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WELCOM

ESSA KHAN (Senior Lecturer)


MBA (University of
Northampton)
Cubicle # 15, Ext # 277
E-mail:
essa.khan@bimcs.edu.pk

HUMAN
RESOURCE
MANAGEMENT

HRM TOPICS :

1) Introduction to HRM
2) Strategic Implications of a Dynamic
HRM Environment
3) Equal Employment Opportunity
4)
Employee
Rights
and
HR
Communications
5) Human Resource Planning and Job
Analysis
6) Recruitment
7) Selecting Employees

8) Socializing, Orienting, and


Developing Employees
9) Career Management
10) Performance Management
11) Compensation and Employee
Benefits
12) Health and Safety

Human Resource
Management

INTRODUCTION TO
HRM

HRM
The

policies, practices and


systems that influence
employees behaviour, attitudes
and performance.

The

utilization of a firms human


resources to achieve
organizational objectives.

Management Essentials
Management

involves setting goals


and allocating scarce resources to
achieve them.
Management is the process of
efficiently achieving the objectives of
the organization with and through
people.

Management Essentials
Primary

Functions of Management

Planning establishing goals


Organizing determining what activities
need to be done
Leading assuring the right people are on
the job and motivated
Controlling monitoring activities to be
sure goals are met

Why is HRM Important to an


Organization?
The

role of human resource managers has


changed. HRM jobs today require a new
level of sophistication.
Federal and state employment legislation has
placed new requirements on employers.
Jobs have become more technical and skilled.
Traditional job boundaries have become blurred
with the advent of such things as project teams
and telecommuting.
Global competition has increased demands for
productivity.

Why is HRM Important to an


Organization?
The

Strategic Nature HRM must be

a strategic business partner and represent


employees.
forward-thinking, support the business
strategy, and assist the organization in
maintaining competitive advantage.
concerned with the total cost of its
function and for determining value added
to the organization.

Why is HRM Important to an


Organization?
HRM

is the part of the organization


concerned with the people
dimension.
HRM is both a staff, or support
function that assists line employees,
and a function of every managers job.

Why is HRM Important to an


Organization?

How External Influences


Affect HRM

How External Influences


Affect HRM
HRM

Strategic Environment includes:

Globalization
Technology
Work force diversity
Changing skill requirements
Continuous improvement
Work process engineering
Decentralized work sites
Teams
Employee involvement
Ethics

How External Influences


Affect HRM
Governmental

Legislation

Laws supporting employer and employee


actions
Labor

Unions

Act on behalf of their members by


negotiating contracts with management
Exist to assist workers
Constrain managers
Affect non unionized workforce

How External Influences


Affect HRM
Management

Thought

Management principles, such as those


from scientific management or based on
the Hawthorne studies influence the
practice of HRM.
More recently, continuous improvement
programs have had a significant influence
on HRM activities.

Staffing Function Activities


Employment

planning

ensures that staffing will contribute to the


organizations mission and strategy
Job

analysis

determining the specific skills, knowledge


and abilities needed to be successful in a
particular job
defining the essential functions of the job

Staffing Function Activities


Recruitment

the process of attracting a pool of


qualified applicants that is representative
of all groups in the labor market
Selection

the process of assessing who will be


successful on the job, and
the communication of information to
assist job candidates in their decision to
accept an offer

Goals of the Training and


Development Function

Activities

in HRM concerned with


assisting employees to develop up-todate skills, knowledge, and abilities
Orientation and socialization help
employees to adapt
Four phases of training and development

Employee training
Employee development
Organization development
Career development

Motivation Defined
Motivation

involves a conscious
decision to perform one or more
activities with greater effort than
one performs other activities
competing for attention.

22

The Motivation Function


Activities

in HRM concerned with helping


employees exert at high energy levels.
Implications are:
Individual
Managerial
Organizational
Function

of two factors:

Ability
Willingness
Respect

The Motivation Function


Managing

motivation includes:

Job design
Setting performance standards
Establishing effective compensation and
benefits programs
Understanding motivational theories

The Motivation Function


Classic

Motivation Theories

Hierarchy of Needs Maslow


Theory X Theory Y McGregor
Motivation Hygiene Herzberg
Achievement, Affiliation, and
Power Motives McClelland
Equity Theory Adams
Expectancy Theory - Vroom

Assignment # 1:
Discuss what motivates people
to work and how theories of
motivation
( Content and Process Theories)
can be used by managers in
organizations today.

How Important is the


Maintenance Function
Activities

in HRM concerned with


maintaining employees commitment and
loyalty to the organization.

Health
Safety
Communications
Employee assistance programs

Effective

communications programs
provide for 2-way communication to ensure
that employees are well informed and that
their voices are heard.

Translating HRM Functions into


Practice

Translating HRM Functions


into Practice
Employment

- Employment specialists:

coordinate the staffing function


advertising vacancies
perform initial screening
interview
make job offers
do paperwork related to hiring

Training

and Development

help employees to maximize their potential


serve as internal change agents to the
organization
provide counseling and career development

Translating HRM Functions


into Practice
Compensation

and Benefits

establish objective and equitable pay


systems
design cost-effective benefits packages
that help attract and retain high-quality
employees.
help employees to effectively utilize their
benefits, such as by providing information
on retirement planning.

Translating HRM Functions


into Practice
Employee

Relations involves:

communications
fair application of policies and procedures
data documentation
coordination of activities and services that
enhance employee commitment and
loyalty

Translating HRM Functions


into Practice
Purpose

and Elements of HRM


Communications

Keep employees informed of what is


happening and knowledgeable of policies
and procedures.
Convey that the organization values
employees.
Build trust and openness, and reinforce
company goals.

Translating HRM Functions


into Practice
Effective

Communication programs

involve:

Top Management Commitment


Effective Upward Communication
Determining What to Communicate
Allowing for Feedback
Information Sources

Does HRM Really Matter?


Research

has shown that a fully functioning


HR department does make a difference.
Organizations that spend money to have
quality HR programs perform better than
those who dont.
Practices that are part of superior HR
services include:

rewarding productive work


creating a flexible work-friendly environment
properly recruiting and retaining quality workers
effective communications

HRM in an Entrepreneurial
Enterprise

General

managers may perform HRM


functions, HRM activities may be
outsourced, or a single generalist may
handle all the HRM functions.
Benefits include

freedom from many government regulations


an absence of bureaucracy
an opportunity to share in the success of the
business

HRM in a Global Village


HRM

functions are more complex


when employees are located around
the world.
Consideration must be given to such
things as foreign language training,
relocation and orientation processes,
etc.
HRM also involves considering the
needs of employees families when
they are sent overseas.

HR and Corporate Ethics


HRM

must:

Make sure employees know about


corporate ethics policies
Train employees and supervisors on how
to act ethically

HR and Corporate Ethics


The

Sarbanes-Oxley Act passed in


2002, establishes procedures for public
companies regarding how they handle
and report their financial status.
Establishes penalties for noncompliance.
Provides protection for employees who report
executive wrongdoing.
Requires that companies have mechanisms
in place where complaints can be received
and investigated.

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