01. introduction to human resource management (e-)
Post on 11-Dec-2015
11 Views
Preview:
DESCRIPTION
TRANSCRIPT
Introduction to Human Resource Management
Chapter 1
Reference Books:
Human Resource Management ( Gary Dessler)
Human Resource Management (Mondy)
Human Resources and Personnel Management ( Keith Davis)
Internet
Resource Person: Furqan-ul-haq Siddiqui
The Management
ORGANIZATIONALGOALS
Planning
Leading
Con
trol
ling
Org
aniz
ing
INFORMATION RESOURCES
PHYSICAL RESOURC
ES
FINANCIAL
RESOURCES
HUMAN RESOURCES
Management in Organizations
Inputs from the environment
• Human resources
• Financial resources
• Physical resources
• Information resources
Planning
and decision
making
Leading
Organizing
Controlling
Goals attained
• Efficiently
• Effectively
HRM
Human
Resource
Management
Human Resource Management Managerial function that Managerial function that
tries to match an tries to match an organization’s needs to the organization’s needs to the skills and abilities of its skills and abilities of its employees.employees.
“Assets make things possible,
people make things happen”.
Human Resource Management
Human Resource Management (HRM) is the approach of Management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements to achieve its goals effectively & efficiently.
Organizational Performance
Efficiency: A measure of how well resources are used to achieve a goal
“Doing Things Right”
Effectiveness: A measure of the appropriateness of the goals chosen (are these the right goals?), and the degree to which they are achieved
“Doing the Right Things Right”
Efficiency versus Effectiveness
Efficiency:Operating in such a way that resources are not wasted
Effectiveness:Doing the right
things in the right way at
the right times
SuccessfulSuccessfulManagementManagement
Functions of HRM Determining the nature, functions of each employee’s job Planning HR needs and recruiting job candidates Selecting job candidates Orienting and training new employees Managing wages and salaries (compensating employees) Providing incentives and benefits Appraising performance Communicating (interviewing, counseling, disciplining) Training and developing managers Building employee commitment
Staffing
HUMAN RESOURCE HUMAN RESOURCE MANAGEMENTMANAGEMENT
FUNCTIONSFUNCTIONS
Employee& Labor
Relations
Safety &Health
Compensation& Benefits
Human Resource
Development
Some Common Consequences Caused by Poor HRM Practices
Hire the wrong person for the job Experience high turnover/dissatisfaction Have your people not doing their best Employees will not know that what to do & how to do Have your company in court because of
discriminatory/unlawful actions Have some employees think their salaries are unfair and
inequitable internally & externally Allow a lack of training to undermine your department’s
effectiveness Commit any unfair labor practices
Why Is HRM Important to All Managers?
Functions of HRM
1.Staffing
Functions Functions of HRMof HRM
5.Employee& Labor
Relations
4.Safety &Health
3.Compensation& Benefits
2.Human Resource
Development
1.Staffing Process through which an organization ensures that
it always has the proper number of employees with the appropriate skills in the right jobs at the right time to achieve the organization’s objectives.
It includes• Personnel planning• Job Analysis• Recruitment• Selection
2.Human Resource Development Major Personnel function that consist not only of
T&D but also individual career planning, developing activities and performance appraisal.
HRD is composed of• Training• Development• Career planning• Career Development• Performance Appraisal
3.Compensation & Benefits Consist of all direct, indirect, financial & non
financial rewards given to employees in return of their services.
• Pay - Money that a person receives for performing a job
• Benefits – Additional Financial rewards in addition to base pay including paid vocations, sick leave, insurance etc.
• Non financial Rewards The Job The Environment
4. Safety & Health Safety involves protecting employees from injuries
caused by work related accidents. Health refers to employee’s freedom from physical or emotional illness.
5. Employee & Labor Relation Deals with employee employer relationship &
dealing with labor unions
Successful HRMSuccessful HRM
Organization
Employee
Society
Good for…
Competitive Advantage
Competitive advantage means “any factors that allow an organization to differentiate its product or service from those of its competitors to increase market share”
There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes, and systems.
Competitive Advantage HR as
Effective HRM
Effective HRM
EffectiveOrganization
EffectiveOrganization
Managing Human Resources
Purpose of HRM is;
To attract
To Develop
To Motivate and
To Keep talented people
To achieve goals
Challenges?
EXTERNAL ENVIRONMENT
INTERNAL ENVIRONMENT
StaffingEmployee
& Labor Relations
Safety& Health
Compensation& Benefits
Human Resource
Development
HR ManagementFunctions
Legal consideration Labor Force
Socie
ty
Th
e E
con
om
yte
ch
nolo
gy
Customer Competition Share holder Unions
OPSMkt
Fin. O F A
Environment (Challenges) of HRMB
rain
dra
in
Turn over
Budget downsizing
The External EnvironmentComponents
Labor Force legislation Society ( Social
Responsibility) Unions Stakeholders
Competition Customers Technology Economy Brain-drain Rapid change
Open System- An open system is one that is effected by environments
Firm has little control over external factors
Legislation• The Government regulation related to
HR & labor force • Employment laws Laws and Regulations
• for safety• Minimum wage rate • EEO• Working hours• Immigrants• Child Labor• Women
Pakistan Pakistan's first minimum wage was implemented in
1992 and does not apply to agricultural workers and Newspapers.
The first minimum wage was 1,500PKR (~US$24.60) per month.
It was raised in 1996 to 1,650PKR (~US$ 27.10),in 1998 to 1,950PKR (US$ 32)in 2006 to 4000PKR(US$ $66)and is currently, as of 2008, at 6000PKR per month.
International Dimension/ Globalization
The extent to which an organization is involved in or affected by business with other countries.
The internationalization of products and services of a firm heavily influence organizational HR decisions.
Economic Environment The overall strength & vitality of the economic
system in which organization operates. Factors that affect buying power and spending patterns of organization & its customers/suppliers.
Trends of interest: Inflation Interest Rates Employment ratios Per Capital Income Purchasing power of customers Stage of Business/Economic Cycle (prosperity, recession,
depression and recovery)
•Labor Force- it’s the pool of individuals who are willing to work for a company.
This map shows the global
distribution of labor force in 2006 as a percentage of the top market
(China - 795,300,000).
The Internal Environment Limited budgets Trends of Downsizing Workforce Diversity High Turn over- is the rate at which an employer gains
and loses employees or the rate of traffic through the revolving door."
Restructuring-the act of reorganizing the legal, ownership, operational, or other structures of a company for the purpose of making it more profitable, or better organized for its present needs.
Internal Unions
Proactive Versus Reactive
Reactive Response: Action taken in response to change
Proactive Response: Action taken inanticipation of change
top related