Project Human Resource Management

Quick Reference: Human Resource Management by John. M. Ivancevich

By: Aman Abdie (PhD)

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 Course Description
• For all types of organizations to succeed in
today’s competitive environment they need to
have sound human resources strategies that
are inextricably linked to their business
goals and strategies.
– Therefore, organizations should properly acquire,
develop and manage this vital but highly
dynamic and complex resource.

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 Course Description
So this Course:
• provides students with a comprehensive
understanding of the strategic role that HR
plays for effective project management.
• covers the processes used to determine project
human resource needs and to acquire, develop,
and manage a project team.

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 Course Objective
• After completing this Course students will be
able to:
– Discuss the meaning and philosophies of human
resource management.
– Explain how project organizations Plan their
human resource, recruit and select the best
employees for their projects.
– apply strategies of training & development,
performance appraisal, compensation and reward

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Objective cont…
– Apply proper separation strategies during the
termination of projects.
– Apply strategies how to manage project team
members and define their roles and
responsibilities.
– Explain the concept of employee relations, the
union management framework and the role that
managers and HR play to ensure a positive work
environment.

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 CHAPTER I-
OVER VIEW OF HUMAN RESOURCE
MANAGEMENT

• Introduction and definition of HRM

• Objectives of Human Resource Management
• Characteristics of HRM
• Roles and Functions of HR Manager
• Evolution of Human Resource Management

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 CHAPTER II-
HRM ENVIRONMENTS

• The external environment

• The internal environment
• Human resource management model

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 CHAPTER III-
JOB ANALYSIS AND HR PLANNING
• Meaning and definition of job analysis
• Steps in job analysis
• Methods of collecting JA information
• Importance of job analysis information
• Meaning and definition of HR planning
• Purpose of human resource planning
• steps[procedures] in HR planning
• factors affecting human resource planning
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 CHAPTER IV-
RECRUITMENT & SELECTION AND
ORIENTATION
– Employee Recruiting
• Features and purpose of recruitment
• Factors governing recruitment
• Sources and methods of recruitment
– Employee Selection
• Selection criteria and the selection process
• Factors governing selection
– Orientation [induction]
• Issues of orientation
• Levels of orientation
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 CHAPTER V-
PERFORMANCE APPRAISAL,
TRAINING AND DEVELOPMENT
– Purpose of performance appraisal
– Performance appraisal steps
– Performance appraisals methods
– Objectives of training and development
– Process of training and development
– Training and Development methods

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 CHAPTER VI –
COMPENSATION, PROMOTION,
TRANSFER AND SEPARATION
• Importance of compensation
• Types of compensation
• Approaches to employees benefit
• Types of promotion
• Purpose of transfer
• Types of transfer
• Types of separation
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 CHAPTER VII –
INTEGRATION AND MAINTAINACE

• Employee discipline
• Labor relation
• Collective bargaining
• Grievance handling

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 Evaluation

• Final Exam 50%

• Article Review (Individual Work) 20%
• Term paper or Case Analysis (Group work) 30%

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 Quick Brainstorm
• Why we learn Human Resource Management
(HRM)?
• Any benefit at Personal, Organizational or
Nation development/building?

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 Quick Brainstorm
"An investment in knowledge always
pays the best interest“
(Benjamin Franklin)
“Educating the mind without educating the
heart is no education at all” ( Aristotle)
-The balance between the mind and the heart,
intellectualism and rationalism matters most.

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 Chapter one: Overview of Human Resource
Management
Chapter outline:
– Introduction and definition of HRM
– Objectives of Human Resource Management
– Characteristics of Human Resource Management
– Roles and Functions of Human Resource Manager
– Evolution of Human Resource Management

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 Introduction
• Human resource
– is the most important input to achieve
organizational objectives (others are
materials, information, capital)
– is the only dynamic factor of production
– Without it other factors of production are
useless and idle

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What differentiate HR to other organizational Inputs?

• Human resources
– can be motivated
– It is the only factor of production which produces
more than its input
– is mobile
– It is the only resource which gains more knowledge
and skilled in the long run, where the other
resources goes depleting

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What differentiate HR to other organizational Inputs?

