HRM BY GARY DESSLER (12 EDITION)

CHAPTER # 1

INTRODUCTION TO
HUMAN RESOURCE
MANAGEMENT.
PRESENTED BY;
UMAIR ASLAM

MANAGEMENT
PLANNING

Establish Goals & Standards

ORGANIZING

Establish Department, Assign

Task, Authority/ Delegation,
Communication

STAFFING

LEADING
CONTROLLING

Recruiting Process
Get the Job Done

Benchmarks

HUMAN RESOURCE MANAGEMENT

It is the process of;

ACQUIRING,

TRAINING,

APPRAISING,

COMPENSATING

EMPLOYEES RELATION,

HEALTH & SAFETY

FAIRNESS

HUMAN RESOURCE
RESPONSIBILITIES

Conducting Job Analyses

Planning Employee Needs

Recruiting Candidates

Orienting & Training Employees

Managing Wages & Salaries

Providing Incentives & Benefits

Appraising Performance

Communicating

Training & Developing Managers

Building Employee Commitment

HUMAN RESOURCE MANAGEMENT

IMPORTANCE

HIRING WRONG PERSON

HIGH TURNOVER

PEOPLE INEFFICIENCY

INTERVIEW

LEGAL ACTION DUE TO DISCRIMINATION

UNSAFE PRACTICES

UNFAIR SALARIES & FRINGE BENEFITS

LACK OF TRAINING

UNFAIR LABOR PRACTICES

For many years, It has been said that capital is the bottleneck for a developing
industry. I don't think this any longer holds true. I think it's the work force and
the company's inability to recruit and maintain a good work force that does

HUMAN RESOURCE MANAGEMENT

DUTIES

LINE HR MANAGER DUTIES

LINE FUNCTION

STAFF FUNCTION

Line Authority entitles a Manager to direct

the work of an Employee.

Staff Authority Functions to support, assist,

advice, and generally reduce some of the
informational burdens of Line Manager

COORDINATIVE FUNCTION

Manager acts as "The Right Arm of the Top

Executive."

Placing the Right Person on the Right

Job

Orientation of new employees

Training employees for jobs

Improving the Job Performance

Gaining Creative Cooperation and

Developing Smooth Working
Relationships

Interpreting the Firms Policies and

Procedures

Controlling Labor Costs

Developing the Abilities of Each

Employee

NEW HUMAN RESOURCE

APPROACHES

TRANSACTIONAL HR

CORPORATE HR

Focuses on assisting top management in BIG ISSUES such as developing the LONG
TERM STRATEGIC PLANS of the company

EMBEDDED HR

Focuses on using CENTRALIZED CENTERS and OUTSOURCING ARRANGEMENTS with

vendors(benefits advisors) to provide specialized support in day to day transactional
HR activities.

Assigns HR generalists directly to departments to provide LOCALIZED HRM

ASSISTANCE to the department needs.

CENTRE OF EXPERTISE

SPECIALIZED HR CONSULTING FIRMS within the company, PROVIDING SPECIALIZED

ASSISTANCE in areas such as ORGANIZATIONAL CHANGE

TRENDS SHAPING HUMAN

RESOURCE MANAGEMENT

GLOBALIZATION & COMPETITION

INDEBTEDNESS & DEREGULATION

TECHNOLOGICAL

NATURE OF WORK

HIGH-TECH JOB

MORE SERVICE JOB

MORE KNOWLEDGE JOB

DEMOGRAPHIC

RETIREES

NON TRADITIONAL WORKERS

GENERATION Y

ECONOMIC

IMPORTANT TRENDS IN HUMAN

RESOURCE MANAGEMENT

NEW HUMAN RESOURCE MANAGERS

FOCUS ON BIG PICTURE ISSUES

TRANSACTIONAL SERVICES

NEW PROFICIENCIES

STRATEGIC HUMAN RESOURCE MANAGEMENT

HIGH PERFORMANCE WORK SYSTEM

EVIDENCE BASED MANAGEMENT

MANAGING ETHICS

HR QUALIFICATION

SOCIETY FOR HUMAN RESOURCE MANAGEMENT (SHRM)

SENIOR PROFESSIONAL in HR (SPHR)

PROFESSIONAL in HR (PHR)

HRM IN CONSTRUCTION INDUSTRY

ACQUIRING

TRAINING

APPRAISING

COMPENSATING

EMPLOYEES RELATION

HEALTH & SAFETY

FAIRNESS

K
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