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Human Resource Management

Hijrat ullah Tahir(MBA-HRM)HRM-Master Trainer

OHPMHijrat.hrm@gmail.com

0093 777 07 65 85

Complete Training theme:

• HR Definition• HR Functions

• Team management

• Interview skills

• Performance Management

• Recruitment and Selection

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Pre-training test

Lets start………05/01/23 3

Origin of HRM?

• Prior to the mid-1960, Personnel department ”

health and happiness”

• Their primary job activities involved planning,

scheduling vacations and planning retirement

parties.

• Now a days HR department has become a back

bone to the organization .

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About HRM?

Human resource management (Generally)

function of attracting, developing, and retaining

enough qualified employees to perform the activities

necessary to accomplish organizational objectives.

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Need of HRM?

• Minimize favoritism & discrimination

• Create & develop employee

enthusiasm and loyalty

• To have standards of performance

• Actual results can be compared

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Definition

What Is Human Resource Management (HRM)?

• The process which Manager Selection, train, motivate and

retain employee to achieve organizational goal effectively

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Human Resource Responsibilities

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Nature of HRM

• Concerned with managing people• Concerned with employee both as individual as well

as group• Concerned with helping employee to develop their

potentialities• Concerned with developing the maximum satisfaction

of employees• It is continuous in nature• Directed towards achievement of objectives• Universal existence05/01/23 9

Functions

Staffing• Process of selecting right person for right place at right time

• Staffing compress of the following three Process:

A- Strategic HR Planning

B- Recruitment

C- Selection

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Staffing?

o mission formulating

o establishing organization goals,

o Assessing current human resources,

o Estimating((تخمینه the supplies(تدارکات) and demand(نیاز) for labor then matching

botho

A- Strategic HR planning• HR planning consists of:

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Staffing Continue..

B- Recruiting•Recruiting is usually done by announcing job

vacancies through different sources.

•Sources of recruitment are:

a-Internal search.

b-External search.

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Staffing Continue..

C- Selection

1. initial screening interview

2. employment tests,

3. comprehensive interviews,

4. background investigation

5. conditional job offer

6. physical and medical examination

7. job offer (temporary/permanent)

Process through which differentiate talented employee from non-talented

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Orientation?

• Objective– to reduce the anxiety level that all new employees feel;

– to familiarize them with the job, the work unit, and the organization; and

– to know organizational values, beliefs, and accepted behaviors.

• DefinitionProcess, for new employees to know

about their job, Organization and Organization policies as well

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Orientation Conti….?

• Process to introduce new employees to organization

• Familiarize new employee to job and work unit

• Help employee to understand values, beliefs, and acceptable behaviors

• Employee hand book / operations manual

• Office tour05/01/23 15

Orientation Conti….?

Successful orientation maximizes new

hire on-the-job success and minimizes

turnover.

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Training & Development

• Training and development is important – to ensure that people continue to learn skills, etc.

– to help the company be successful

• Employee training is a learning experience that seeks a relatively permanent change in employees such that their ability to perform at their current job improves.

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Training & Development

Conti….A- Training

• Short Term• Fixed on current job performance improvement

B- Development• Long term • Not fixed on current job but • Improve the career or future of employee

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Types of T& D

A- On the job training• Employees received training by performing their job

B- Off the job training• Employees received training and not performing their Own job

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T & D diagram

What deficiencies, if any,does job holder have in terms of skills, knowledgeand behaviors?

Is there a need fortraining?

What arethe strategicgoals of theorganization?

What tasks mustbe completedto achievegoals?

What behaviors are necessary?

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Compensation Mgt.

• Process of determining

cost-effective pay

structure

• Designed to attract

and retain

• Provide an incentive

to work hard

• Structured to ensure

that pay levels are

perceived as fair

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Compensation Conti…

• How does management decide who will get paid $500 a month and who will receive $1000 per month? The answer lies in compensation administration:

• Common rule for Compensation: High skills, knowledge and abilitiesHigh Authority and ResponsibilitiesHigher pay rate

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Compensation Conti…

Factors affecting Compensation– the nature of the business, – the environment surrounding the job, – geographic location, and – employee performance levels and seniority.

• Regardless of these factors, there is one other most critical factor: management’s compensation philosophy (Salary Scale).05/01/23 23

Compensation Conti…

Unionization

Level ofCompensation

and Benefits

Employee’stenure and

performance

Kind of jobperformedSize of

company

Managementphilosophy

Kind ofbusinessGeographical

location

Market Salary Scale

Companyprofitability

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Compensation Conti…

Employee Benefits

• Indirect financial rewards

• Pension rights

• Designed to enrich employees’ lives

• Vary widely in scope (health insurance, education fee, etc.)

• Holidays and exposure visits

• Flexibility in job

• Transport 05/01/23 25

Health & Safety

• Employers are responsible for ensuring

a healthy and safe work environment

• Employees are required for follow

instructions and any legal

requirements

• Workplace violence is a growing

concern05/01/23 26

Labour Relationship

• Relationship between union and employer

• Union functions as the voice of employees

• Collective bargaining is a process to negotiate terms and conditions of employment

• Bargaining produces a written document called a collective agreement

• Unions are is a force on the employer

• In case of any violence may cause demonstrations 05/01/23 27

Aspects of HR?

• Line manager– A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks.

• Staff manager– A manager who assists and advises line managers.05/01/23 28

Line Manager’s HR

Responsibilities?1. Placing the right person on the right job

2. Starting new employees in the organization (orientation)

3. Training employees for jobs that are new to them

4. Improving the job performance of each person

5. Gaining creative cooperation and developing smooth working relationships

6. Interpreting the firm’s policies and procedures

7. Controlling labor/employees costs

8. Developing the abilities of each person

9. Creating and maintaining department morale

10. Protecting employees’ health and physical condition05/01/23 29

HRIS?• Human resource information systems (HRIS)– An integrated system of hardware, software, and databases designed to provide information used in HR decision making.

– Benefits of HRIS• Administrative and operational efficiency in compiling HR data

• Availability of data for effective HR strategic planning

– Uses of HRIS• Automation of payroll and benefit activities• Availability of processed HR data at any time

• Safe record of HR data• Can be used for future planning

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HRIS Vs HMIS?

HRIS Vs H

MIS ?

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Uses of HRIS?

• HR Planning & Analysis

• Equal Employment:

• Staffing:• HR Development:

• Compensation and Benefits:• Health Safety and Security:• Employee and Labor relations:

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The End

Thank you to all of you!!!

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