HUMAN RESOURCE MANGEMENT

Presentation

Sainjo Boyz
Habibullah MD. : (10-16286-1) Datta Shibadri. :- (10-16282-1) MD.Ikram Hossain :-(10-16237-1) Hoyk Sen

Components of a HRM
Human Resource Planning Career Development Compensation & Benefits

Recruitment/ Decruitment

HRM

Performance Management

Selection

Orientation

Training/ Development

Presentation Agenda
Prime Activities Of HRM
Planning, Recruiting & Selection Training & Development Compensation & Benefit

Human Resource Planning

Human Resource Planning

Assessing Current Human Resources
Assessing Future Human Resource Needs

Developing a Program to Meet Needs

Planning..
It is accomplished through analysis of Internal factors : Current and expected skill needs, vacancies and departmental expansions and reductions. Environmental factors: Labor markets, use of computers to build and maintain information about employees

Planning .
Job analysis
Defines jobs and the behaviors to perform them .

Job description
A written statement of what a job holder does, how its done and why it is done.

Job specification
A statement of the minimum qualifications that a person must possess to perform a given job successfully.

Planning .
Job Evaluation
It is a process by which the relative values of jobs within the organization are detedmined

Part-Time raihan@ro Axiata B 16642 (Ba 168616(Ba Part-Time raihan@ro Axiata B 16642 168616

Axiata (Bangladesh) Limited is popularly known by its brand name

, which is a joint venture company between Axiata Group Berhad and NTT Docomo

Inc. started its commercial operation in Dhaka, Bangladesh as a GSM cellular phone operator in 15th November, 1997. AXB plans to recruit the bright and dynamic individual who will make a difference and drive us towards success. Applicants must have the highest ethical standards, strong leadership skills, excellent judgment, a sense of personal initiative and problem solving abilities. AXB believes in equity in candidate selection. .

MARKET OPERATIONS DIVISION POSITION:Part-Time Agent, Contact Center

Key Responsibilities: To handle all customer contacts (voice, SMS, email etc) received, by maintaining quality of service and accuracy of information To analyze and rectify customer concerns using established procedures, while logging all complaints and queries received. To update oneself on all products and services and other policies, procedures of the company. To attend to the duties and responsibilities assigned of the Contact Center by following the assigned roster and eWFM plan. To attend all training programs as per schedule, as and when required. To inform the Contact Center Management of any issues that need resolving To actively participate in enhancing the overall performance of the Contact Center by sharing suggestions and ideas as well as taking initiatives for improvement Attend to any other tasks assigned by the management. Education: Bachelor in Business or any discipline from a reputed national / foreign university with good academic background. Students continuing relevant studies can also apply. Experience & Skills: Previous record of Part-time job experience in Contact Center is preferred. Excellent communication and presentation skill Must have positive attitude Excellent negotiation, management and interpersonal skills Excellent Analytical, Problem Solving and innovative thinking ability Basic Computer skills Job Location:Dhaka Application Deadline: April 25, 2010

Recruitment &Decruitment

Recruitment
The development of a pool of job candidates in accordance with a human resource plan It is the process of locating, identifying, and attracting capable applicants.

Decruitment
Techniques for reducing the labor supply within an organization. e.g. firing ,layoffs, transfers, retirements.

Process of Recruitment
Steps in the Recruitment process:
Internal Search Advertisement of a job vacancy. Web based advertising.

Preliminary contact with potential job candidates.

Initial screening to create a pool of qualified applicants.

Methods of Recruitment process:

External Recruitment Internal Recruitment

Internal Searches

University Placement

Employee Referrals

Employee Leasing

Recruitment Sources

Online

Employment Agencies

Advertisements

Selection

Selection
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired.

The scheme used for optimally staffing the organization

Selection
Validity and Reliability

Validity
The proven relationship that exists between a selection device and some relevant job criterion

Reliability
The ability of a selection device to measure the same thing consistently

Selection Criteria
1.Completed Job Applications:
This step indicates the employee desire position and this application provides information useful for interviews.

2. Interviews:
It is most common method in which selection committee evaluates a candidates abilities by following methods:

Selection Criteria
Types Of Interviews:
Testing:

(continued)

To measure the job and learning skills of the candidate.

Initial Screening:
A type of interview in which questions are asked about experience of the candidate and his salary expectations

Panel and Serial interviews.

To evaluate a candidate for the job.

Steps In Selection

(continued)

In Depth Selection Interviews:

These interviews are conducted by the manager to whom the applicant will report. The objective of this step is to find out more about applicant as an individual.

3. Background Checks:

Selection committee confirm the truthfulness of application Rsum or of the application form. The previous supervisor of the applicant is called to confirm this information and to get his career highlights.

