HRM Departments

 Functions of HR: any problem which is related to employee are dealt by HR departments
 Personale management
 Role of HR in organizations
o Recruitment and selection ( hiring and terminating or firing)
 Choosing the right man for the right job.
 The best choice for the task.
 If the recruitment is wrong and biased performance will get effected.
 Recruitment is a process to identify the pool of candidates relevant to the job.
and selection to choose the best from the recruitment pool.
 Dua wants to hire a Business Teacher in Islamabad.
 Recruitment starts with 2 documents
 Job description: list of duties of the employee
o To teach business only.
o To train and groom the students
o To make exam papers.
o To help and council students.
 Job Specification: list of the skills and qualifications of the employee.
o MBA, Ms, PHD
o 10 years experience,
o Communication skills.
o Computer skills
o Behavior
o Trainings. ( 5 years)
 Process of Recruitment and Selection
o Recruitment
 Advertisement news papers
 Website advertisement
 Facebook
 Watsapp
 Employee referrals.
 Linked IN
 Telephone SMS
 Digital such as emails.
o Selection
o 100 resumes or applications for business teacher.
o Choose the best out of 100
o How?
 Interviews ( panel, one to one interview)
 Medical Test ( eye sight test)
 Written Tests
 Polygraphy or lie detector
 Psychometric Assessment
  Background checks. History of the employee.
 Telephonic initial interviews.
 Demonstration

Internal Recruitment vs external recruitment

Internal ( is when organizations promote or hire from inside. And then the people inside
are invited to apply).
Benefits : low costly, cultural adjustment, rules and regulations / motivation among
workforce..
Problems: politics. Variety of candidates.

External Recruitment : Going out to market and hiring the best resource.
Benefits :
Risks:

o Training and Development ( if the employee is weak in any skill then you should train)
 Diplomas, degree, lectures, conferences,

- Training ( to polish the skills , knowledge and behaviors) trying to remove the
weaknesses of the job.
- Development : preparing employees for future.
o Why to spend?
 Increase in quality of work.
 To comply with the law?
 Competitive Edge.
o Methods of Training
 On the job
 Quick, low cost and efficient.
 An already working expert employee may train the new employee.
 Off the job
 Degrees
 Conferences
 Workshops
 Online trainings
 Liesure Trainings
 Diplomas.
 Induction Training:
Compensation and Reward system. Pay them according to the employee contract.

o Employee Appraisal. Is also an important function of HR.

 Employee Performance
 Employee Feedback
 Performance Management
 Appraisal.
 Define and outcomes
 Basically done at the end of the year and a written feedback about the
targets set for the employee and the actual performance as well.
 In organzations it is also known as Annual confidential report.
 ACR – Managers recommend about the achievement and losses by the
individual employee.
 Hajra my sales officer – her target was to ensure 100 m in sales and the
accounts that she achieved 95% of the target.
 Ranks. A means a very good performer
 F means a bad performer
 1 to 5
 1 to 10
 Hajra she will be given a rank of average performance since the target
was not met. On the hand Tamoor brough 115 m and hence he can be
termed as extra ordinary employee
 Decisions: Increment ? good performers are given 10 percent
 Extra ordinary 15 percent and bad 5 to 6 percent
 If an employee works as good performer for 2 years then can
promotions.
 Biases? Dopleganger bias.
 Adopt a good method
o One way feedback – the manager writes the report
o Two way feedback – the managers and the self achievement
report as well.
o 360 degree feedback: multiple stakeholders are taken into
account for feedback. Dr. Shabbar ? manager, employee,
students, management, colleagues. That most effiecient and fair
system across organizations.
o One time ? 2 times 4 times?

 Methods
 Problem with Employee Feedback. Extensive documents, time taking, forms,
meetings are required for consensus, decisions can be baised. Manager in
paksitan are social fairness is not practiced.
 ALL EMPLOYEES MUST BE EVALUATEED ON THE BASIS OF PERFORMANCE. NO
MATTER HE OR SHE IS BLACK OR WHITE ANY RELATIONS SHOULD BE AVOIDED.
o
o Diversity:
o - a policy where organizations tend to hire people from different parameters
 Transnational. ( different nationalities was observed in the history), Home
country national ( are hired from parent country- BMW Germany ), Host
country national ( business is expanding – BMW in Pakistan. They may hire
Pakistani ), Third country national hiring ( any one who is not a paksitani ,
german, UAE).
 Medical services, food support, expatriates, cultural shock.
 Zong CM Pak ( China, )
 Language: ( multi lingual) . English , Arabic, French. Local language ( Pushto)
 HR implication ? common language for the purpose of formal communication
( English)
 Race / Religions:
 Muslims
 Hindus,
 Law 1984 EEOC ( equal employment opportunity commission.
 No organization can deny the right of job
 Hiring / promotions
 CEO.
 In justice.
 Varity in culture
 Exposure
 Harmony.

o Equality:
 Treat every one equally.
 Equal treatment of male vs female employees.
 Horizontal segregation ( female candidates are not given jobs different
industries…. Not paid equal to men. If a female works for 25 years …
earn 140,000 pounds less than me.
 Reasons turnover
o Domestic responsibilities.
o Hoteling, education, retailing, nursing.
o Social reasons. Cultures are not friendly.
 Vertical segregation
o Emotional glass ceiling. ( female employees at work are not
given promotions intentionally)
o Only 1 percent of the global leaders are female. Fortune 500
o Reasons
 Female are not good leaders. ( Bhutto )
 Female athletes.
 Female have domestic resp. ( work from home . flexi
hours)
 Office hours ( long hours … emergency hours)
  You cannot stop a female after official hours. Overtime
pay allowed…. Only female employees are pick and
drop

Components of Employment contract:

- Must mention the job name

- Mention the employee name
- Duties and responsibilities of the employee
- The working hours ( 9 to 4 )
- The vacations which are allowed to the employee
- The conditions to terminate the contract by the employer and the employee.
- Also the incentives and the benefits employee can claim.
- Legal paper and is signed by both parties.