– It is the Human Resource that moves the

wheels of organizations effectively

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What differentiate HR to other organizational Inputs?
• HRM
– is the Nervous system of an organization

– is the Backbone of an organization

Generally Speaking, the proper utilization of human

resources help to achieve organization objectives

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 Definition of Human Resource Management (HRM)
• Human Resource Management (HRM)
• is the planning, directing, organizing and
controlling of procurement, development,
compensation, integration, maintenance and
separation of human recourses to the end that
individual, organizational and societal objectives
are accomplished (Edwin B. Fippo)
• is the process of attracting, holding and
motivating people involving all managers (Dunn
and Stephens)

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Definition of Human Resource Management (HRM)

– HRM
• concerned with all activities involved in determining
an organization’s human resource needs, as well as
acquiring, training, and compensating people to fill
those needs

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Typical HR Issues
– How many employees?
– What skills are needed to satisfy plans?
– Availability of people in the workforce?
– What qualifications must employees
have?
– Cost of staffing?

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Objectives of Human Resource Management

• Organization objective:
– is the creation of a work force with the ability and
motivation to accomplish the basic organizational
goals.
• Personal objective:
– they relate to the satisfaction of the personal objectives of
the members of an organization through monetary and
non-monetary devices.
• Societal objective:
– relate to the satisfaction of social and community
objectives
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 Characteristics of Human Resource Management
• HRM
– is concerned with managing people at work and with their
group relationship.
– is concerned with employees, both as individual and as a group
and aim to their achieve objectives in turn to achieve
organizational goals.
– is concerned with helping the employees to develop their
potentials and capacities to maximum possible extent, so that
they can derive great satisfaction from their job.
– is always there in any organization because recruitment,
selection, development, utilization of people is integral part of
any organization.
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 Characteristics of Human Resource Management
• HRM is of a continuous nature.
– it requires a constant alertness and awareness of human
relations and their importance in every day operation
– It enhances performance of employees in achieving goals
– It opens channel of communication.
– It is goal oriented
– It requires participation
– It attempts at getting the willing cooperation of the
people for the achievement of the desired goals.

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Roles of Human Resource Manager
• Personnel role
• Welfare role
• Clerical role
• Fire-fighting legal role
• Counselor role
• Mediator role
• Spokesman role
• Problem Solving role
• Change Agent role
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 Roles of Human Resource Manager
• Personnel role:
– gives advice to management on effective use of
human resource.
– The manager also plan man power
requirement, recruitment, selection, training
and development programs and assess
individual & group behavior.

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 Roles of Human Resource Manager
• Welfare role:
– the HR manager undertakes organizational
problems and manages services like canteen
facilities and transport facilities and provides
other amenities to employees.
– He/she also engage in giving counseling,
motivation, leadership, and communication

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 Roles of Human Resource Manager
• Clerical role:
– The HR Manager takes care of the administration of
wage & salary, maintain records and give proper
incentives to employees.
• Fire-fighting legal role:
– The HR Manager has to settle the disputes & takes
disciplinary actions.
– He/she act as a legal manager and as intermediary in
handling of grievances.
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 Roles of Human Resource Manager
• Counselor role:
– The HR Manager will discuss with employees
about their health, mental, physical and career
problems.
• Mediator role:
– The HR Manager plays the role of peace maker
offering to settle the disputes that may arise
among individuals or groups.

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 Roles of Human Resource Manager
• Spokesman role:
– The HR Manager acts as a representative of the
company, because he has a better overall long
range organizational planning.
• Problem Solving role:
– The HR Manager act as a problem solver with
respect to the issues that involve human resource
management and overall long range
organizational plan.

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 Roles of Human Resource Manager
• Change Agent role:
– The Human Resource Manager works as
change agent with in the organization because
he/she is best suited to introduce and
implement major institutional changes.