Steps In Selection

(continued)

4.Physical Examination:
It is conducted to ensure the physical fitness of applicant.

Steps In Selection
5.Job Offer:

(continued)

Welcome Position / title Authority, duties and responsibilities Starting date, normal work hours Starting salary Benefit package Other - probationary period, travel, etc.

Orientation

Orientation
Introduction of a new employee to his/her job and the organization. A program designed to help employees fit smoothly into an organization; also called socialization. Orientation or socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization.

Orientation (continued)
1. 2. It conveys three types of information: General information about daily work routine. Review of organizations history ,purpose operations, and products or services and contribution of employees job to the organizations needs. Presentation of organizations policies, work rules and employee benefit.

3.

Types of Orientation
Two types of orientation:
1. Work unit orientation: Familiarizes employee with goals of work unit, contribution to the units goals, introduction to co-workers. 2. Organization orientation: Informs employee about the organizations objectives, history ,philosophy procedures and rules, human resource policies and benefits. Tour of organizations work facilities.

Orientation of new employees in Mobilink GSM

Objective is to inform all new employees with the basic structure and rules of Mobilink. Human resource Department is responsible for orientation. Orientation CD regarding PMCL, Organizational charts. With the first week of the employment employee go through Department orientation .

Orientation of new employees in Mobilink GSM (continued)

Within 30 days of employment all new employees attend a formal orientation program which includes 1. Nature of business 2. History-philosophy and structure of company 3. Structure chain command within the company 4. Company benefit plans 5. Layout and facilities offered by the company .

Training

Training Programs
A process designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employees abilities or skills.

Developmental Programs
A process designed to develop skills necessary for future work activities.

Difference between Training and Developmental Programs

Training is for the current improvement in the job while developmental program is for improving the skill which will be used in the future. Both managers and non-managers receive help from training and developmental program but mostly non-managers are concerned with training while the managers are concerned with developmental programs.

Why Training and Developmental Program?

To improve three types of skills
1) Technical skills 2) Interpersonal skills 3) Problem solving skills

Types Of Skills
Technical Skills: The skills of improving basic skills like the ability to read , write and doing math computations as well as job specific competences.

Types Of Skills
Interpersonal skills:

(continued)

This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts.

Types Of Skills

(continued)

Problem solving skills: These skills include participating in activities to sharpen logic , reasoning and skills at defining problems, being creative in developing alternatives, analyzing alternatives and selecting solutions.

Training Methods
1) Most training takes place on the job because this approach is simple and inexpensive. 2) Some skill training is too complex to learn on the job. in such cases it should take place outside the work setting.

Training In Mobilink GSM

The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. Provide employees with greater opportunity to grow and succeed with in the company. To strengthen management and professional teams at all organizational levels.

Training In Mobilink GSM

(continued) The employees are trained technically and periodically either locally or abroad according pre-planned programs. Training in Mobilink GSM upgrades capabilities of employees, provides guidance and individual counseling . Construct training programs and provide employees a variety of Job skills, Technical, Clerical and Supervisory and Managerial courses.

Training and Development in Mobilink GSM_______

The human resource department conducts a meeting with department heads at the end of the training program. The purpose of this meting is to focus on the individual discipline and performance during the training program. Then on the basis of their performance they give them advance jobs. They fill every position vacancy with the best qualified person obtained. They prefer their own employees and go outside only when fully qualified person is not obtainable.

Employees Performance Management

Employee Performance Management Performance management is a process used within organization to establish and evaluate an individuals job performance to achieve goals and objectives.

Performance Management
Performance Appraisal
A process of systematically evaluating performance and providing feedback upon which performance adjustments can be made. Performance appraisal should be based on job analysis, job description, and job specifications.

Types of Performance Appraisal

Informal Performance Appraisal: The process of continually feeding back to
subordinates information regarding their work performance

Formal Performance Appraisal:

A formalized appraisal process for rating work performance, identifying deserving raises or promotions, and identifying those in need of further training.

360 Degree Feedback

Written Essays

Multiperson Comparisons

Performance Appraisal Methods

Graphic Rating Scale

BARS
Behavioral Anchored Rating Scales

Critical Incidents

Written essay
A technique in which an evaluator writes out employee strengths,weeknesses,past performance and potential. Advantages of this is simple to use. Disadvantages of this is more a
measure of evaluators writing ability than of employee actual performance.

Graphical rating scale

A performance appraisal technique in which an employee is rated on a set of performance factors. Advantages of this provide
quantitative data , less time consuming than other methods.

Disadvantage of this do not provide

depth of job behavior assessed.

Critical incidents
A technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performance.
Advantage rich examples behaviorally based.
Disadvantage time consuming lack of quantification.

