Human Resource Management

AN OVERVIEW

Instructor: Mukaram Ali Khan

Email-id: mukarram_619@yahoo.com
Contact Number: 0333-4049970
 HRM Functions

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Emp Relati
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Human
Resource
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Management
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Com
Safety and
Health
 Staffing
Process of ensuring the organization
always has:
•Required number of employees
•Employees with appropriate skills
•Employees in the right jobs at the right time
•Constant job analysis, human resource
planning, recruitment, and selection
 Job Analysis

• Systematic process of determining

skills, duties, and knowledge required
for performing jobs in an organization
 Job Analysis Should Answer
• What physical and mental tasks does the
worker accomplish?
• When is the job to be completed?
• Where is the job to be accomplished?
• Why is the job done?
• What qualifications are needed to perform
the job?
 Job Analysis: A Basic Human Resource
Management Tool
 Staffing
Tasks Responsibilities Duties
 Training and
Development
 Performance Appraisal

Job  Compensation
Descriptions  Safety and Health
Job  Employee and Labor
Analysis Job Relations
Specifications  Legal Considerations

Knowledge Skills Abilities

 Job Analysis Methods
• Questionnaires

• Observation

• Interviews

• Combination of methods
 Human Resource Planning
• Matching internal and external supply
of people with anticipated job
openings over a specified period of
time
• Sets the stage for recruitment and
other HR actions
 Human Resource Planning Process
External Environment
Internal Environment
Strategic Planning

Human Resource Planning

Forecasting Forecasting
Human Comparing
Requirements Human Resource
Resource Availability
Requirements and Availability

Demand = Surplus of Shortage of

Supply Workers Workers

No Action Restricted Hiring, Recruitment

Reduced Hours, Early
Retirement, Layoffs, Selection
Downsizing

Copyright © [2014] Pearson Education

 Recruitment and Selection
Recruitment: Attracting individuals
to apply for jobs
•Must be timely
•Applicants need appropriate qualifications
•Need sufficient number of applicants
Selection: Choosing individual best suited
for a particular position and the organization
 RECRUITMENT PROCESS
External Environment
Internal Environment

Human Resource Planning

Alternatives to Recruitment

Employee Requisition

Internal Sources External Sources

Internal Methods External Methods

Recruited Individuals
 Internal Recruitment Methods

• Human resource databases

• Job posting
• Job bidding
• Employee referral
 External Recruitment Sources
• High schools
• Community colleges
• Colleges and universities
• Competitors in the labor market
• Former employees
• Military personnel
External Recruitment Methods
• Using a recruitment agency
• Printed publications.
• Careers events.
 The Selection Process
External Environment
Internal Environment

Recruited Candidate

Preliminary Screening

Review of Applications and Résumés

Rejected Applicants
Selection Tests

Employment Interviews

Pre-Employment Screening:
Background and Reference Investigation

Selection Decision

Physical Examination

New Employee
Human Resource Development
Major HRM functions include:
– Training & Development
– Career planning
– Career development
– Organization development
– Performance management
 Training and Development

Training: Providing learners with

knowledge and skills needed for their
present jobs
Development: Offering learning that
goes beyond present job
•Long-term focus
 Factors Influencing T&D

• Top management support

• Shortage of skilled workers
• Technological advances
• Lifetime learning
ADDIE Model
 Levels of Assessment (TNA)
• Organization
– Where is training needed and under
what conditions?
• Task
– What must be done to perform the job
effectively?
• Person
– Who should be trained and how?
 2. Preparing Lesson Plans

• Content to be covered
• Activity sequencing
• Selection/design of media
• Selection of trainee activities
• Timing and phasing of activities
• Method(s) of instruction
• Evaluation methods to be used
 Training Methods

• Lecture
• Discussion
• Audiovisual media
• Case Studies
• Business Game Simulations
• Outdoor Training
• Computer-Based Training
 Kirkpatrick’s Four Levels of
Evaluation
• Reaction
– Focus on Trainer’s approach and content of programme
• Learning
– KSA
• Job Behavior
– Transferability on job
• Results
– Did it improve the organization’s effectiveness?
– Philips (ROI 5th Level)
Career Planning and Development

Career planning: Ongoing process.

