EDBM
Human Resource Management
5 M ( input)
Money, Men, Method, Material, Market
HRM ( 4P) Philosophy, Policies, Procedure, Practice
HRM Is the managerial process of acquiring and engaging the required workforce, appropriate for the
job and concerned with developing , maintain and utilization of work force.
HRM highlight
Every managers are HRM
Employee are most important assets.
Matching Organization’s goals and employee needs.
HRM must know everying a little, something special
HRM Functions
1) HR Planning
2) Recruitment selection
3) Performance Management
4) Training & development
5) Compensation & benefits
6) Industrial Relation
1) HR Planning
Right candidate for the right job
1. Analyzing organizational Objectives ( in future HR needs)
2. Inventory of present human resources( productivities)
3. Forecasting Demand and supply of human resource ( internal, external sources,JA, JD,JS)
4. Estimating Man power gap
5. Formulation the HR Action plan ( new , recruit, training, volunteer, implement)
6. Monitor, control , feedback ( check with KPI, KRI)
2) Recruitment selection
-Men power planning
- Job analysis, Job description, Job specification
- Recruitment and selection process
- Employee contrast
- Termination of Employee
Effective Recruitment & selection
Right time, Right Place, Right capability, Right people
JA ( job analysis)
Need to be done by JD and JS
New recruit in Which department, job tiltle ( vacancy) , method( ex or internal)
Offer letter
Candidate – education, experiences, application, company background, time ( for follow-up)
Noted by Chit Htwe Hlaing
Job Analysis Method
Observation
Analysis
Questionnaire
Technical conferences
Recruitment Process ( organization)
Vacant or new position open
Generate candidates pool via internal or external recruitment method
Evaluate candidates via selection process
Impress candidates
Make offer
Recruitment Process ( candidate)
Receive education and chose occupation
Require employees experiences
Search for job opening
Apply for job
Impress company during selection process
Evaluate jobs and companies
Accept or reject job letter
Recruiting Yield pyramid
Applicant 240 px
Invite 60 px
Interview 40 px
Offers 10 px
Hire 5 px
Short listing
Experiences
Education and qualification
Skills, general knowledge
Personal attributes and circumstance
Recruitment ( external or internal)
Person( skill, talent, attitude, personality ) + Organization ( goal)= fit (outcome)
Job offering
Confirm on ph or email
Time limit for response to the offer
JD
Working hours
Reward
Office equipment
Noted by Chit Htwe Hlaing
3) Performance Management
What the organization need to accomplish to meet its strategic objectives
Each employee has same contribution to make to those greater objectives through his or her
job.
Employee performance check with KPI = Key performance indicator, KRI= Key Result
indicator. R+B= P ( result + behavior= performance)
Performance Appraisals
Are used to assess and employee’s performance and to communicate that performance to the
employee ( rating, evaluation, performance review and evaluation, or result appraisals )
Widely used for widgets and salaries, giving performance feedback and identified employee
strength and weakness. Appraisals form need to rate from supervisor to staff, staff to
supervisors, team member, staff, or outside 360 degree feedback
Evaluate Objectives and result are equal or not.
ASK concept
A – attitude
S- Skills
K- knowledge
Management by Objective (MBO)
Performance appraisals, target, result, plan review
Implement MBO need self-appraisals system
Self-appraisals system (MBO process)
o job review and agreement
o performance standard
o setting of objectives
o continuing performance discussing
4) Training and development
Training is to upgrade the employee’s skills and knowledge. To give training about company,
upgrade skills, Enhance the performance of employee. Personal development training for
Individual or Team . changing of attitude ( skill and concept)
Why HRD( human resources development ) is important?
Utilization of resources ( organization / person)
Development of skills ( Time management/ leadership etc.)
Increase the productivity of employee and motivation
To provide the zeal of team spirits
To improve the organization culture
To improve equality and safety
To increase profitability.
To improve moral and cooperate image of company
Noted by Chit Htwe Hlaing
Process of Training
Step 1- Need analysis
Organizational analysis ( structure)
Task analysis
Person analysis
Step 2- Development training objectives
Purpose of the training – improve and develop for employee
Step 3- Review available training method
Instructional method (important step)
On the job training ( OJT)
Off the job training ( external, classroom , outside of work place)
Step 4- design, select training methods
Step 5- Design, training evaluation approach
Evaluation the training
Immediate feedback ( survey or interview directly after training)
Post training test ( trainee applying learned tasks in work place)
Post training appraisals ( conducted by immediate supervisors of trainees)
Step 6- Implement Training Programs
Target group – assess ur audience
Topic- task, skills or attitude ingredient
Method- direct ( one way communication ) indirect ( discussion, games, exercise)
Time ( length, period, breaks)
Location- on or off training
Step 7- measure training result
5. Compensation and Benefits
Rewards, punishment , benefit ( financially) , facilities ( non- finance)
6.Industrial Relation ( functions)
Open communication
Recognition
Constant Feedback
Investment
Noted by Chit Htwe Hlaing
Administration & HR Management
Admin – Administration, SOD system, Management . Hard skill . material
HR - soft skill, people., SOP standard, leadership
Admin management – 5 S system
S- separate
S – set in order
S- Shine
S- Shine
S- Standard
S- sustain
Duties of Admin
Social Communication – meeting , email, phone call
Sender and receiver – feedback
Meeting management
Before meeting – agenda, place, time, people
During meeting – tow ways communication, time, future plan,
After meeting – follow up, assigned, dedicated, action plan
Reports
Daily, weekly, monthly, quarterly, mid term, yearly
HR management
SOP- standard Operation Procedure
SOD- Standard Operation Documents
HR 3 main roles of management - to attract, develop and maintain
HR Skills
Soft to people- Hard to Issue
Leader to people – Manage to Task
Role of management
Needs mutual understanding skills
Efficiency – 3M – Men, Money, Material
Effective - 4R- Right person, Right job, Right place, Right time
4 types of employee
A- Good employee, best performance
B- Poor employee, best performance
C- Good employee, poor performance
D- Poor employee, poor performance
Performance – 3 p- pay+ placement+ promotion
Noted by Chit Htwe Hlaing
Noted by Chit Htwe Hlaing
