGL OBJs

Management Objs Societal Objs Supportive Activities

legal Benefits Union affairs HR Planning Selection Training & Development Placement Appraisal Assessment Employ Relationship

Organizational Objs

RELATIONSHIP - HRM ACTIVITIES TO ORGL OBJs

Management Objs Functional Objs Supportive Activities Placement Appraisal Assessment Training & Development Placement Appraisal Compensation Assessment

Personal Objs

RESPONSIBILITY OF HR ACTIVITIES
HR RESPONSIBILITIES Basic Responsibility Basically, each manager is responsible for HR mangt activities. Managers remain involved with planning ,selection, orientation, training, development, evaluation, compensation & other HR activities Dual Responsibilities In case an HR dept is created, both the operational managers & HR experts have dual responsibilities for employees performance Delegation Responsibility In case of serious disruption in their work due to HR assignments , it maybe reassigned or delegated to another individual / specialised dept Full Responsibility The delegation of such assignments to a manager does not reduce his responsibilities DEPARTMENTAL COMPONENTS Sub Departments / Sections Responsible to provide specialized services, recruitment & selection Training Wing Responsible for training & development of staff to achieve Staff Wing Responsible for union affairs, welfare, ceremonies & other social functions

ORGANIZATION OF HR DEPT
President

Sales Manager

Chief Accountant

Office Manger

Production Manager

Human Resource Administrator

Secretary

Clerk

Clerk

HIERARCHY-JOB WITHIN LARGE HR DEPT

President

HOD

Vice President of HR

Middle or 1st level Manager

Manager Employment

Manager Compensation

Manager Trg & Development

Manager Safety

Manager Emply & Labour relations

Departmental Workers
Recruiter Analysis Clerks Trainers Specialist Counsellor Others

SERVICE ROLE OF HR DEPT

Service Dept HR is a service dept that exists to assist org, its managers workers Authority HR managers and specialists being a member of service dept do not have the authority to manage other dept Staff Authority HR managers and specialists have staff authority to advise not direct other managers Line Authority This authority also called the operation managers has the right to direct the operations of dept that distributes the org s products & services Seeking Advice To avoid the disruptive consequences managers, usually consider the HR depts advice & follow Functional Authority This authority makes the final decision in specified situations & allows the other dept to make the decisions in cases of highly technical or routine decisions such as reward & punishment cases etc. Dual Responsibilities Both HR & line managers are responsible for employees productivity & as well as quality of work

DIAGRAMMATIC VIEW
HRM MODEL
Framework & Challenges

Employee Relation & Assessment

Preparation & Selection

OBJECTIVES Societal Organizational Functional Personal

Compensation & Protection

Development & Evaluation

SOCIETAL

HRM MODEL
FRAMEWORK & CHALLENGES

Central challenge is to asst org in improving its effectiveness & efficiency Other challenges pop up from :+ Within the org such as securing larger budget /shares of orgs resources + The environment in which the org operates such as domestic & international competitors or changing demands of the workers

PREPARATION & SELECTION To build a human resource information, the data are gathered about each job & orgs future HR needs Managers using said data can design the jobs making them more productive satisfactory Estimates of future HR needs enable managers & depts proactive in recruitment &selection of fresh employees/workforce

HRM MODEL
DEVELOPMENT & EVALUATION New employees are oriented to orgs policies & procedures Placed on job & seek both on job & other professional trainings Based on information data , the needs are determined for employees training, development & career counseling exercises Formal performance appraisals conducted to evaluate employees, at times COMPENSATION & PROTECTION Modern compensation management goes beyond pay through lucrative compensation package according to the level of employees productivity Orgs protect their employees from occupational hazards through such as health safety programs & safe work environments EMPLOYEE RELATION & ASSESSMENT Maintaining an effective workforce is more than a compensation package Information communication links are established with employees to satisfy them & increase the orgs productivity Assessments of various situations & integrated relationship prevent the employees from joining the self helping groups called Unions -

PROACTIVE VS REACTIVE HRM

SALIENT FEATURES
Proactive HRM Approach Problem are anticipated Corrective actions taken before a problem arises Effective & efficient solutions are more likely to be found A cost effective approach as the prevention takes place before a problem that may never take place Improves / enhances the productivity & conserves the orgs resources Imply superior financial performance of the org Reactive HRM Approach

Wait for feedback & then respond A costly approach as the cure takes place after problem Interrupts the floe of productivity & raise the use of orgs resources Involves hiccups in the orgs financial performance

VIEWPOINTS OF HRM
UNDERLYING THEMES /APPROACHES
Strategic Approach HR management must contribute in the strategic success of the org, otherwise resources tend to be wasted Human Resource Approach HR management must pay careful attention to the needs of employees as priority to ensure the orgs prosper growth Management Approach HR management must serve managers& employees through its management expertise. The performance of each worker is the result of supervisor/ manager & HR Dept System Approach HR management takes place within a large system of an org , therefore, its efforts be evaluated consonant to its contribution to the orgs productivity Proactive Approach HR management must increase its contribution to the employees & the organization by anticipating challenges before they arise

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