HRM (for education & learning)
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HUMAN HUMAN RESOURCE RESOURCE MANAGEMENT MANAGEMENT from History to Operations PRESENTED BY: ZEESHAN MOIEZ ALI pdfMachine A pdf writer that produces quality PDF files with ease! Produce quality PDF files in seconds and preserve the integrity of your original documents. Compatible across nearly all Windows platforms, if you can print from a windows application you can use pdfMachine. Get yours now!
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HR presentation, my project of HR course for all HR student accross the globe for help & learning in their HR course.Remember in your prayers.
Transcript of HRM (for education & learning)
HUMAN HUMAN
RESOURCERESOURCEMANAGEMENTMANAGEMENT
from History to Operations
PRESENTED BY: ZEESHAN MOIEZ ALI
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ISSUES FACED IN EARLY 1600,sComplexity in Managing WorkforceThe revolution in Africans/Egyptian/Indian Slavery system The evolution in sociological trends (Master and Slave
Concept) The beginning of Apprentices old-age relationship
(employment laws)
HISTORY OF HRHISTORY OF HR
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Craft (Guild) System (up to late 1800s)
Industrial Revolution (late 1800s to 1930s)
Scientific Management (late 1800s to 1930s)
Industrial Welfare Movement (1900-1925)
Industrial/Personnel Psychology (1900-1940)
Human Relations (mid 1920s-1940)
Labor Movement (1930-1950)
World War II (1939-1945)
Increased Legislation (1960-present)
Organizational Science (1940-present)
HISTORY OF HRHISTORY OF HR
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Human Resource Management is the process of recruitment, selection, maintenance and utilization of human capital by organization, for achievement of its goals and objectives and maximize its profitability
Human Resource Management is the organizational function that deals with issues related to people such as, recruitment, hiring, performance management, organization development, safety, compensation, benefits, employee motivation, communication, administration, and training.
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Levels Where Human Can ManageLevels Where Human Can Manage
Human capital or human resources can manage at following levels
Leaders Professionals Managers Employees Consultants Supervisors Technicians Workers
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Levels Where Human Can Manage Levels Where Human Can Manage
Within Organization the said people counted as human capital who sells their KSAs
COO/CFO/CIO/CEO/VPs/VCs Directors / Controllers / General Managers Sr. Managers / Head of Departments / Deans Managers , Auditors, Professors, Accountants Officers & Executives Assistants / Coordinators / Trainees / Interns Clerks / Peons / Guards / Waiters /Janitorial etc
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Business Strategy
HR Deptt Strategy
HR Role
HR Functions
HR Activities
Vision & Mission
ResearchDesign &DevelopImplementation
Communication & AdministrationOngoing Review
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HR STRATEGY HR STRATEGY
Managing people in such a way so as they contribute to the accomplishment of the organization�s overall goals
Must be responsive Overcome challenges Linked to business plans Customer satisfaction, maximization of profit Carried out effectively work process
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Attraction � Retention � Training � Development
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A Six Key Peoples-related approach explains the role of human resource management
1. Effectively managing and utilizing people. 2. Trying performance appraisal and compensation to competencies.3. Developing competencies that enhance individual and organizational
performance.4. Increasing the innovation, creativity and flexibility necessary to
enhance competitiveness.5. Applying new approaches to work process design, succession
planning, career development and inter-organizational mobility.6. Managing the implementation and integration of technology through
improved staffing, training and communication with employees.
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MULTIMULTI--PURPOSE ROLE FOR HR TODAYPURPOSE ROLE FOR HR TODAY
Change Agent
Operational Activities
AdministrativeExpert
Employee Champion
Strategic Partner
Multi Purpose Role of HR
Today
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Human resource management performs the following five major functions.
Human Resource Planning Staffing (Recruitment & Selection) Training Development Compensation & Benefits Employee Relation
HR FUNCTIONSHR FUNCTIONS
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Human Resource Planning is the process by which management ensures that it has the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently completing those tasks that will help the organization achieve its overall objectives.
Human Resource PlanningHuman Resource Planning
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BENEFITS OF HR PLANNINGBENEFITS OF HR PLANNING
Proactive rather than reactive behavior Explicit communication of organizational goals Critical thinking Identification of gaps Line managers� participation HR constraints and opportunities Creation of common bonds
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RECRUITMENTRECRUITMENT
Recruitment is a broad term used to communicate the notion of getting some one into the organization. It covers every thing from advertising to induction. It is the Process of locating, identifying, and attracting capable applicants.
