Lecture One Summary

Human Resources Management Definitions: 1. Strategic, integrated, coherent approach for the development and well being of people working in the organization. 2. All managerial decisions that affect the relationship between the organization and its employees. Human Resources Objectives:  To achieve success through people  Increase organizational effectiveness  Ensure the utilization of available resources  Enable the organization to capitalize on new opportunities  Consider the rights & needs of people through social responsibility How to create value through Human Resources Management?? Balance between the needs of the firm and the needs and aspirations of the people Personnel Management: Administrative discipline of hiring & developing employees to add value to the organization. Personnel Management aspects:  Staffing  Contractual obligations  Focus on managing workforce not resources  More administrative in nature  Work as a medium between the workforce and the top management  Workforce centered Human Resources Management aspects:  Puts people first  Secure management objectives through maximizing return on investment  Broader scope of vision  Focus on planning, monitoring, & controlling of resources  Resources centered Unitary View of HRM: Believes that people inside the organization share the same goals and work together as one team Pluralist View of HRM: Claims that the interests of the employees are not necessarily matched with their employers and that the Unitary view is unrealistic and against the interest of the employees.


Human Resources Management Summary Prepared by: Mustafa Elmasry

Organization Structure: The system which facilitates task allocation. values. Job/Role Design: Applying socio-technical principles to the humanization of work in order to increase job satisfaction & quality of work. and structure of an organization so that it can better adapt to new technologies. 2 Human Resources Management Summary Prepared by: Mustafa Elmasry . Organization Development: a complex educational strategy intended to change the beliefs. challenges. attitudes. coordination.Treating People as Assets: Notion now is to treat people as assets rather than variable costs as the people with their skills and capabilities contributes in the success of the organizations as a major source of gaining competitive advantage. and the dizzying rate of change itself. & supervision among individuals in the organization that ensures the fulfillment of the organizational goals Employee Resourcing: Ensures that the organization obtains and retains the human resources needed and employs them effectively and efficiently. markets. Workforce Planning: Process for ensuring that an organization has suitable access to talent to ensure future business success.

unions. problem resolutions. Pay Management: The administration of the financial records of employees' salaries. and issues of collective bargaining. conflicts. grievances. bonuses. incentives. 3 Human Resources Management Summary Prepared by: Mustafa Elmasry . Salary Survey: Conducted with other employers to determine pay levels for specific job categories. Employee Relations: Communications between management and employees concerning workplace decisions. Job Evaluation: The process of determining the worth of one job in relation to that of the other jobs in a company so that a fair and equitable wage and salary system can be established. appraisal. Employee Reward Management: The analysis and effective control of employee remuneration. teams. Employee Downsizing: Reduction of the workforce to improve profitability or cutting costs Employee Records: Contains information such like (Employee’s performance. net pay. problems. etc…) Employee Learning and Development: Organizational activity aims at bettering the performance of individuals and groups. deductions. and deductions Employee Benefits: Non-wage compensations provided to employees in addition to their normal wages or salaries. Employee Retention: Ability of an organization to retain its employee. Performance Management: Activities ensure that goals are consistently being met in an effective and efficient manner. Selection then consists of the processes involved in choosing from applicants a suitable candidate to fill a certain post. bonuses.Recruitment and Selection: Recruitment is the process of identifying the organization needs to employ someone up to the point at which application forms for the post have arrived at the organization. in terms of managing departments. contractual obligations. wages. pay slips. It assesses the nature and extent of rewards and the way they are delivered as well as considering their effect on both the organization and staff. individuals or even processes.

2.Industrial Relations: Studies various employment situations not just unionized ones. Determine corporate and functional strategies for achieving goals and competitive advantage These may include growth or diversification. Health & Safety: Part of the HR activities concerned with the protection workforce’s health and safety in the work environment. Strategic HRM: Defines how organizational goals can be achieved through people. Analyse existing strategies to determine their relevance in the light of the internal and external appraisal. quality or cost leadership. What is Strategy?   Integrated course of actions to achieve a certain goal. Strategy is the approach selected to achieve defined goals in the future Strategic Management: Set of decisions and actions to formulate and implement designed strategies to achieve organizational objectives. Define the distinctive capabilities of the organization. Set objectives. Prepare integrated action plans for implementing strategies. 6. Conduct a SWOT analysis. innovation. & through integrated HR policies and procedures 1. 4 Human Resources Management Summary Prepared by: Mustafa Elmasry . Define the mission. 7. 4. 3. ‘Have we sufficient human or financial resources available now or that can readily be made available in the future to enable us to achieve our objectives? 5. or technological development or human resource development.

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