BASIC OF HUMAN RESOURCE MANAGEMENT

NOOR MUHAMMAD

SALES ASSOCIATE AND HR COORDINATOR

M. PHIL (MANAGEMENT SCIENCES)- LAHORE BUSINESS SCHOOL

MBA (HRM)- HAZARA UNIVERSITY

16-NOV-2021
HUMAN RESOURCE MANAGEMENT

• Getting people (HR Planning, Recruitment & Selection)

• Preparing people (Training & Development)
• Motivating people (Rewards, salary packages, incentives,, benefits, promoting/upgrading)
• Retaining people (keep them)
WHAT IS HUMAN RESOURCE MANAGEMENT (HRM)?

• “Human Resource Management is the practice of managing people to achieve better

performance.”
For example:
• To Hire people: Fit for the business culture, happier, stay longer and productive
• Engaged employees: more productive, deliver high quality work, make customers happier
This means that we can find ways to keep employee more engaged.
This is what HRM optimizing company’s performance through better management of Human
Resource.
WHO ARE THESE HUMAN RESOURCES?

• Isn’t a bit strange to refer to people ‘Human Resources’,? In fact, they are all the people
performing same or different jobs for or contribute to an organization.
• They make up a company workforce.
• Regular, contract, ad-hoc, daily-wages, part-time, on-call worker.
• Include independent contractors, Manpower supplier company (Agency worker)
• Non- Human resources – robotization, an interaction between human and machine. It is
also a part of work force.
PROCESSES OF HUMAN RESOURCE

1. Recruitment & selection

2. Training & development
3. Performance management
4. Succession planning
5. Compensation and benefits
6. Employee Relations
PROCESSES OF HUMAN RESOURCE

1.Recruitment & selection

2. Training & Development
3. Performance Management
4. Succession planning
5. Compensation and benefits
6. Employee Relations
1. RECRUITMENT & SELECTION

Recruitment:
• When new job is created, or existing job opens up
• Advertisement, receive a pool of applications from the potential job candidates apply for
their desired job openings so the eligible candidates can be selected.
1. RECRUITMENT & SELECTION

Selection:
• Using different selection instruments ( Interviews, assessments, reference checks etc.)
• When a lot of candidates, using pre-selection tools to separate wheat from chaff to select
the best fit for the position.
Hiring: “Right person for the right job at right time”
The process of officially offering the job to the ideal candidate and giving them the date
of joining.
PROCESSES OF HUMAN RESOURCE

1. Recruitment & selection

2. Training & Development
3. Performance Management
4. Succession planning
5. Compensation and benefits
6. Employee Relations
2. TRAINING & DEVELOPMENT

Training is for the current job (new employee) while developing is for the next job
(promotion)

The hired candidates are given training and their skills are polished so
that they become more efficient in their work and handle future
challenges.
PROCESSES OF HUMAN RESOURCE

1.Recruitment & selection

2. Training & Development
3. Performance Management
4. Succession planning
5. Compensation and benefits
6. Employee Relations
3. PERFORMANCE MANAGEMENT

“A structure that enables employees to get feedback of their performance- to reach their best
performance.”
• The proper management of the work done and future goals
• Refer to appraising the performance of the employees and enhancing it
• PM should encourage the employees to raise their confidence level
• It is necessary to introduce a fair rewards system, so that they work in their optimum
productivity level
PROCESSES OF HUMAN RESOURCE

1.Recruitment & selection

2. Training & Development
3. Performance Management
4. Succession planning
5. Compensation and benefits
6. Employee Relations
4. SUCCESSION PLAN

• Succession planning is the process planning contingencies in case of key employee

leaving the company.
For example: a crucial senior manager quits his/her job, having a replacement ready will
guarantee continuity and can save the company significant money.
• It is based on performance rating and T & D efforts; it results in the creation of talent
pipeline, who are qualified candidates to fill the senior position in case of someone
leaving.
PROCESSES OF HUMAN RESOURCE

1.Recruitment & selection

2. Training & Development
3. Performance Management
4. Succession planning
5. Compensation and benefits
6. Employee Relations
5. COMPENSATION & BENEFITS

• To reward people to motivate them. A fair compensation is a key motivating factor to

retain employee
• Pay is a key part of attracting the best talent to your organization
• Primary Compensation: directly paid money for work- salary, or performance-based pay
• Secondary Compensation: Non-monetary rewards, e.g. extra holidays, flexible working
times, day-care, pensions, company car, laptop etc.
PROCESSES OF HUMAN RESOURCE

1.Recruitment & selection

2. Training & Development
3. Performance Management
4. Succession planning
5. Compensation and benefits
6. Employee Relations
6. EMPLOYEE RELATIONSHIPS

• There should be a sound relationship b/w employees and organization

• There are various factors which motivate as well as demotivate employees
For example: Working environment, labor law & relations, compensation, co-worker
relationship,
EMPLOYERS must ensure all these factors to build employee relationships, this will lead
into better employee retention.