Introduction to HRM 1

Introduction to HRM 2

Reference Book

Human Resource Management

Dr. M. Ataur Rahman

Zulfiqar Hasan

Md. Rabiul Islam Rabi

Introduction to HRM 3

Chapter-1

Introduction to

Human Resource Management

Introduction to HRM 4

• Large brain size • Expanded planning

and problem solving abilities

• Complex cultural learning dependent on symbolic information

• Dependence on technology for survival

• Worldwide geographic distribution and adaptation to diverse climates and habitats

• Greater social complexity

Human Resource Management

Available source of wealth; a new or reserve supply that can be drawn upon when needed

Management is the art of getting things done through the efforts of others.

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Definition of Human Resource Management

Ricky W. Griffin: Human Resource Management is the set of organizational activities directed at attracting, developing and maintaining an effective work force.

Gray Dessler: The policies and practices involved in carrying out the people or human resource aspects of a management position including recruiting, screening, training, rewarding and appraising.

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Mathis and Jackson: Human Resource Management is the use of Human Resources in an organization through the management of people related activities.

DeCenzo and P. Robbins: Human Resource is comprised of the staffing, development, motivation and maintenance functions. Each of these functions however is affected by external influences.

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Milkovich & Boudreau: Human Resource Management is a series of decisions that affect the relationship between employees and employers; it affects many constituencies and is intended to influence the effectiveness of employees and employers.

Dale Yoder: Human Resource Management is the provision of leadership and direction of people in their working or employment relationship.

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Dr. M. Ataur Rahman: Human Resource Management may be defined as a set of activities which include acquisition, development, motivation, maintenance and utilization of manpower for the purpose of effective and timely achievement of organizational goal/s.

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Characteristics of Human Resource Management

1. Development of well HR policy: 2. Development of harmonious relations: 3. Establishing a chain of command: 4. Awareness of own nature of services: 5. Acquire full professional and operational

knowledge: 6. Must be good communicative and

effective leader:

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Principles of Human Resource Management

1. Principle of scientific selection: 2. Principle of employee development: 3. Principle of labor management

cooperation: 4. Principle of free flow of commutation: 5. Principles of fair remuneration: 6. Principles of incentive:

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Principles of Human Resource Management

7. Principles of dignity of labor: 8. Principle of participation: 9. Principle of team spirit: 10. Principle of contribution:

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Basic Functions of Human Resource Management

1.Acquisition: 2.Development: 3.Motivation:4.Maintenance:

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Basic Functions of HRM

1. Recruitment: Identifying and attracting qualified people to apply for vacant positions in an organization.

2. Selection: The process by which companies choose people to fill vacant position in the organization.

3. Training and development: The processes by which employees acquire the knowledge, skills, and abilities to perform successfully both in current jobs and in the future jobs they will have in their organizational careers.

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4. Performance appraisal: The system used by an organization to measure and assess employees work performances.

5. Compensation: The organization’s entire reward package, including not only financial rewards and benefits, but also no tangible rewards such as job security.

6. Labor management relation: The continuing relationship between an employer and employers who are represented by labor organization.

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General Functions of Human Resource Management

1. Formulation of Human Resources Policies2. Procurement and selection of efficient

employees3. Guidance and placement:4. Training and development5. Promotion and transfer

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6. Job analysis

7. Maintenance of working environment

8. Protection of employees

9. Employee Services

10. Remuneration:

General Functions of Human Resource Management (Cont.-------)

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11. Job and Merit Evaluation: 12. Labor Management Relations: 13. Workers’ Participation14. Agreements with Trade Unions15. Leadership and Co-operation:

General Functions of Human Resource Management (Cont.-------)

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16.Providing benefits and rewards: 17. Maintaining discipline: 18. Career planning and development: 19. Handling grievances: 20. Reviewing employee needs:

General Functions of Human Resource Management (Cont.-------)

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Importance of Human Resource Management

1. Policy Formulation 2. Policy execution3. Review of employee needs4. Utilization of human resources5. Social welfare development 6. Overall development of organization 7. Effective trade unionism

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Phases of Human Resource Management

1. Pre-hire phase: 2. Hiring Phase: 3. Post-hiring phase:

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Difference between Personnel and Human Resource Management

SL Dimensions

Personnel Management

Human Resource Management

1 Definition

Personnel management is the process of hiring and developing employees so that they become more valuable to the organization.

Human resource management is the process of hiring, developing and maintaining of effective workforces in an organization.

2 Key concern

Labors All employees

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3 Planning and strategy formulation

It is involved in operational planning only.

Participates in formulating overall organization at strategic plan and aligning human resource functions with company strategy.

4 Authority Medium status and authority.

High status and authority for top personnel officer.

5 Scope It is concerned primarily with hourly, operational a clerical employees.

It concerned with all manager and employees.

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6 Decision making

Makes operational decisions only

It is involved in making strategic decisions

7 Behavior pattern

Employees behavior depends on organization’s values/mission

Employees behavior depends on organizational norms/customs and practices.

8 Integration

It involves moderate to small integration with other organizational function

It is fully integrated with other organizational functions: marketing, finance, legal and production

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9 Coordination

Does not coordinate all human resource functions.

Coordinates all human resource activities (e.g. training, recruitment, staffing, equal employment opportunity)

10 Basis of management action

Management takes actions on The basis of procedures.

Management take actions on the basis of business need.

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11 Rules Importance of devising clear rules.

