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PRESENTATION ON

HUMAN RESOURCE MANAGEMENT

By
Naeem Raza
Maaz Chohan
Hammad Arshad
Waqar younus
 HRM encompasses all management decisions and
activities that affect or influence the people of the
organization .
 HRM is the organisational function , which can also be
performed by Line managers , that deals with issues
related to people like recruitment , compensation ,
performance appraisal , health , safety , training &
development , motivation etc .
Pervasive
force
Action
Continuous oriented
function

Individu-
ally
Interdisc- oriented
iplinary
function

Nature People

Auxillary
Of HRM oriented

service

Future
oriented
Compre-
hensive
function
Integrati-ng Develo-
mechanism pment
oriented
Welfare Aspect

Personal Aspect

Industrial Relations
Aspect
There are two types of functions of HRM as follows :
1- Managerial
2 – Operational

Managerial functions are as follows :


A – Planning
B – Organising
C – Directing
D - Controlling
Operative functions are as follows :
A – Procurement :
- Job Analysis
- HR Planning
- Recruitment
- Selection
- Placement
- Induction
- Internal mobility

B – Development :
- Training
- Executive development
- Career planning
- Succession planning
- Human resources development
strategies
C – Motivation And Compensation :
- Job design
- Work scheduling
- Motivation
- Job evaluation
- Performance and potential appraisal
- Compensation administration
- Incentives benefits and services

D – Maintenance :
- Health
- Safety
- Welfare
- Social Security
E – Integration :
- Grievances
- Discipline
- Teams and team work
- Collective bargaining
- Participation
- Empowerment
- Trade unions
- Employers’ association
- Industrial relations
F – Emerging Issues :
- Personal records
- Personal audit
- Personal research
- HR accounting
- Human Resource Information System ( HRIS )
- Job stress
- Counselling
- Mentoring
- International HR
HRM in Small Scale Unit :

Owner /
Manager

Production Sales Office


Accountant
manager Manager Manager

Personal
Assistant
Chairman / MD

Director Director Director Director


Director
Production Finance HRM Marketing R&D
Director HR

Manager
Manager Admin Manager HRD Manager IR
Personnel

Training &
Appraisal
Development

PR Canteen Medical Welfare Transport Legal

Grievance Compen-
HRP Hiring Handling sation
Product
subsystem

HR Subsystem
Procurement
Finance Training Marketing
subsystem Compensation subsystem
Appraisal
Rewards

Technical
subsystem
1. The Fombrum Model
Human resource
development

Organisational
Selection Appraisal
effectiveness

Rewards
SHRM is built around three important propositions :

1. The human resources are major source of competitive


advantage , people can make or break organisation .

2. Successful organisational performance depends on a close fit


between business and human resource strategy

3. Individual HR strategy should cohere by being linked to each


other to offer mutual support .
“Human resource managers , nowdays , wear
many hats . They perform mainly three
different types of roles while meeting the
requirement of employees and customers
, namely administrative , operational and
strategic .”
- Mathis and Jackson , Ulrich
1. Administrative Roles–
 Policy maker
 Administrative expert
 Advisor
 Housekeeper
 Counsellor
 Welfare officer
 Legal consultant
2. Operational Roles –
 Recruiter
 Trainer , developer and motivator
 Co-ordinator / linking pin
 Mediator
 Employee champion
3. Strategic Role–
 The strategic role of HR management focuses
attention on how to enable ordinary employees
to turn out extra ordinary performance , taking
care of their ever-changing expectations .
 The key areas of attention include effective
management of key resources ( employees
, technology , work process ) while delivering
cost effective , value enhancing solutions .
 Change agent
 Strategic partner
Company Strategy

Attract an Effective Workforce


HRM planning
Job analysis
Forecasting
Recruiting
Selecting
Maintain an Effective Workforce
Develop an Effective Workforce
Wage and salary
Benefits Training
Labor relations Development
Terminations Appraisal

39
Business
Mastery

Personal
Credibility

HR Change
Mastery Mastery