Assignment:

​ HUMAN Resources MANAGEMENT

Topic:
​INTRODUCTION TO HRM
Submitted to:
​MAM MAHRUKH CH
Submitted by:
​SAMEERA
Roll no:
​BSF1803833
Department:
​BS.ECONOMICS SEM 4th
*University of Education Lahore ( campus D.G.Khan)*

Human Resources Management:

Human Resource Management is the process of recruiting, selecting, inducting employees,
providing orientation, imparting training and development, appraising the performance of
employees, deciding compensation and providing benefits, motivating employees,
maintaining proper relations with employees and their trade.
How HRM related to management process:
With a strong and equitable HRM system, employees: ... Human Resource Management
(HRM) is the integrated use by an organization of systems, policies and management
practices to recruit, develop and retain employees who will help the organization meet its
goals. HRM involves several processes.but these aspects is needed to a manager for his job
including;
*Recruitment
*Training
*Appraisal
*Compensation
*Labour Relations
*Health and Safety
*Fairness
Importance of HRM to all managers:
To understand the importance of human resources management (sometimes called HR
management or just HR), we need to discuss the role that the human resources department
plays in an organization. The HR function involves recruiting and hiring staff members,
training them, conducting appraisals of their performance and motivating them to do the best
job they possibly can. HR also often assumes responsibility for workplace safety and internal
communication.
In terms of its importance to managers, an effective HR team within a company ensures that
each department employs suitably qualified and trained staff members. HR also provides
structures and procedures that are put into place when a staff member needs to be
disciplined or have their contract of employment terminated.
Personnel Aspects Of A Manager’s Job:
ØConducting job analyses (determining the nature of each employee’s job)
ØPlanning labor needs and recruiting job candidates
ØSelecting job candidates
ØOrienting and training new employees
ØManaging wages and salaries (compensating employees)
ØProviding incentives and benefits
ØAppraising performance
ØCommunicating (interviewing, counseling, disciplining)
ØTraining and developing managers
ØBuilding employee commitment
Personnel mistakes of a managers job:
8 Mistakes Managers Make, According to Their Employees. ...
*Micromanaging. ...
*Leading from a position of power or ego. ...
*Not listening. ...
*Not valuing followers. ...
*Failing to grow themselves as leaders. ...
*Lacking boundaries. ...
*Not providing or receiving feedback..
*Commit any unfair labour practices…
Basic HR Concepts:
The seven HR basics:
1-Recruitment & selection.
2-Performance management.
3-Learning & development.
4-Succession planning.
5-Compensation and benefits.
6-Human Resources Information Systems.
7-HR data and analytics.
Line and Staff Aspects of HRM:
I. Authority:
Authority is the right to make decisions, to direct the work of others, and to give orders.
Authority refers to the rights inherent in a managerial position to give orders and expect the
orders to be obeyed. Authority was a major tenet of the early management writers, the glue
that held the organization
together.
The early management writers distinguished between two forms of authority.
a. Line Authority
b. Staff Authority
c. Functional Authority
Let’s have a brief view about the different types of authorities.
a. Line Authority:
Line authority entitles a manager to direct the work of an employee. It is the
employer-employee authority
relationship that extends from top to bottom. A line manager directs the work of employees
and makes
certain decisions without consulting anyone.
b. Staff Managers and Staff Authority:
Staff managers have staff authority. A manager's function is classified as line or staff based
on the
organization's objectives. As organizations get larger and more complex, line managers find
that they do not have the time, expertise, or resources to get their jobs done effectively. They
create staff authority functions to support, assist, advice, and generally reduce some of the
informational burdens they have.
c. Functional control:
The authority exerted by a personnel manager as a coordinator of personnel activities. Here
the manager
acts as “the right arm of the top executive.”
II. Line versus Staff Authority:

1. Line Versus Staff Authority – ​Authority is the right to make decisions, to direct the work
of others, and to give orders. Line managers are authorized to direct the work of
subordinates.
Staff managers are authorized to assist and advise line managers in accomplishing their
basic goals. HR
managers are generally staff managers.
2. Line Managers’ HRM Responsibilities –
Most line managers are responsible
for line functions, coordinative functions, and some staff functions.
III. Cooperative line and staff hr management:
In recruiting and hiring, it’s generally the line manager’s responsibility to specify the
qualifications employees need to fill specific positions. Then the HR staff takes over. They
develop sources of qualified applicants and conduct initial screening interviews. They
administer the appropriate test. Then they refer the best applicants to the supervisor (line
manager), who interviews and selects the ones he/she wants.
IV. Line Manager:
Authorized to direct the work of subordinates—they’re always someone’s boss. In addition,
line managers are in charge of accomplishing the organization’s basic goals.
Line Managers’ Human Resource Management Responsibilities:
1. Placement

2. Orientation

3. Training

4. Improving job performance

5. Gaining creative cooperation

6. Interpreting policies and procedures

7. Controlling labor costs

8. Developing employee abilities

9. Creating and maintaining departmental morale

10. Protecting employees’ health and physical condition

V. Staff Manager:
Authorized to assist and advise line managers in accomplishing these basic goals. HR
managers are
generally staff managers.

