Islamic Republic of Afghanistan

Ministry of Education

Directorate of Technical Vocational

Education and Training

NATIONAL INSTITUTE OF
MANAGEMENT AND ADMINISTRATION,
KABUL
MANAGING HUMAN RESOURCES
Module I
Second Semester 2013
Course Title: Human resource
Management
 Learning/teaching methods

Lectures
Discussions
Presentations
Assignments

Assignments and Presentations 10%

Class participation and attendance 10%
Quizzes and exercises 10%
Mid Term examination 20%
Final examination 50%
Managing Human Resources
Unit I.1

Understanding HRM
WHAT IS PERSONNEL/ HUMAN
RESOURCE MANAGEMENT?
In past it was known as health and happiness
crews and personnel management.
As Its name shows, it is concerned with
managing Human Resources.
Human beings are resource for any organization
HRM Defined
HRM is the part of the organization concerned with
the people dimension.
HRM Defined...contd

According to American Management

Association:

Human Resource Management is that

field of management which has to do with
planning, organizing and controlling various
operative functions of procuring,
developing, maintaining and utilizing a work
force in order that
HRM Defined...contd

(a) the objectives for which the company is

established are attained as efficiently and
economically as possible;
(b) the objectives of all levels of personnel
are served to the highest degree; and
(c) the objectives of the community are duly
considered and served.
 Class activity (Group work)
You have studied different definitions and
detailed introduction of HRM.
Divide the class in the groups and try to
write your own definition of HRM in your
own words.
Each group must provide their separate
definition.
Unit I.2

Why is HRM Important to an

Organization?
 Why is HRM Important to an
Organization?
Human beings are Important
It is people not the buildings that makes a
company successful.
Example. Somebody asked Bill Gates.What
made your company successful. He replied
The inventory, the value of my company
walks out of my office gate every evening.
 Why is HRM Important to an organization?
contd
HRM Really Matters
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
Why is HRM Important to an organization?
contd

The role of human resource managers has

changed.
Jobs have become more technical and skilled.
Traditional job boundaries have finished
through project teams and
telecommunication.
Global competition has increased demands
for productivity.
Why is HRM Important to an organization?
contd
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.
Why is HRM Important to an organization?
contd
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?
contd

HRM Certification
Colleges and universities offer HR programs.
The Society for Human Resource
Management and Human Resource
Certification Institute offer professional
certification.
Unit I.3

Internal organization of HR
Department
Internal organization of HR
Department
Internal organization of HR Department contd..

HR Advisors
- provide relevant and up-to-date specialist
information
- advise on training needs and training
programs
- suggest change programs, improved
communication
- assess internal labor market, comparative
remuneration
Internal organization of HR Department contd..
Internal organization of HR Department contd..
Internal organization of HR Department contd..
Unit I.4

Functions of HRM
 Functions of HRM
Four basic functions:
Staffing
Getting people
Training and
Development
Preparing them
Motivation
Stimulating them
Maintenance
Keeping them
 Staffing Function Activities
Filling and keeping filled the positions in an
organization is called staffing.
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-to-date 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
 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
The Motivation Function contd...

Managing motivation includes:

Job design
Setting performance standards
Establishing effective compensation and
benefits programs
Understanding motivational theories
The Motivation Function contd...

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
 Class activity(Group Work)

Explain the practical implementation of

any of these theories of motivation in any
organization you know?
In your idea which theory is better and
works well?
 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.
 Unit I.5

Translating HRM Functions into

Practice
 Translating HRM Functions into
Practice

Four Functions:
Employment
Training and development
Compensation/benefits
Employee relations
Translating HRM Functions into Practice contd
Translating HRM Functions into Practice contd
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 Last
Translating HRM Functions into Practice contd

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 contd

Employee Relations involves:

communications
fair application of policies and procedures
data documentation
coordination of activities and services that
enhance employee commitment and loyalty
Employee relations should not be confused
with labor relations, which refers to HRM in a
unionized environment.
Translating HRM Functions into Practice contd

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 contd

Effective Communication programs

involve:
Top Management Commitment
Effective Upward Communication
Allowing for Feedback
Information Sources
Any Questions
`