Professor: Dr.

Abdus Samie

Subject: Human Resource Management

Group Members:

Maham Sohail 2019-Ag-8680

Nida Baig 2019-Ag-8712

Dilawaiz 2019-Ag-8676

Sadia Munawar 2019-Ag-8690

CH 1

Introduction to
Human Resource
Management
What is Human Resource Management?

An organization consists of people with formally assigned roles who

work together to achieve the organizations goals.

A manager is the person responsible for accomplishing the organizations

goals, who does so by managing the efforts of the organizations people.

Managing involves five functions. In total, these functions represent the

management process.
Five Functions of Management Process

Planning

Organizing

Staffing

Leading

Controlling
 Continue….
Human resource management is the process of acquiring, training,
appraising, and compensating employees, and of attending to their labor
relations, health and safety, and fairness concerns.

• Conducting job analyses. And what a manager should know

• Selecting job candidates. about:
• Managing wages and salaries.
• Providing incentives and benefits. • Equal opportunity and affirmative
• Appraising performance. action
• Communicating. • Employee health and safety
• Training and developing managers. • Handling grievances and labor
• Building employee commitment relations
Why is HRM important?

 AVOID PERSONNEL MISTAKES

 IMPROVE PROFITS AND PERFORMANCE

 YOU TOO MAY SPEND SOME TIME AS AN HR MANAGER

 HR FOR ENTREPRENEURS
Line and Staff Aspects

• Authority is the right to make decisions, to direct the work of others, and to give orders.

• In organizations, having what managers call line authority traditionally gives managers
the right to issue orders to other managers or employees.

• Staff authority gives a manager the right to advise other managers or employees

• On the organization chart, managers with line authority are line managers.

• Those with staff (advisory) authority are staff managers.

Line Manager’s Human Resource Duties

• Placing the right person in the right job

• Training employees for jobs that are new to them

• Improving the job performance of each person.

• Controlling labor costs

• Developing the abilities of each person

• Creating and maintaining department morale

Human Resource Manager’s Duties

 A line function.

 A coordinative function (functional authority).

 Staff (assist and advise) functions.

Specialties of HRM
 Recruiters.

 Equal employment opportunity (EEO) coordinators.

 Job analysts.

 Compensation managers.

 Training specialists.

 Labor relations specialists.

New Approaches to Organizing HR

• The Transactional HR group

• The Corporate HR group

• The Embedded HR group

• The Centers of expertise

The Trends Shaping HRM
• Globalization and Competition

• Indebtedness and Deregulation

• Technological trends

• Work force and Demographic Trends

• Trends in nature of work

• Economic challenges and Trends

Trends in nature of work

 High-tech jobs

 Service jobs

 Knowledge work and Human Capital

Workforce and Demographic trends

 Demographic Trends

 “GENERATION Y”

 Retirees

 Non Traditional Workers

 Workers from Abroad

The New HRM
 Human Resource Management yesterday and today
 They Focus more on Strategic, big picture issues
 They use new ways to provide transactional services
 They take an integrated, “Talent Management” Approach to managing HR
 They manage Ethics
 They manage employee engagement
 They measure HR Performance and results
 They used evidence-based HRM
 They add value
 They have new competencies
 HR certification
The HR Manager’s Competencies

 Talent Managers/Organization Designers

 Culture and Change Stewards

 Strategy Architects

 Operational Executors

 Business Allies

 Credible Activists
THANK YOU