#Responsibilities Of Staff Managers:

Staff managers assist and advise line managers in accomplishing these basic goals. They
do, however, need
to work in partnership with each other to be successful. Some examples of the HR
responsibilities of staff
managers include assistance in hiring, training, evaluating, rewarding, counseling,
promoting, and firing of
employees, and the administering of various benefits programs.
HRM duties:
Functions of HR managers include;
*Line Function / Line Authority
*Coordinative Function / Functional Authority
*Staff Functions / Staff Authority Assists & Advise
New Approaches to organizing HR:
The employer has now organized its HR services in four major groups that are shared
services /transactional HR team, Corporate HR team, embedded HR teams and centers of
expertise.
So, we discuss the function of all of the groups with examples.
1-Shared Services / Transactional HR team:
It means to share your human resources with other departments of your organization. It
indicates outsourcing human resources for day to day activities.
Example: ​Pepsico is one of the largest food, snacks, and beverage multinational
corporations in the United States. They have a different department in food products such as
the HR department, the marketing department, production department and so on. Therefore,
if the production department needs some personnel for a day on an urgent basis they can
get from the HR department or from the marketing department. This sharing human
resources process is called a shared or transactional HR group.
2-Corporate HR team:
It is the human resources team that is mainly related to the top management of an
organization. They assist the top management in the long term strategic planning,
companies overall human resources planning and human resources budgeting and so on.
Example:​ Pepsico has food, snacks, and beverage business. The corporate level HR are
the personnel who assist the top management for all of the business units of Pepsico.
3-Embedded HR teams:
These types of HR groups appoint for general HR activities of a specific department.
Sometimes an organization needs to manage human resources of a specific department
such as the production department. The embedded HR groups form only for that
department. This type of group mainly sees in the large company that has a department with
a big workforce.
Example:​ Pepsico’s beverage food has production, HR and marketing department. Now in
their production department of beverage food works many employees and it is important to
manage performance, attendance and other Hr activities of the production department.
Therefore, if they form an HR group for the production department it's called embedded HR
teams.
4-Centers of expertise:
It is a special type of HR group that works for the organization on special tasks. Basically it
operates specialized consulting tasks inside the organization. Depending on the size of the
company, they may be corporate-wide or regionally based. They consult the employees or
top management in different aspects of the organization departments. It may form for
training on particular issues, tasks or forms for training particular groups.
However, It is important to consider that those who are included in these HR groups must be
experts on those issues or tasks for which he or she is appointed.
Example:​ If Pepsico forms an HR group for training employees on legal issues it is called
Centers of expertise. The trainer must be an expert on legal issues.
Trends Shaping HRM:
*Globalization and competition trends
*Technological trends
*Workforce and demographic trends
*Economic challenges and trends
*Trends in the nature of work
*Indebtedness(“Leverage”) and Deregulation
Important Trends in HRM:
The new HR Managers….
High-performance work systems….
Managing Ethics…..
HR certification…
Evidence-bSed HRM….
Strategic HRM….
Today's HRM Challenges:
1-Focus more on the big picture. “(strategic issues)”.
2-Find new ways to provide transactional services.
3-Acquire broader business knowledge and new HRM proficiencies.
High-performance work systems:
High-performance work systems (HPWS) are a group of separate but interconnected human
resource (HR) practices – e.g. selection, training, performance appraisal, and compensation
– designed to enhance employee effectiveness.
1-Ensuring employees security
2-Selective Hiring
3-Decentralized decision- making
4-High result-based compensation
5-Training by commitment
6- Reduced status barrier
7- Sharing key information
Managing Ethics:
Ethics:
Ethics in HRM basically deals with the affirmative moral obligations of the employer towards
employees to maintain equality and equity justice. Areas of HRM ethics Basic human rights,
civil and employment fight.
HRM Related ethical issues:
-Workplace safety
-Security of employee records
-Employee theft
-Affirmative action
-Comparable work
-Employee privacy rights
HR Certification:
*HR is becoming more professionalized.
*Society for HRM is ​SHRM’s Human resources certification institute :
Nationally Recognized HR Certification The four most recognized types of HR certifications
are: SHRM-CP®, SHRM-SCP®, PHR® and SPHR®. The SHRM-CP stands for the Society
of Human Resource Management Certified Professional, and the SHRM-SCP stands for
SHRM Senior Certified Professional.