Human Resource Management

Gary Dessler 16th Edition

Instructor: Raza Hussain Lashari M.Phil. (Leadership & Management)

Senior Lecturer Department of Management Sciences

E.mail: razahussain10312@gmail.com

GRADING BREAKUP AND POLICY

%age
Sr# Item Weightage
1 Assignment 10

2 Quiz 10

3 Term Project Presentation/Class Participation 05

4 Mid Term Examination 25

5 Final Term Examination 50

Recommended Textbook:
1.Human Resource Management by Gary Dessler (16th Edition (2022)
2.Notes/other material
Raza Hussain Lashari (Senior Lecturer DMS)
Raza Hussain Lashari (Senior Lecturer DMS)
Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

1.1 Personnel Management to Human Resource Management

Personnel management is not new. Ancient armies and organized efforts always required attracting,
selecting, training and motivating workers. Late 1800s, labor problems began arising in many of the post-
industrial revolution’s new factories. Soon employers were sitting up “welfare offices” and welfare
secretaries” to manage activities like factory wash-room, “safety bureaus” to oversee plant safety.
By 1900, employers set up the first “hiring offices”, training programs, and factory schools. Personnel
management had begun.
New union laws in the 1930s added “helping the employer deal with unions” to personnel’s tasks.
New equal employment laws in the 1960s made employers more dependent on personnel management to
avoid discrimination claims.
By the 1970s, globalization made gaining a competitive edge through engaged employees and therefore
personnel management increasingly important.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

What is Human Resource Management?

To understand what human resource management is, it’s useful to start with what managers
do. Upwork is an organization. An organization consists of people (in this case, people like
Upwork’s own in-house Web designers and managers) with formally assigned roles who
work together to achieve the organization’s goals. A manager is someone who is responsible
for accomplishing the organization’s goals, and who does so by managing the efforts of the
organization’s people.
Organization
A group consisting of people with formally assigned roles who work together to achieve the
organization’s goals.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

WHO are managers?

A manager is someone who coordinates and oversees the work of other people so organizational goals can be accomplished.

MANAGERIAL LEVEL
Top Managers
Who are responsible for making organization-wide decisions and establishing the plans and goals that affect the entire organization.
e.g. Managing director, Chief operating officer, Chief executive officer, or Chairman of the board.

Middle Mangers
Those managers between the lowest level and top levels of the organization who takes information from top and deliver first line
managers.
e.g. Regional manager, Project leaders, Division manager.

First-Line Managers
who manage the work of non- managerial employee.
e.g. Supervisors or even shift managers, office managers.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

What do managers do?

Simply speaking, management is what managers do.

Management involves coordinating and overseeing the work activities of others so their
activities are completed efficiently and effectively.
Efficiency refers to getting the most output from the least amount of inputs or resources.
Effectiveness is often described as “doing the right things,” that is, doing those work
activities that will result in achieving goals.

Most writers agree that managing involves performing these basic functions: planning, organizing,
leading, and controlling.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Manager Human Resource Manager

A manager is someone who coordinates and The human resource manager is primarily
oversees the work of other people so responsible for coordinating the
organizational goals can be accomplished. management of human resources to help
the organization achieve its goals.

Manager Leaders
Managers are appointed and have legitimate Leaders are those persons who are able to
power within the organization. influence others and who possess
managerial authority.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Line and Staff Aspects of Human Resource Management

All managers have always been, in a sense, human resource managers, because they all get involved in
recruiting, interviewing, selecting, and training their employees. Yet most firms also have a human resource
department with its own top manager. How do the duties of this human resource manager and department
relate to the human resource duties of sales and production and other managers? Answering this requires a
short definition of line versus staff authority.
Authority is the right to make decisions, to direct the work of others, and to give orders.