HRM observes progress of coping with rules

12 Speed of decision

Personnel management takes decision slowly

HRM takes decision quickly.

13 Respect for employees

Labor is treated as a tool which is expendable and replaceable

People are treated as assets to be used for the benefit of an organization, its employees and the society as a whole

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14 Focus of attention for interventions

Personnel procedures

Wide-ranging cultural, structural and personnel strategies

15 Shared interests

Interests of the organization are uppermost

Mutuality of interests

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Philosophy of Human Resource Management

1.Human factor: 2.Technical factor:

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Objectives of Human Resource Management

1. To develop efficiency and skills of employees: 2. To ensure effective performance of employees: 3. To change behavior of employees: 4. To train up subordinates: 5. To increase job satisfaction:

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6. To attract good people: 7. To make effectiveness: 8. To ensure discipline: 9. Proper use of human resources: 10. To develop working conditions in the

organization:

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Nature of Human Resource Management in Bangladesh (Public Sector)

1. Management is less efficient 2. Employees are more or less committed. 3. They are more or less skilled 4. Government pressure is high 5. Decision (most of the company) comes

from the government6. High degree of irregularities

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7. Lack of sense of accountability 8. Lack of human resource policy 9. Heavy pressure of trade unions 10. Undue political pressure11. Lack of quick decision12. Improper utilization of all

resources

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HRM Model

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Means to Success of Human Resource Management in

Bangladesh

1. Proper policy: 2. Acceptability of policies: 3. Capability: 4. Top management support: 5. Trade union support: 6. Impartiality:

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Factors Determining the Efficiency of HRM in Bangladesh

1. Total labor productivity: 2. Presence of efficient employees: 3. Nature of labor management

relations: 4. Frequency of labor turnover: 5. Rate of absenteeism: 6. Volume of training: 7. Utilization of human resources: 8. Effort for employee services:

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Behavior of the Boss to the Employees

1. When I take a long time, I am slow 2. When my boss takes a long time, he is

thorough 3. When I do not do it, I am lazy

4. When my boss does not do it, he is too busy

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5. When I do some something without being told, I am trying to be smart

6. When my boss does the same, he is initiative7. When I call please to my boss, I am polishing 8. When my boss please to his boss, he is

cooperating 9. When I do good, my boss never remember 10. When I wrong, he never forgets

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Problems of Human Resource Management in Bangladesh

1. Lack of professional management 2. Lack of skilled human resource manager3. Lack of proper establishment 4. Lack of human resource planning 5. Change of job of human resource manager

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6. Lack of career planning and program 7. Lack of proper evaluation 8. Lack of motivation 9. Lack of suitable relation between

labor and management 10. Negative politics

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Means to Overcome the Problems of HRM in Bangladesh

1. Effective human resource planning 2. Proper establishment 3. Long time job as human resource

manager4. Possibility of career planning and

program5. Positive relations between labor and

management

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6. Proper job evaluation

7. High professional management

8. Ability of skilled human resource manager

9. Proper human resource motivation

10. Positive working conditions

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

Microsoft (USA)

Early responsibility in careers. Flexible and transparent organizational culture. Global opportunities through a variety of exposure and diverse experiences. Exhaustive induction and orientation program. Competitive reward. Performance recognition. Innovative HR programs and practices.

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

Beximco Pharma (BD)

Performance driven rewardsOrganization that believes in ‘growing our own timber’.Comprehensive development and learning programs.Flat organization, where performance could lead to very quick career progressionChallenging work contentExhaustive induction and orientation program. Competitive reward.

Procter & Gamble

(U.K)

Early responsibility in careers.Flexible and transparent organizational culture.Global opportunities through a variety of exposure and diverse experiences.Performance recognition.

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

American Express(USA)

Strong global brandValue-based environment.Pioneers in many people practices.

Summit Power

Limited(USA)

Learning & growth opportunitiesCompetitive rewardsOpportunity to grow, learn, and implementStrong social security and employee welfare performance oriented culture.

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

Johnson & Johnson

(U.K)

Strong values of trust, caring, fairness, and respect within the organization.Freedom to operate at work.Early responsibility in career Training and learning opportunitiesVisible, transparent, and accessible leadersCompetitive rewards Innovative HR programs and practices.

GlaxoSmithKline

Consumer Healthcare

(U.K)

Performance driven rewardsOrganization that believes in ‘growing our own timber’.Comprehensive development and learning programs.Flat organization, where performance could lead to very quick career progressionChallenging work contentExhaustive induction and orientation program. Competitive reward.

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

Square Toiletries

(BD)

Company brand. Open, transparent, and caring organization. Management according to the managing with respect to guiding principles. Training and development programs. Structured career planning process Global career opportunities

Islami Bank Bangladesh

Limited (IBBL)(BD)

Company’s brand as an employer.High trust and confidence. Opportunities for rapid growth.High degree of autonomy.High ethical standard. Value compatibility.Innovative people programmers.Customers’ loyalty.

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

PADMA Oil Corporation

(BD)

Company brand imageWork ethics.Learning and growth opportunities.Challenging work assignments.Growing organization.Sharing profit

IBM(USA)

High quality brand image.Open, transparent, and caring organization.Training and development programs. Structured career planning processCompetitive pay and benefit

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

BRAC(BD)

The group brand equity.Strong corporate conveyance and citizenship.Commitment to learning and development.Best in people practices.Challenging assignments.Opportunity to work with Fortune 500 clients.

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