Human Resourse Management

by Bilal Chaudhry
bilalbilal001@gmail.com

Basic Concepts

PRODUCTIVITY

Productivity Input-----process-------output Productivity is Output/input Optimum productivity: Max output with Min output

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profitability
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More than actual or original Surplus Money Market share (FV: 10; MV 400) Market segment Large no of customers

In the form of

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Productivity of a system

TIME
Money Technical

HR

Productivity of a system
Time is the boundary of any system Productivity within time is marvelous

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Goal vs objectives

Goals: Objective: Goals are 5 Objectives year plans are yearly planned

O b j ct e H i rch y ra

management
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Is a process, chain of activities, cycle Design, draw, make create, innovate something

management
Is designing and maintaining an ‘Environment’ where individuals can work together in groups to accomplish a goal/objective,

Key terms used

Designining and maintaining: creation and sustaining something new Environment: a particular atmosphere, objects, directions, proper communication, peaceful condition, that can help in work properly and feasibly. Group: different departments Effectiveness: achieving a project within a given domain ( 100,000+ 4 W.F, 30 Days)

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Human Resource Management

“HRM is the planning, organizing, leading, controlling of procurement integration, development, compensation and separation of HR so they cab achieve their personal, organizational and societal goal easily” Framework, structure, infrastructure and function of HR.

What we have to do/obtain is planned in advance. Achievement of goal is dependant on planning Refining objective: everything should be in quantitative manner Verification of goal: policies, procedures, methods are course of action. Justification, feasibility of object, benefit, people, time, quantity of product Advantages and disadvantages Object with greater advantages & less

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organizing

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Implementation of plan Identification of activities required to achieve objective Classification of activities (marketing, finance, accounting) Assigning the work (structure, positions & authority in org)

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Authority is the legal right. Persons selected, appointed, hired, designated are called authorized persons Power is ability to influence, inspire others without legality Who is using power is called leader. Social leaders…. Quaid, Iqbal, Edhi

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HR is staffing itself Controlling start with planning

PROCESS OF CORRECTING: Review last performance Sorting out problems Positive criticism

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PROCESS OF CORRECTING(STEPS)
1. Establishing the standards of performance (job expectations) 2. Matching actual performance with SOP
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Measuring the variation to guide people Stopping the repetition Controlling is ongoing process Regards, bonuses, incentives

3.

procurement

Procurement/hiring/staffing

1. Recruitment 2. Selection 3. Placement

Organizations job analysis (vacancies, positions) Selection: to get most appropriate candidate

Objectives of hiring

Selection: to get most appropriate candidate Recruitment: Maximization of no of applicants Maximization of choice set Internal screening ( screening irrelevant) Selection process is for eligible applicant Selection techniques tests

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Test types
1. Intelligence test : to check IQ level 2. Aptitude test: for competency of candidate, Maths, English, Gen knowledge 3. Professional test (occupational test): explore interests, skills, techniques. 4. Psychological test: check moods, atitude, behavior,

interviews
1. Structured 2. Semi-structured (formal & informal) 3. Assessment centrers: artificial enviornment
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engineer Lecturer Police shooting

placement

Issuance of appointment letter to finally selected candidate Adjusting them in organization Training about their job

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Placement types

Orientation: complete verbal introduction of organization, dept, people, products, services, history, volume of business, segment, culture of organization, procedures, style etc Socialization: generating familiarity after proper introduction with supervisor, colleges, subordinates

Human resource planning

The process of analyzing and identifying the need for and availability of HR of a firm, industry, country and global level Micro: process of forecasting demand and supply of HR for specific organizations. Demand & supply of labour after analysis Macro: assessing and forecasting the demand of HR and availability

Objectives of micro hrp
1. To prevent organization from overstaffing or understaffing 2. To ensure availability of alternativest 3. To ensure that the organization is responsive to enviornment according to change in enviornment. Like change in style fashion, technology and season 4. To provide directions to all HR activities, manuals, compansations, reward, policies

Objectives of macro hrp
1. To forecast economic & business environment, ups & downs by advance programming 2. To estimate future demand of no & type of skills by various industries 3. To ensure effective labour supply through interacting with educational institutions like colleges and universities

Objectives of hrp
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To maximise the productivity of HR HR requirements from HRP Strategic implications of proposed strategic plan Implication of strategic plan for staffing, training, development and management succession(step by step progress) How shortfall in the supply of skilled labour impacts various firms Attracting, retaining, motivating & rewarding employees

procurement
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Process of maximizing the no of applicants towards vacant seats Internal: employees of the organizations apply External: people outside the organization apply for a vacant seat

Types of procurement
1.Internal recruitment

Employee referrals: people referred by the employee working in organization Nepotism: to give favour to the dear or relative of the authority

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2.External recruitment:
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Advertisement: TV, radio, internet, papers,magazines etc Colleges & institutions Head hunters: organizations that help finding the right person. They work n commission. E.g. Rozee.pk, Brightspyre etc. Walk in/ Write in: Govt. employment agencies: CSS, PCS Military forces:

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1.

Job analysis & job design
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Fundamental activity after HRP Job analysis Job design Job Analysis: Analysis of position, infrastructure, hirarchy of organization. Excess of resourses or over-employment can be considered by seeing hirarchy. Analysis is used to identify & determine the particular job, duties and requirement.

Relevant importance: work in chain process Job analysis: judgments are made about data collected regarding a particular job. Every person should have adequate amount of work

1. Analysis 2. Design 3.

Objectives of job analysis
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It indicate the training needs. Salary survey information To select a selection plan Good together work of individual and team Various position physical need Validity discrimination complains

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Compensation system & payroll system Salary packages, allowances ….work activities …human behaviur …SPO’s Human reqirement Performance standards

Methods of job analysis
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Data gathering Questionnare Desk auditing Individual/group interview Observation Diary methods Critical instance Recording Job performance

Which sort of data is gathered
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List of tasks List of decision made by employee Supervision made

Various aspects to be analyzed
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Duties in task environment Relationship environment Tools & equipments requirements

Job design
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Job rotation Job enlargement Job enrichment

Job description
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Supply customer chain is performed Job in & job out concept

Job specification

Minimum requirement

Job evaluation Scenario of job

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Downsizing Rightsizing Outsourcing

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