• Individual sets career goals
• Identifies means to achieve them
Career development: Formal
approach used by the organization.
• Ensures a pipeline of people with proper
qualifications and experiences
 Organization Development (OD)

• Planned and systematic attempts to change the

organization
• Designed to develop more open, productive,
and compatible workplace despite differences in
personalities, cultures, or technologies
• Applies to entire system, such as a company or
plant
• Intervention methods include survey feedback,
quality circles, and team building
 Performance Management (PM)
• Goal-oriented process ensuring processes
are in place to maximize productivity at
employee, team and organizational levels
• Close relationship between incentives and
performance.
• Dynamic, ongoing, continuous process
• Each part of the system is integrated and
linked for continuous organizational
effectiveness
 Performance Appraisal Defined

• Formal system of review and

evaluation of individual or team task
performance
• Often negative, disliked activity that
seems to elude mastery
Performance Appraisal Process
External Environment
Internal Environment

Identify Specific
Performance Appraisal
Goals

Establish Performance
Criteria (Standards) and
Communicate Them To
Employees

Examine Work Performed

Appraise the Results

Discuss Appraisal with

Employee
Choosing a Performance Appraisal
Method
• 360-degree • Forced distribution
evaluation • Behaviorally
• Rating scales anchored rating
• Critical incidents scales (BARS)
• Essay • Management By
• Paired comparisons Objectives (MBO)
 Remuneration

All rewards that individuals receive as

a result of their employment
 Components of Total Compensation Program
External Environment
Internal Environment
Compensation
Financial Nonfinancial
Direct Indirect (Benefits) The Job Job Environment
Legally Required Benefits Meaningful Sound Policies
Wages Appreciated
Social Security Capable Managers
Salaries
Unemployment Compensation Satisfying Competent Employees
Commissions
Workers’ Compensation Learning Congenial Coworkers
Bonuses
Enjoyable Appropriate Status
Discretionary Benefits Challenging Symbols
Payment for Time Not Working Conditions
Worked Health Care
Life Workplace Flexibility
Insurance Flextime
Retirement Plans Compressed Workweek
Disability Protection Job Sharing
Employee Stock Option Plans Telecommuting
Employee Services Part-time Work
Premium Pay

Voluntary Benefits
 Labor Unions and Collective
Bargaining
• Businesses are required by law to
recognize a union and bargain with it
in good faith if firm’s employees want
a union to represent them
• Human resource activity with a union
is often referred to as industrial
relations
 Internal Employee Relations

HRM activities associated with the

movement of employees within the
organization. Examples:
– Promotions
– Demotions
– Terminations
– Resignations
 Collective Bargaining Defined
• The performance of the mutual obligation of the
employer and the representative of the employees
to meet at reasonable times and confer in good faith
with respect to wages, hours, and other terms and
conditions of employment, or the negotiation of an
agreement, or any question arising there under, and
the execution of a written contract incorporating any
agreement reached if requested by either party, but
such obligation does not compel either party to
agree to a proposal or require the making of a
concession.
 List of Labor Laws in Pakistan
1. Apprenticeship Ordinance 1962
2. Boilers & Pressure Vessels Ordinance 2002
3. Bonded Labour System (Abolition) Act 1992
4. Employment of Children Act 1991
5. Companies Profits (Worker’ Participation) Act
1968
6. Control of Employment Ordinance 1965
7. Employees’ Cost of Living (Relief) Act 1973
 List of Labor Laws in Pakistan
8. Dock Labourers Act 1934
9. Disabled Person (Employment and
Rehabilitation) Ordinance 1981
10. Emigration Ordinance 1979
11. Pakistan Essential Services (Maintenance)
Act 1952
12. Export Processing Zone Authority Ordinance
1980
 List of Labor Laws in Pakistan
13. Factories Act 1934
14. West Pakistan Factories Canteens Rules 1959
15. Protection against Harassment of Women
at Workplace Act 2010
16. Industrial Relations Act 2012
17. West Pakistan Maternity Benefits Ordinance
1958
18. Merchant Shipping Ordinance 2001
 List of Labor Laws in Pakistan
19. Mines Act 1923
20. Newspaper Employees (Condition of
Service) Act 1973
21. Employees Old Age Benefits Act 1976
22. Provident Funds Act 1925
23. Railway Act 1890
24. Road Transport Workers Ordinance 1961
25. Employment (Record of Service) Act 1951
 List of Labor Laws in Pakistan
26. West Pakistan Shops and Establishments
Ordinance 1969
27. Provincial Employees Social Security
Ordinance 1965
28. Industrial and Commercial Employment
(Standing Orders) Ordinance 1968
29. Industrial Statistics Act 1942
30. Minimum Wages Ordinance 1961
 List of Labor Laws in Pakistan
31. Payment of Wages Act 1936
32. Workers Children (Education) Ordinance
1972
33. Workers Welfare Fund Ordinance 1971
34. Workmen’s Compensation Act 1923
 Interrelationships of HRM
Functions

• All HRM functions are interrelated so

that each function affects the others