MBA-EASTERN UNIVERSITY Assignment-01

Course Title: HRM, Hrm.502 Course Teacher: Ms. Tasnuva Rahman

Student: Meheroze Al Hassan Student No: 193700006

An Introduction to Human Resource Management

HRM: A sister concern of Management

Management functions:
 Planning
 Organizing
 Staffing
 Leading
 Controlling

Let’s understand the term HRM:

Generally it means Human Resource Management. Let’s do cross section of HRM.

H stands for working People, means Human beings those who can work or do production &
offer service to the Organization as well as Society at large.
R stands for Resources, means Assets / Production positive for the Organization & Society at
large.
M stands for management, means Structured System that recognizes Human beings as the top
Resources & positive for the Organization & Society at large.

HR deals with Practice, Policy & System.

Practice means Application/method
Policy means Action/mechanism
System means Whole Network

The way of which employees act thinking & feeling the same for Production & doing action to
accomplish the organizational goal.

These above 3 Three Components impact on Behaviour, Attitude & finally Performance of
employee

The reason of treating Human as Resources:

Employees
 supply the talent, skills, and creativity
 and exert the effort and leadership that contribute to the level of performance of the
organization
That contributes to the level of performance of the organization & maximizes the highest level of
Achievements
Human Resource Management means or includes…..
 Practices
 Policies
 Systems
 Behaviors
 Attitudes
 Performance

Practices Behaviors
Policies Attitudes
Systems Performance
A function that ensures effective utilization of people to achieve both the objectives of an
organization and satisfaction and development of employees

Goals of Human Resource Management

 HRM is a subset of management. It has five main goals:

Strong employees = competitive advantage

Importance of HRM:

HRM has a dual nature:

Who is a HR Manager?
Generally speaking every manager is HR Manager
Cooperation between operating managers and the HR department is necessary

Proactive versus Reactive HRM

 Proactive:
HR problems are anticipated and corrective action begins before a problem arises

 Reactive:
Decision makers respond to HR problems

HR Management Functions
Roles of HRM

HR Career:
 Assistant: it simply provides support to other HR People/Professionals
 Generalist: it usually provides support to an organization in all four of the HR functions
 Specialist: it is typically concerned with only one of four of the HR functions
 Executive: it directly reports to the Top Management of organization with responsibility for all
HR functions & Linking HR with organizational Strategy.

HRM is function of every manger just those who work in human resources.
New Approaches to Organizing HR
 Transactional HR
 Corporate HR
 Embedded HR
 Centers of Expertise
Contemporary HRM
 Hard HRM
 Soft HRM
 Green HRM

Resouces Types : Financial, Physical, Information & HR (most Vulnerable & precious-both
Mental & Physical simultaneously - Constructive & Destructive-Positive & Negative KASOS-
Knowledge,Abilty, Skill,& Other Skill)
When Labour-Physical & Mental & Usage (3) altogether worked that is counted as
production or resource./value to be created in constructive way.

HR Systems: Control versus Commitment:

HR Systems is two types according to famous HR Expert “DYER & REEVES” in 1995,as
follows:
 Control Systems: it simply provides support to other HR People/Professionals
 Commitment Systems: it simply provides support to other HR People/Professionals

HR Systems: Control versus Commitment:

Control Systems Commitment Systems
Centralization of Decision Making Decentralized Decision Making
Low Employee involvement High Employee involvement
Tight Control thru Rules, Policies, Appraisal High level of Autonomy & Empowerment
Problems of HRM in Bangladesh: Several problems are mentioned below…
 Lack of skilled HR manager
 Absence of HRP
 Lack of career planning & program
 Absence of proper evaluation
 Lack of motivation
 Absence of a good relationship between labor & management
 Negative political influence

Way to overcome the problems of HRM: Several Points to get rid of those problems
are mentioned below:

 Reduce Political intervention on private fields

 Reduce Political intervention & bureaucracy in making decision
 Implementation of Law & Regulatory System properly
 Change mind regarding Corruption