Line Authority Staff Authority

Traditionally gives managers the right to issues Gives a manager the right to advice other
orders to other managers or employees managers or employees
Line Managers Staff Managers
A manager who is authorized to direct the work A manager who assists and advises line
of subordinates and is responsible for managers.
accomplishing the organization’s tasks. Human Resource Managers are usually staff
managers.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Manager’s Functions/ POLCA

Planning: determining organizational goals and the means for achieving them
Organizing: deciding where decisions will be made, who will do what jobs and tasks,
and who will work for whom
Leading: inspiring and motivating workers to work hard to achieve organizational goals
Controlling: monitoring progress towards goal achievement and taking corrective action
when needed
Assure: Good managers are those who assure themselves to perform these functions
well.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Skills for managers

Robert L. Katz proposed that managers need three critical skills in managing: technical, human and
conceptual.
Technical skills are skills include knowledge of and proficiency in a certain specialized field, such as
engineering, computers, accounting, or manufacturing. These skills are more important for first line
managers.
Human skills are know how to communicate, motivate, lead, and inspire enthusiasm and trust. These
skills are equally important at all levels of management.
Conceptual skills are the skills managers must have to think and to conceptualize about abstract and
complex situations. These skills are important for top level managers.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Skills for managers

Robert L. Katz proposed that managers need three critical skills in managing: technical, human and
conceptual.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Human Resource Manager

The human resource manager is primarily responsible for coordinating the management of human
resources to help the organization achieve its goals.
Today’s HR manager should exhibit
●Leadership and Navigation The ability to direct and contribute to initiatives and processes within the organization

●Ethical Practice The ability to integrate core values, integrity, and accountability

throughout all organizational and business practices

● Business Acumen The ability to understand and apply information with which

to contribute to the organization’s strategic plan

● Relationship Management The ability to manage interactions to provide service

and to support the organization

●Consultation The ability to provide guidance to organizational stakeholders

●Critical Evaluation The ability to interpret information with which to make

business decisions and recommendations

● Global and Cultural Effectiveness The ability to value and consider the perspectives

and backgrounds of all parties

● Communication The ability to effectively exchange information with stakeholders

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Human resource management (HRM)

is the process of acquiring, training, appraising, and compensating employees, and of attending to their
labor relations, health and safety, and fairness concerns.
These include
●● Conducting job analyses (determining the nature of each employee’s job).
●● Planning labor needs and recruiting job candidates.
●● Selecting job candidates.
●● Orienting and training new employees.
●● Managing wages and salaries (compensating employees).
●● Providing incentives and benefits.
●● Appraising performance.
●● Communicating (interviewing, counseling, disciplining).
●● Training employees and developing managers.
●● Building employee relations and engagement.
And what every manager should know about:
●● Equal opportunity and affirmative action.
●● Employee health and safety.
●● Handling grievances and labor relations.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Human Resource Management and its Functions

HRM is a process of acquiring, training, appraising, and compensating employees, and attending to
their labor relations, health and safety, and fairness concerns.
Human (Homo-sapiens – Social Animal)
Resources (Human, Physical, Financial, Technical, Informational etc)
Management (Function of Planning, Organizing, Leading & Controlling of organizational resources to
accomplish goals efficiently and effectively)
Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Human Resource Management and its Functions

1.1 Staffing (HR Planning, Recruitment & Selection)
Human resource planning (HRP) is the process of systematically reviewing human resource
requirements to ensure that the required numbers of employees, with the required skills, are available
when needed.
Job analysis is the systematic process of determining the skills, duties, and knowledge required for
performing specific jobs in an organization
Recruitment is the process of attracting such individuals in sufficient numbers and encouraging them
to apply for jobs with the organization.
Selection is the process through which the organization chooses, from a group of applicants, those
individuals best suited both for open positions and for the company.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

1.2 Human Resource Development (HRD)

A major HRM function that consists not only of training and development but also
individual career planning and development activities and performance appraisal, an activity
that emphasizes T&D needs.
Training is designed to provide learners with the knowledge and skills needed for their
present jobs.
Development involves learning that goes beyond today’s job; it has a more long-term focus.
Career planning is an ongoing process whereby an individual sets career goals and identifies
the means to achieve them.
Career development is a formal approach used by the organization to ensure that people with
the proper qualifications and experiences are available when needed.
Through performance appraisal, employees and teams are evaluated to determine how well
they are performing their assigned tasks.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

1.3 Compensation and benefits

The term compensation includes all rewards that individuals receive as a result of their
employment
Pay: The money that a person receives for performing a job.
Benefits: Additional financial rewards other than base pay include paid vacations, sick leave,
holidays, and medical insurance.
Non-financial rewards: Non-monetary rewards, such as enjoyment of the work performed or
a pleasant working environment.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

1.4 Safety and health

Safety involves protecting employees from injuries caused by work-related accidents.
Health refers to the employees’ freedom from illness and their general physical and mental
well-being.

