Human Resource Management

Gary Dessler, Akram Al Ariss

Week Topics & Assignments Readings

1 Introduction

2 Introduction to Human Resource Chapter 1

Management
3 Job Analysis and the Talent Chapter 4
Management Process
4 Job Analysis and the Talent Chapter 4
Management Process
5 Personnel Planning and Recruiting Chapter 5

6 Employee Testing and Selection Chapter 6

Mid-term exams

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 Human Resource Management
Gary Dessler

Week Topics & Assignments Readings

7 Interviewing Candidates Chapter 7

8 Training & Developing Employees Chapter 8

9 Performance Management and Chapter 9

Appraisal
10 Performance Management and Chapter 9
Appraisal
11 Compensation & benefits Chapter 11

12 Revision

Final-term exams

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 Human Resource Management
Gary Dessler

Chapter 1:
Introduction to

Human Resource Management

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 After studying this chapter, you should be able
to:

1. Explain what human resource management is!

2. How all managers can use human resource management
concepts and techniques.
3. Illustrate the human resource responsibilities of line and
staff (HR) managers.
4. illustrates HR’s role in formulating and executing company
strategy.

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 Human Resource Management at Work

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What Is Human Resource Management (HRM)?
The process of acquiring, training, appraising, and compensating
employees, and of attending to their labor relations, health and safety,
and fairness concerns.

The key elements of staffing include:

 Planning labor needs
 Job analysis
 Recruiting & Selection
 Orienting and training new employees
 Performance appraisal
 Compensation (Incentives and benefits)
 Training and development
 Employee commitment
• In addition, HR is responsible for compliance with Labour laws, safety, and
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Successful companies:
 Attract qualified employees
 Compensate them fairly
 Recognize and respond to their needs
 Provide them with a pleasant and safe working environment
 The reward is a loyal, motivated, and effective workforce
 If not, high turnover (expensive and inefficient), ethics violations
(also expensive and damaging), an unproductive workforce delivering
low quality work
 “No other element can deliver as great a return on investment as its
human resources.”

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 Example of Incorrect HR practices

1. Hiring unqualified labor; Staffing the company with the unskilled

employees and not considering the skills and competencies that

are required to perform the jobs and the type of people that
should be hired.

2. Fail to plan and establish operational goals, standards, rules and

procedures to support business goals and strategies. Which will

result in a lack of clarity around performance expectations.

3. Fail to implement effective Performance Management &

performance standards.

4. Fail to providing ongoing performance coaching and feedback to

develop the abilities of each person and support positive employee

8
relations.
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Example of Incorrect HR practices

5. Providing ineffective compensation system from

inappropriate wages, salaries, incentives and benefits, will limit the
company ability to attract, retain and motivate a high quality
workforce. A poorly designed compensation system will result in
difficulty in attracting candidates, high turnover and low employee
morale.

6. Providing ineffective (or no) Training at the management

and employee level which will make them unable to perform the
job or meet the performance expectations. Lack of training, may
result in decrease in profit, increase in operational costs, high
turnover, and morale problems.

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Human Resource Manager’s Duties
The human resource manager carries out three distinct functions:

1. A line function. The human resource manager directs the

activities of the people in his or her own department.

2. A coordinative function. The human resource manager also

coordinates personnel activities, a duty often referred to as
functional authority (or functional control). Here he or she ensures
that line managers are implementing the firms human resource
policies and practices.

3. Staff (assist and advise) functions. Assisting and advising line

managers such as advises the CEO so the CEO can better understand
the personnel aspects of the company s strategic options.

HR assists in hiring, training, evaluating, rewarding, counseling,

promoting, and
10 © Pearson Education 2012firing employees.
How HR functions should organized
1-Recruitment

Recruitment has been one of the major responsibilities of the HR

manager. The HR manager has to plan and formulate campaign
strategies and guidelines for recruiting suitable candidates for a
required job description. The recruitment function comprises 2
main objectives:

1) Attract Talent: Determining needs of the human resource

requirements, and accordingly putting a plan of action to fulfill
those needs with placement of “talented professionals”.
2) Hire Resources: The HR manager needs to run all possible engines and
media build pool of talented candidates. After that filter out irrelevant
applications, judge suitable incumbents and get them interviewed and
finally select the right candidates for the job.
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How HR functions should organized
2- Training

Training employee is important to help the new hires get familiar

with the organization’s work pattern. The HR department has to
incorporate a training program for every new and current
employee based on the skill set required for their job. On
completion of the training, HR plays a significant role in assessing
the results of the training program effectiveness.

3- Performance Appraisal

• The purpose of a performance appraisal is to provide employees with

feedback on how they are doing, as well as give them an opportunity to
give feedback.

• The HR team should communicate individually with employees and

give a clear feedback or suggestion on their performance
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How HR functions should organized
4- Compensation

Rewarding the employees for a work well done conveys motivation

and at the same time prompts a desire to excel at tasks in hope of
obtaining rewards. It help in creating healthy competitive
environment amongst employees to achieve targets and meet
deadlines.

The HR manager should establish effective compensation packages

such as holiday packages, pay incentive, bonuses, promotion,
flexible work times, paternity leave, extended holidays,
telecommuting etc.

These non-traditional rewards will prove fruitful not only in engaging

existing workforce but also as an added benefit to attract new
talent.
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How HR functions should organized
5- Employee Relations

The major responsibility of Human Resources is dealing with the

human part of the organization and this involves having great
interpersonal skills.

It is important that the HR team builds a good public image within

the organization, so employees should feel comfortable coming up
to HR department with their problems and provide suitable
solutions.

The HR manager has establish high level of trust and confidence

with the employees, ensures that employees have a safe working
environment, free from discrimination and bais.

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