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SOURCE OF RECRUITMENT SOURCE OF RECRUITMENT There are two ways (Internally or externally) to communicate/advertise the position in such a way that job seekers respond, both ways include some sources.
1. Internal Notice board postings.2. News letters3. Memorandums4. Emails.5. On Campus 6. Newspapers.7. Walk-ins.8. Job Fairs9. Outsourcing (Third Party)10. Internet / Website
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SELECTIONSELECTION
Selection is focused at the point where decision is made about who to recruit, it is more concerned with the instruments and methods used to assess candidates.
Difference b/w Recruitment and Selection
Recruitment � creating a pool of applicants Selection � short listing & select the best
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STAGES OF SELECTIONSTAGES OF SELECTION
Initial Screening of Resume Application Forms Employment Test Comprehensive Interviews Background Investigation Job Offer Medical & Physical Examination Pre-Joining Placement (appointment)
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COMPENSATION & BENEFITSCOMPENSATION & BENEFITS
�Employee compensation (remuneration) refers to all forms of pay or rewards going to employees and arising from their employment�
The purpose of Compensation programs is to attract and retain individuals, provide security over the long time, and recognize differences in individual jobs and responsibilities.
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COMPENSATION�S COMPONENTS
Direct compensation in the form of wages or salary
Base pay (hourly, weekly, and monthly) Incentives (fixed and sales bonuses and or
commissions)
Indirect compensation in the form of benefits Legally required benefits (e.g., Social Security,
EOBI) Optional (e.g., group health benefits)
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Compensation PackageCompensation Package
Salary
60%
Basic, Cola, House Rent, Conveyance,
Utility.
Benefits (25%)
Gratuity, Death & Disability Insurance, Pension Plans, Medical Coverage.
Incentives & Allowances (15%)
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TRAINING AND DEVELOPMENTTRAINING AND DEVELOPMENT
Training = Altering behavior & skills updation Development = Increasing competencies Learning = Continuous changes in behavior
Training refers to the acquisition of knowledge, skills, and competencies as a result of the teaching of vocational or practical skills and knowledge that relates to specific useful skills.
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Training & Development is the field concerned with workplace learning to improve performance. Such training can be generally categorized as on-the-job or off-the-job.
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2R2R REASONS & RESULTSREASONS & RESULTS
Absorb Turnover Change in Business Processes / Environment Filling gap for skills of personnel Employee promotions and advancement
Continuous development Optimization of efforts Building competencies (KSA) Motivational fulfillment Critical knowledge availability Enhance commitment Handle Future Responsibilities
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TRAINING METHODSTRAINING METHODS
On the job Training: On-the-job training involves coaching, guidance, transfers in which employees get to work at different jobs.
Off-the-job Training: through classroom lectures, films, and simulation exercises.
Classroom training Computer based Training (CBT) Web based Training (WBT) Coaching Simulation, role playing Outdoor Training Classroom Training Case Studies Readings
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COMMON TRAININGSCOMMON TRAININGS Communication Skills Selling Skills Time Management Working Techniques Project Management Conflict Management Leading Teams Intercultural Collaboration Languages Office Automation Supply Chain Management Business Fundamentals Interviewing Candidates Performance Management
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Human Resource Management department in any medium or large level organization /institutions /firms /unit, perform the following activities to perform their daily operations for managing human asset and utilizing their skills.
1. Attracting Applicants.2. Mounting pool of Potential Candidates3. Assistance provides in Recruiting / hiring staff 4. Help to build a professional work team5. Allocated training sessions for employees 6. Structured Compensation System (Performance
Management & Appraisals)
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7. Revision of HR 3P (Policies/Practices/Procedures)8. Manpower Planning & Budgeting 9. Managing Rewards & Benefits 10. Develop Career plans for employee11. Employee Retention (Manage Turnover)12. Employee relations & conducive work-environment13. Fast Track Leadership Development14. Manage Employees Record & Information15. Labor Relation
Freedom/Rights/Interest/liberation/Grievance/Safety
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EMPLOYMENT RELATIONSHIP (ER)
The relationship that creates interaction b/w employee & employer based on mutual understanding, conflict acknowledgement, an interest, supposedly centered only for the organization's success in the marketplace.
The emphasis of employee relations continues to shift from 'collective' institutions, such as trade unions and collective bargaining, to the relationship with individual employees.
The term 'employee relations' was conceived as a replacement for the term 'industrial relations'
It's meaning in today�s workplaces needs clarification.
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EMPLOYMENT RELATIONSHIP Parties involved in the Employment Relationship
EmployersManagersShareholdersEmployers Associations
EmployeesIndividualsGroupsUnionsStaff Associations
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