1.5 Employee and labor relations

This function talks about why workers organize, outlines the basics of labor law of Pakistan,
and reviews the procedures of labor elections/Unions, collective bargaining, and contract
administration.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Trends Shaping Human Resource Management

The trends include:
i. Workforce demographic trends
ii. Trends in jobs people do
By 2024, service-providing industries are expected to account for 129 million out of 160
million (81%) of wage and salary jobs overall.23 So in the next few years, almost all the
new jobs added in the United States will be in services, not in goods-producing industries.
iii. Technological trends
iv. Globalization
v. Economic trends.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Important Components of Today’s Human Resource Management

Sustainability and Human Resource Management

People increasingly view financial inequity as offensive, more and more people say that
businesses (and their HR teams) can't just measure “performance” in terms of maximizing
profits. They argue that companies’ efforts should be “Sustainable,” by which they mean judged
not just on profits, but also on their environmental and social performance as well.

Employee Engagement and Human Resource Management

Fifth, employee engagement refers to being psychologically involved in, connected to, and
committed to getting one’s jobs done. Engaged employees “experience a high level of
connectivity with their work tasks,” and therefore work hard to accomplish their task-related
goals. Employers expect HR to help achieve employee engagement today.

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Stakeholder Stockholder
A stakeholder is anyone that has an interest or is A stockholder or shareholder is the holder or owner
affected by a corporation. of stock in a corporation. Both the
Other stakeholders in a corporation include the terms stockholder and shareholder refer to the owner
employees, the employees' families, suppliers, of shares in a company, which means that they are
customers, community, and others. part-owners of a business
• Owners
• Creditors
• Employees
• Customers
• Suppliers

Raza Hussain Lashari (Senior Lecturer DMS)

Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Important Terms
Brain Drain: the loss of intellectual property
Downsizing: Periodic reductions in a company's work force
Rightsizing: Employing & maintaining exact number of employees with required skills, abilities and knowledge to
perform the existing number of jobs in an organization.

Ethics
The principles of conduct governing an individual or a group; specifically, the standards you use to decide what your
conduct should be.

Social Responsibility: Corporate social responsibility (CSR) refers to the extent to which companies should and do
channel resources toward improving one or more segments of society other than the firm’s owners or stockholders.

Outsourcing Firms: The process of transferring responsibility for an area of service and its objectives to an external
provider.

Employee empowerment: Giving employees more author (power) to make decisions.

Workplace Diversity: The ways in which people in an organization are different from and similar to one another.
Raza Hussain Lashari (Senior Lecturer DMS)
Part 01: Introduction to Human Resource Management
Chapter 01:Introduction to Human Resource Management

Important Terms
Gig Economy: The Gig Economy, as it is called, is that segment of the labor market which is characterized by
the prevalence of short term contracts or freelance work as opposed to permanent jobs. It is not altogether a
new concept. This working framework has existed since businesses started hiring temporary or seasonal
workers. For a developing country like Pakistan, with unemployment being a concern and with 64% of its
population under the age 30 (the youth, aged 15-29 make up 41.6% of the country’s total labor force, according
to the Pakistan National Human Development Report by the UNDP, the gig economy model may be a welcome
solution.

An Oxford internet Institute (OII) report ranks Pakistan 4th in the global digital gig market place, with about 8%
of the total freelance work in 2017. In 2021, Pakistan generated an amount of $500 million entirely from
freelancing and has ranked the 4th fastest growing markets in the world for freelancers. However, a large
proportion of the labor currently employed within the gig economy in Pakistan tends to be those who are
previously unemployed or have very little experience or skills.

Raza Hussain Lashari (Senior Lecturer DMS)