Human Resource Management

Course Overview & Introduction

Lecture No. 1

Course Instructor: Saba Amin

 Course Contents
• Course overview
• Class Discipline
• Paper Discussion
• Students Evaluation
 Course Objectives

• To help the organization reach its goals.

• To ensure effective utilization and maximum development of human
resources.
• To ensure respect for human beings. To identify and satisfy the needs of
individuals.
• To achieve and maintain high morale among employees.
• To provide the organization with well-trained and well-motivated employees.
• To develop and maintain a quality of work life.
• To be ethically and socially responsive to the needs of society.
• To develop overall personality of each employee in its multidimensional
aspect.
• To enhance employee's capabilities to perform the present job.
• To inculcate the sense of team spirit, team work and inter-team collaboration.
Introduction
 Contents

• Organization

• Management

• Human Resource Management

Organization
 What Is Management?
Management
– the process of coordinating work activities so that
they are completed efficiently and effectively with
and through other people
– elements of definition
• Process - represents ongoing functions or
primary activities engaged in by managers
• Coordinating - distinguishes a managerial
position from a non-managerial one
1-7
 What is Management? (cont.)
Management (cont.)
– elements of definition
• Efficiency - getting the most output from the least
amount of inputs
– “doing things right”
– concerned with means
• Effectiveness - completing activities so that
organizational goals are attained
– “doing the right things”
– concerned with ends
1-8
Efficiency and Effectiveness in
Management
Efficiency (Means)

Resource
Usage

Low Waste High Attainment

Management Strives For:

Low resource waste (high efficiency)
High goal attainment (high effectiveness)
1-9
Management
 What Do Managers Do?
Management Functions and Process
– most useful conceptualization of the manager’s job
– Planning - defining goals, establishing strategies for achieving those
goals, and developing plans to integrate and coordinate activities
– Organizing - determining what tasks are to be done, who is to do them,
how the tasks are to be grouped, who reports to whom, and where
decisions are made
– Leading - directing and motivating all involved parties and dealing with
employee behavior issues
– Controlling - monitoring activities to ensure that they are going as planned

1-11
 HRM Introduction

People

HRM

Human: Social Animal

Resource: Physical, financial, Informational
Management: Utilization of organizational
resources efficiently and effectively
 Conceptual Framework of HRM

HRM Definition:

HRM is a strategic and coherent approach to

manage an organization’s most valued asset i.e.
the people working in it and individually and
collectively contribute to the achievements of the
business objectives
 HRM OBJECTIVES

HRM is a challenging task being dynamic and

exciting, especially in the contemporary world of global
village and economic stagnation world over.
The objectives are:
• Create a strategic policy,
• Plan the work activities
• Coordination for the organization objectives
 HRM FUNCTIONS

HRM carries varieties of activities such as

• Staffing
• Recruitment,
• Training and development
• dealing with performance of employee,
• personnel management,
• employees’ benefits,
• compensation, records and personnel policies.
 HRM POLICIES

Organization follows a system of codified decisions,

established by organization itself which support:
- administrative personnel function,
- performance management,
- employee relations,
- resource planning
- Equal employment opportunities
Fundamentals of Human Resource Management 8e, DeCenzo and Robbins
 Why is HRM Important to an
Organization?
Four basic
functions:
• Staffing
• Training and
Development
• Motivation
• Maintenance
 Key Elements of HRM
HR Planning:
HRP is the process of assessing current HR
capabilities and forecasting future labor
supply and demand to produce HR plans
that will enable an organization to achieve its
strategies objectives.
Recruitment
Involves the initial activity undertaken to attract a pool of suitable
applicants for a vacancy.
Selection
Concerns the choosing of most competent individual from
this pool.
Employee training
A learning experience designed to achieve a relatively permanent
change in an individual that will improve the ability to perform on the
job.

Employee development
future-oriented training, focusing on the personal growth of the
employee.
Orientation
It is done by the supervisor, the HRM staff or some
combination. Formal or informal, depending on the size of the
organization.
Performance Management:
Performance Management System (PMS) provide an integrative
framework of HR policies and practices that enable organizations to
explicitly connect the organization’s strategic intention with the efforts of
its employees and to define work activities and individual or team
objectives according to these intentions.
Performance:
Performance is outlining the mechanism that organizations can use to
minimize individual or team contribution to the achievement of
Organizational objectives.
These (mechanism) can be addressed in Three dimensions:
- ability
- motivation
- opportunity
Managing Career
 How External Influences Affect
HRM

• Strategic Environment
• Governmental Legislation
• Labor Unions
• Management Thought
 Equal Employment Opportunity
(EEO) Aspects of Testing
• A organization must be able to prove:
– That its tests are related to success or failure on
the job (validity)
– That its tests don’t unfairly discriminate against
minority or nonminority subgroups (disparate
impact).
• EEO guidelines and laws apply to all
selection devices, including interviews,
applications, and references.