Behaviorally anchored rating scales (BARS)

A performance appraisal technique that appraises an employee on example of actual job behavior.

Advantage focus on specific and measurable job

behaviors.

Disadvantage time consuming difficult to

develop.

Multiperson comparisons
Performance appraisal techniques that compare one individuals performance with that of one or more other individuals. Group ranking Individual ranking Advantage compares with one another. Disadvantage unwieldy with large no of
employees.

360 degree feedback

A performance appraisal method that utilizes feedback from supervisors employees and coworkers. Advantage of this is thorough. Disadvantage time consuming.

Performance Management
(conclusion)

To be meaningful, an appraisal system must be:

Reliable provide consistent results across time.

Valid actually measure people on relevant job

content.
Measurement errors can threaten the reliability or

validity of performance appraisals.

Performance Management in Mobilink GSM

PMCL provide a formal review program to evaluate work performance and to promote communication and discussion of job performance w.r.t. past performance at Mobilink

Performance Management in Mobilink GSM (continued)

Mobilink asses the employee on:
Leadership. Communication skills. Team work and Co-operation. Problem solving & decision making. Initiative and drive. Flexibility. Customer focus.

Performance Management in Mobilink GSM (continued)

Performance appraisal is done on an annual basis (from January 1st to December 31st) To give a chance to subordinates to evaluate their seniors a 360 degree evaluation is conducted at the tome of the performance evaluation. The immediate supervisor prepares an annual report in December of each year of each employee Increments are also given at the end of the year ,increments are percentage of salaries. Promotions is given on good performance after completing two years in the current grade. Bonuses are given but the employee must have to complete 6 months in the company service.

Career Development

Career
A sequence of positions held by a person during his or her lifetime. It is also defined as advancement.

Career Development
(Past)

Programs typically designed by organizations To advance their work activities within specific organization. Provide information ,assessment and training to help employees to realize their career goals. Attract and retain highly talented people.

Career Development
(Today)

Wide spread organizational changes have lead to uncertainty and chaos concerning the concept of traditional organizational career.

Significant Conclusion about Career Development?

The individual not the organization is responsible for his/her own career! Organizational members have to look out for themselves and become more self reliant. Boundary less career is being established in which individual rather than organization define 1. Career Progression. 2. Organizational loyalty. 3. Important skills. 4. Market place value.

Career Decisions
Career choice. Initiate Job search. How to survive and excel in your career. Opportunities for personnel development. Benefits. Recognition for good performance. Job location. Money. Working as a team.

Successful Management for Career Development

Develop a network. Continue upgrading your skills. Stay mobile. Support your boss. Dont stay too long in your first job. Stay visible. Gain control of organization resources. Learn the power structure. Present the right image. Do Good work.

Career Development In Mobilink GSM____

Mobilink GSM supports the development of its employees skills and abilities with an aim to achieve their potential.

Procedures for Career Development In Mobilink GSM

All vacancies for Positions of grade level Assistant Manager and above are announced internally or displayed on notice board. One year experience of work in Mobilink company Selected person ensure to meet all requirements and will join the new job after getting clearance from department head for probation period.

Procedures for Career Development In Mobilink GSM (continued)

Submission of application to HR department Candidates are evaluated and assessed through test. Performance appraisal System provides basis for decisions regarding confirmation, promotion and annual increment of Mobilink. Results of performance appraisal is increments, salary adjustments and promotions showing the last three years inclination of company after obtaining approval from the president

Current Issues Of Human Resource Management

Current Issues Of HRM

Workforce Diversity: A workforce thats more heterogeneous in term of gender, ethnicity, age and other characteristics that reflect differences. Selection Recruitment Orientation & Training

Current Issues Of HRM

(continued)

Work-Life Balance: Balance between family life and work life. Employees can not leave their families. Family Friendly Benefits

Dual Career Couples

Current Issues Of HRM

(continued)

Environmental Pressures:
External stakeholder interests, such as Union interests, situational factors (local labor market), can influence HRM. Organizations react to these pressures

Current Issues Of HRM

Four Cs Model For Evaluating Human Resources
Competence Commitment Congruence Cost effectiveness

Current Issues Of HRM in Mobilink

Following are some issues of HRM in Mobilink

The timing although is 9 am to 5 pm, but it is adhered to as the normal employee leaves his office not before 6 am. The hierarchy chart shows 3 HR managers/ coordinators for Islamabad, here as only 1 fore Lahore. This can be unjustified keeping in view that a large number of employee work in Lahore. Moblink has a formal environment which can be changed to more relax and friendly environment.

Conclusion
Importance of HRM HRM process Job descriptions Recruitment Selection Training Performance appraisal method Career development Current issues