Human Resource

Management
Author: Gary Dessler

Javed Ahmed
 CHAPTER 01

Human Resources Management or Personnel Management is

defined as Planning, Organizing, Directing and Controlling of
the procurement, development compensation, integration,
maintenance and separation of human resources to the end that
individual, organizational and societal objectives are
accomplished.
Human resource management (HRM or simply HR) is
the management of human resources. It is a function in the
organizations designed to maximize employee performance in
service of an employer's strategic objectives.
Planning:
the process of making plans for something.

Planning (also called forethought) is the process of

thinking about and organizing the activities required to
achieve a desired goal. It involves the creation and
maintenance of a plan, such as psychological aspects
that require conceptual skills.
• Organizing: is process of designing the
structure of relationships among jobs, personnel and
physical factors.

• Staffing: The selection and training of

individuals for specific job functions, and charging
them with the associated responsibilities.

• Directing: is also known as “motivation”,

“actuation” or “command” is linked to getting
people to go to work willingly and effectively.
Controlling: concerns with regulating activities
in accordance with the personnel plan, which in turn
was formulated on the basis of analysis of
fundamental organization goals.
Procurement: is concerned with the obtaining
of the proper kind and number of personnel
necessary to accomplish the organizational goals. It
deals with determination of human resource
requirement and their recruitment selection and
placement. The hiring process includes: applications
screening, tests, checking references and conducting
interviews.
. 
Development: deals with increase of skills
through training that is necessary for proper job
performance. This activity of development is
important because of change in technology, re-
alignment of jobs and increasing complexity of
managerial task.
Compensation: is defined as the adequate
and equitable remuneration(payment) of personnel
for their contributions to organizational objectives.
It covers job evaluation wage policies, wage
systems and extra compensation plans.
• Integration: it is concerned with an attempt
to effect a reasonable reconciliation of individual,
societal and organizational interests. It covers
objection, disciplinary action and labor unions.

• Maintenance: is concerned with physical

condition of the employee to be maintained
including health and safety.
Separation: The first function of Human
Resources Manager is hire/secure employee; the last
should be separation and return of that person to the
society in good shape. The separation covers:
retirement, layoff, discharge etc.
CHALLENGES OF A MODERN HURMAN
RESOURCES MANAGER
• changing Mix of workforce
– Increased No: of minority members entering
occupations with greater skills
– increasing level of formal education for entire
workforce
– more female employees (flexible working hours +
sharing of jobs by 2-3 or more people)
– more married female employees
– more working mothers
Changing personal values of the workforce
– Work ethics: has spiritual meaning which includes
punctuality, honesty, diligence fringe(extreme) benefits
linked with skills required for the job.
– Flexi time: allows flexibility of working hours. Flexi
time was 1st started in Germany and then by other
countries.
– Redesigning of job.
– Benefits to the Employer: due to Flexi time:
• Enhanced productivity
• Reduced absenteeism
• Improved morale and reduced turn-over.
• changing expectations of
citizen-employees
– improved quality of working life
– right of speech
– right of privacy
Maintenance: Occupational Safety and Health
Act 1970 (enforces standards through
inspection and fines)
Separation:
– Social Security Act, 1935 (retirement benefits
and unemployment compensation to those laid
off by firms.
– Employee retirement Income Security Act, 1974
(pensions + ownership of shares)
Changing demands of government
– National Legislation – P/M is more legalized
society:
– Federal Law relating to:
– Procurement:
• Civil Rights Acts 1964 (no discrimination on basis
of race, color, religion, nationality & gender)
• Equal opportunity Act, 1972 (direct court action)
• Rehabilitation (treatment)Act, 1973 (to hire
handicapped(disable) people)
Development
• National Apprenticeship Program
Act, 1937
• Manpower Development & Training
Act, 1962
• Civil Rights Act, (1964) relates to
training program.
Compensation
• Davis – Bacon Act, 1931 – (minimum
wages for govt. construction work)
• Fair labor standards Act, 1938 (sets
minimum wages + overtime hours in
commerce
• Equal Pay Act, 1963 (Equal pay for
men and women for same job)
• Civil Rights Act, 1964 (applies to
pay)
Integration
• National Labor Relation Act
(Wagner) 1935 (gives right to form
unions on employer)
• Labor Management Relations Act
1947 (obligation for proper
bargaining on Unions)
• Civil Rights Act, 1964 (applies to
discipline Age Discrimination Act,
1967.