HUMAN RESOURCE

MANAGEMENT
Concepts, Process, Challenges &
Importance
By:-
Ghulam Murtaza
Irfan Yousaf
Sara Anjum
Muhammad Azeem
Qurratul Ain
 BRIEF HISTORY & CONCEPTS
• Historical Traditions
• Time to Time Management of People
• US Economy Revolution (Agri - Industrial)
• 1902 a US company separated to handle employees
• 1935 National labor Act
• 1960-1970 Equal Pay Act, Civil Right Act
• 1970 Occupational Safety & Health Act
• 1970’s “Human Capital Theory” & “Human Asset Accounting”
• 1981 Harvard Business School (HRM as a course in MBA)
HUMAN RESOURCE MANAGEMENT

HRM is the process of procuring

developing and maintaining
competent workforce to achieve
the goals of an organization in a
effective and efficient manner.

All those activities associated

with the management of the
employment relationship in the
firm refer to HRM.
 PROCESS / FUNCTION OF HRM
Activities necessary for staffing organization &
sustaining high employee performance.

 HR Planning
 Recruitment
 Selection
 Orientation
 Training
 Performance Management
 Compensation & Benefits
 Career Development
 HR PLANNING
HR Planning means right number, right
people at the right place in right time to
achieve organization goals with efficiency
and effectiveness.
• Job Analysis
• Job Description
• Job Specification
 HR RECRUITING
It is a process of locating, identifying and
attracting capable applicant. This is done by
using “Internal & “External Resources”.
• Transfer • Internet
• Promotion • Ads
• Rotation • Walk in
• Employee Referrals • Recruiting Agencies
• Self Nomination • College / Universities

DECRUITMENT: Techniques for reducing labor

supply in case of surplus staff.
Firing, Layoffs, Transfer, Reduce Work Week, Job
Sharing
 HR Selection
It is a process of screening job applicant to
ensure most appropriate candidate.
• Written Test
• Interview
• Physical Examination
• Investigation
• Performance Simulation Test
• Presentation
 HR ORIENTATION
Introduction of new employee to job &
organization.

• WORK UNIT ORIENTATION

(How unit contributes to Organization and
Intro to co-workers)

• ORGANIZATIONAL ORIENTATION
(Organizations Rules regulations,
procedures, Objectives)
 HR Training
Skills to be altered and updated with time.
Technical: Basic skills enhanced
Interpersonal: Develop communication, share
knowledge and ideas
Problem-Solving: Sharpen Logic, define
problems, develop alternatives
• Job Rotation
• Lectures
• Simulation Exercises
HR Performance Management
Setting standards & evaluating to arrive at
an HR Objective Decision & documentation
to support those decisions.
APPRAISAL METHODS
• Written Essays
• Behavioral Anchored Rating Scale
(BARS)
• Mulitiperson Comparison
• Individual Ranking
• 360 degree feedback
HR CAREER DEVELOPMENT
Career is a sequence of positions held by a
person during life time.
Career Development is designed to help
employees to advance their lives, focus to
provide information, training & assessment
to realize goals.
Another purpose is to attract & retain
talented employees.
 CHALLENGES FACED BY HRM
Changing business cultures due to competition,
fast paced market & external factors HRM Faces
considerable challenges.
 INDIVIDUAL CHALLENGES
 ORGANIZATIONAL CHALLENGES
 NATIONAL CHALLENGES
 INTERNATIONAL CHALLENGES
 CHALLENGES FACED BY HRM
INDIVIDUAL ORGANIZATIONAL
• Power
• Education • Promotion
• Experience • Biases
• Attitude • Nature of Org.
• Family • Org. Development
• Gender • Downsizing
• Language • Size of workforce
• Employees Expectations
 CHALLENGES FACED BY HRM
NATIONAL INTERNATIONAL
• Legal Issues • Diversity
• Cultural Issues • Labor laws
• Political Stability • Globalization
• Law and Order • Information Technology
• Technology • Disaster & other
• Disaster & other Calamities
Calamities
 QUESTIONS???
For further queries if any, u may contact at:-

m.azeem78@yahoo.com

luckymalik@yahoo.com

g_murtaza@ymail.com

Thank you!