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 Function of Human Resource Manager
• The Functions of Human Resource
Management can be discussed in two
broad heads:
1.Managerial functions, and
2.Operative or Service functions

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 Managerial Functions

Managerial
Functions
1

Controlling

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 Managerial Functions
• Planning:
– the determination of human resource program in
advance to contribute to organization goals
• Organizing:
– HR managers must form an organization by
designing the structure of relationship among
jobs, personnel and physical factors

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 Managerial Functions
• Staffing:
– Process through which organization ensures it always
has proper number of employees with appropriate skills
in right jobs at right time to achieve organizational
objectives
• Directing:
– It is getting people together and asking them to work
willingly and effectively for the achievement of
organizational goals.
• Controlling:
– It is the process of measuring current performance and
guide them towards the plan
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 Operative Functions
• Procurement:
– It is concerned with the obtaining of the proper kind
and number of human resource necessary to achieve
organizational goal. It deals specifically with
determination of human resource requirements, their
recruitment, selection and placement
• Development:
– the development of human resources by increasing
their skill through training to achieve job
performance properly
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 Operative Functions
• Compensation:
– Proper compensation system takes into
consideration, job classification, job evaluation,
wage policies, wage systems, wage rates and wage
incentive schemes
• Integration:
– It is concerned with the attempt to affect a
reasonable reconciliation of individual, societal
and organizational interests

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 Operative Functions
• Maintenance:
– It deals with sustaining & improving the conditions that
have been established. It is pointed on taking care of
physical and mental wellbeing of the employees, like safety
& health measures and employees’ service program.
• Separation:
– It is return of the employee to the society. The organization
is responsible for meeting a certain requirement of due
process in separation, as well as assuring that the returned
citizen is in a good shape as possible (most frequent in
project works)

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 Interrelationships of HRM Functions

• All HRM functions are

interrelated
• Each function affects
other areas

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 Evolution of Human Resource Management

 Major Milestone (Human Relations Era,1927 onwards-

Neo-classical era)
 It was a movement spearheaded by Elton Mayo ( later on
Dale Carnegie, Abraham Maslow, and Douglas
McGregor joined the movement)
• The essence of the movement was the belief that the key to
higher productivity was employee satisfaction
• Hawthorne Studies by E. Mayo contributed a lot to the
humanistic issues which are very important to enhance
organizational productivity.

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 Evolution of HRM cont…
Mayo Concluded that:
1.Individual behavior and sentiments are closely related.
2.Group influences significantly affected individual behavior.
3.Group standards established individual output.
4.Money was less a factor in determining output.
5.Group standards, group sentiments and security provided by
the group were responsible for higher productivity

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 Evolution of HRM cont…
• Dale Carnegie published his work on “How to win
friends and win people”
1. Make others important through a sincere appreciation.
2. Strive to make good first impression.
3. Win people to their way of thinking and by “Never telling a
man that he is wrong”.
4. Change people by praising their good traits and giving the
offender the opportunity to Save face.

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 Hierarchy of Needs Theory
5

Self-Actualzn
Personal /professional growth, autonomy

4Esteem needs
Being consulted, achievement,
encouragement, recognition,
Social needs
Joint Tasks, appreciation, sharing offices,
3 recognition and team membership

Safety needs
2 Job description, role clarity, structure, communication,
safety report meetings, agreements, and contracts
Physiological needs
1
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Decoration, Temperature, Space, Noise, and 1-45
Canteen facilities
 Evolution of HRM
Douglas McGregor
• Introduced Theory X and Theory Y
• Theory X:
– McGregor assumed that average human being dislikes work and will try to avoid it if
possible. Employees are lazy, they must be controlled, coerced and even punished to
achieve organizational goals
• Theory Y:
– suggests that average human being likes work and takes it as natural as play. Employees
can exercise self- direction and self-control and given the proper working conditions,
average person seeks responsibilities

• McGregor in his theory displayed a total recognition of

humanistic approach. He laid stress on delegation of authority,
setting organizational objectives and leaving it to the
employees to attain the same.
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 Evolution of HRM
Evolve to make HR more strategic (Recent
Developments) – Reading Assignment

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 Thank you
Questions and Comments

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