HUMAN RESOURCE MANAGEMENT Sources of knowledge Book: Gary Dessler Instructor: Rubbia Hashmi.
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Transcript of HUMAN RESOURCE MANAGEMENT Sources of knowledge Book: Gary Dessler Instructor: Rubbia Hashmi.
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HUMAN RESOURCE MANAGEMENT
Sources of knowledgeBook: Gary Dessler
Instructor: Rubbia Hashmi
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Week 1st:
WHAT IS HRM ?
Planning Organizing Directing Staffing Coordinating Reporting Budgeting Training & Developing
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FUNCTIONS OF HRM
Job analysis planning labor needs and recruiting job
candidates Selecting job candidates Orienting & training new employees Managing wages & salaries Providing incentives & benefits Appraising performance Communicating T & D Building employee commitment
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AUTHORITY
“The right to make decisions, direct other’s work and give instructions, guidelines, directions or order”
Line Manager Who direct the work of subordinates & responsible for
accomplishing organizational goals. Directly contribute
Staff Manager Who assists and advise line managers Indirectly contribute
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Line Managers’ Responsibilities
Right person on right job Orientation Training employees for new jobs Improving job performance of each person Interpersonal relationships Best communication Interpreting company's’ rules & policies Controlling labor costs Developing each person’s abilities Creating & maintain department's morale Protecting employees health & safety
conditions
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HR Manager’s Functions
Line function
Coordinating function
Staff function
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2nd week:
HR Job Duties
Recruiters Equal Employment Opportunity
(EEO) Job Analysis Compensation managers Training Specialists Labor Relation Specialists
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Organizational Charts
Who reports to whom?????
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Small Organizational chart
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Large Organizational Chart
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3rd week:
STRATEGIC HRM
Strategy Long term plans for balancing internal
strengths & weaknesses with external opportunity & threats
Competitive advantage
Strategic HRM Linking HRM with strategic goals in order to
improve business performance Develop innovative & flexible culture
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Strategic Planning
A company’s plan to do SWOT analysis in order to achieve competitive advantage
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Strategic HRM Process
1. Defining business & its mission Vision
dreams Mission
Describes you & your dreams Your intentions Your desires
2. Performing SWOT analysis3. Translate mission into strategic goals
Today & tomorrow of the defined mission
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Strategic HRM Process4. Formulate strategy to achieve strategic goals
Bridge in long term plan Today & tomorrow Strategies accepted by all
5. Implement the strategy Action plan
6. Evaluate performance Ongoing process If fails re-plan
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Types of Strategic Planning
1. Corporate level strategy Diversification =>adding new product Vertical integration=>as suppliers &
sales Consolidation =>reducing size
Geographic expansion=>business abroad
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Types of Strategic Planning(contd……..)
2. Business level strategy Competitive advantage
Cost leadership Differentiation
Unique (taste, style, service)
3. Functional level strategy Basic courses of actions each department
pursue
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Strategic Control
“Process of assessing progress toward strategic goals & taking Corrective actions when needed”
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4th week:
JOB ANALYSIS
What is a JOB?“A set of closely related activities carried out for pay”
What is a JOB ANALYSIS?“The procedure for determining the duties & skill requirement of a job & the kind of person who should be hired for it”
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Job analysis includes:
Job Description
List of job: duties, responsibilities, reporting, relationships, working conditions performance standards
Job Specification
Human requirements: education, Skills personality experience
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Nature of Job Analysis
Work Activities Human behaviors Machine, tools & equipments Performance standards Human requirements Job context
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Importance of JA Information
Recruitment & selection Compensation Performance appraisal Training & Development Discovering unassigned duties Equal Employment Opportunity
coordinators
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Steps in job analysis How you’ll use the information in data
collection Review relevant background information Select representative positions Actually analyze the job Verify the job analysis information Develop a Job Description & Job
Specification
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Methods of collecting Job Analysis information
Interview Questionnaire Observation Participant diary Quantitative Job Analysis
techniques
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Writing Job Description
Job identification Job summary Responsibilities & duties Position holding Relationships Performance standards Working conditions
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Writing Job Specification
Education Skills Abilities Experience
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Job analysis in a “Jobless World”
From specialized to enlarged jobs Job Rotation Job Enlargement Job Enrichment
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Job analysis in a “Jobless World”
Why De jobbing is done? De-jobbing Boundary less organization Reengineering
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4th week:PERSONNEL PLANNING & RECRUITING
“The activity of employing workers to fill vacancies or enrolling new members”.
Employee recruitment is composed of several stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them by interviewing and other
means such as conducting a psychometric test; and making a job offer.
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Effective recruitment is important in:
achieving high organizational performance
minimizing labor turnover.
Employees may be recruited either externally or internally.
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Planning and forecasting
Employment or personnel planning