S.M. Nazmul ALam

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Fundamentals of Human Resources Management

Definition of Human Resource Management

• According A.Decenzo & P. Robbins” HRM is made of four activities: 1. Staffing, 2. Training and development 3. Motivation and 4. Maintenance

Functions of Human Resource Management

Human Resource Management performs quite a few useful functions in order to achieve its objectives. These functions have been categorized by DeCenzo and Robins as :

• Acquisition

• Development

• Motivation

• Maintenance

HR Department

Departments of Human Resource Manager: The employment Department The Training and Development Department The Compensation and Benefits Department The Relations Department.

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AcquisitionHuman Resource PlanningRecruitingEmployee SocializationDevelopmentEmployee TrainingManagement DevelopmentCareer DevelopmentMotivationJob DesignPerformance EvaluationsRewardsCompensationDesciplineMaintenanceSafety and HealthEmployee/Labor Relations

Objectives of Human Resources Management

Selection and Recruitment of Qualified personnel :1) 2. To build an Efficient and Disciplined Workforce. 2) Effective use of Human Resources. 3) Increase of worker’s Efficiency. 4) Maintenance of a cordial relationship among the worker-Management-

Owner. 5) Ensuring job Satisfaction. 6) Performance Appraisal. 7) To pay proper compensation. 8) Build up of a Strong Morality. 9) Maintaining proper Co-Ordination. 10) Taking labour welfare Activities.

External Influences on HRM

• Governmental Legislation

• Labor Unions

• Current management thought and Practice

• The Strategic , Dynamic Environment of HRM

External Influences Affect HRM

HRM Strategic Environment includes:

1) Globalization

2) Technology

3) Work force diversity

4) Changing skill requirements

5) Continuous improvement

6) Work process engineering

7) Decentralized work sites

8) Teams

9) Employee involvement

10) Ethics

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Internal & External Influences on HRM

Internal Influence:

• 1. Corporate objectives: an objective of cost reduction is likely to require HR to implement redundancies, job reallocations etc

• 2. Operational strategies: introduction of new IT or other systems and processes may require new staff training, fewer staff

• 3. Marketing strategies: New product development and entry into a new market may require changes to organizational structure and recruitment of a new sales team

• 4. Financial strategies: A decision to reduce costs by outsourcing training would result in changes to training programmer

External Influences:

• 1. Market changes: A loss of market share to a competitor may require a change in divisional management or job losses to improve competitiveness

• 2.Economic changes: The recession of 2009/10 has placed great pressure on HR departments to reduce staff costs and improve productivity

• 3. Technological changes: E.g. the rapid growth of social networking may require changes to the way the business communicates with employees and customers

• 4. Social changes: The growing number of single-person households is increasing demand from employees for flexible working options

• 5. Political & legal changes: EU legislation on areas such as maximum working time and other employment rights impacts directly on workforce planning and remuneration

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Skills Needed by a Human Resources Manager

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RecruitmentDefinition of Recruitment

Prof. R.W. Griffin: Recruiting is the process of attracting qualified persons to apply for jobs that are open.

Sources of Recruitment

Every organisation has the option of choosing the candidates for its recruitment processes from two kinds of sources:

INTERNAL Sources: The sources within the organisation itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment.

Existing Worker's Promotion

Existing Worker’s Recommendations

Permanent of temporary Worker

Transfer

Reappointment

EXTERNAL Sources: Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

Internet

Advertisement

Talent Hunting

Educational Instituteion

Trade Union

Casual Applicants

Computerized Source

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Alternatives of Recruitment

Since recruitment and selection costs are high some companies try to look at

alternatives to recruitment specially when market demand for firm’s products and

services are sluggish. Removing government employees is also extremely difficult even

if their performance is marginal. Some of the options in this regard are:

Employee leasing: Hiring permanent employees of another company who

possess certain specilised skills, onlease , to meet short-term requirements

(although not popular in Bangladesh ) is another recruiting practice followed by

firms is developed countries. In this case individuals work for the leasing firm as

per the leasing agreement/arrangement. Such an arrangement is beneficial to

small firms because it helps avoid expenses and problems of personnel

administration.

Subcontracting : To meet a sudden increase in demand for its products and

services, sometimes, the firm may go for subcontracting, instead of expanding

capacities immediately. Expansion becomes a reality only when the firm

experiences increased demand for its products for a specified period of time.

Meanwhile, the firm can meet increased demand by allowing an outside

specialized agency to undertake part of the work to mutual advantage.

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Employee LeasingSubcontracting

Strategic Human Resource Planning:

Definition of Strategic Human Resource Planning

An organization is in the process of determining its human resource needs, it is engaged in a process we call Strategic human resource planning.

Strategic Human Resource Planning is one of the most important elements in a successful Human Resource Management Program.

The Process of linking human resource planning efforts to the company’s

strategic direction.

Linking Organizational Strategy of Human Resource Planning

• Mission : Determining what business the organization will be in

• Objectives and Goals : Setting goals and objectives

• Strategy : Determining how goals and objectives will be attained

• Structure : Determining what jobs need to be done and by whom

• People : Matching skills, knowledge, and abilities to required jobs

Definition of Job Analysis

According to EDWIN B.FLIPPO”Job analysis is the process of studying and collecting information relating to the operations and responsibilities of specific jobs.”

According to prof R.W.GRIFFIN”Job analysis is a systematized procedure for

collecting and recording information about jobs”

Methods of Job Analysis

Methods of Job Analysis:

1) Questionnaire Method

2) Interview Method

3) Observation Method

4) Joined Method

5) Check List Method

6) Diary Method

7) Critical Incidents Method

8) Specialists Conference Method

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Process of Job Analysis

Recruitment and Selection of Employees

Job Evaluation

Providing for Training

Determining the Wages

Transfer and Promotion of Employees.

To Ensure Sound Work Environment

Perfect Distribution of Post.

Performance Evaluation

Strengthening the Labour Management

Query for Responsibility.

Job Analysis Process

Elements of the Job Analysis

Job identification data

Job summary

Job duties

Job environment

Job specifications

Minimum qualifications

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SELECTIONDefinition of Selection

According to Dale Yoder-” Selection is the process in which candidates for employment are divided into two classes-those who are to be offered employment and those who are not”.

The Selection Process

1. Primary Interview.

2. Filling the Application.

3. Screening the Application.

4. Evaluation of professional Experience.

5. Written Tests.

6. Viva Test.

7. Psychological Test.

8. Medical Test.

9. Personal Data Collection of candidate.

10. Final Selection.

11. Placement.

12. Induction/Orientation Training.

Selection Devices

1.Use of Human Resource planning.

2.Use of Job Description.

3.Use of job Specification.

4.Follow the selection Procedure.

5.Use of Statistical Method.

6.Qulification of interviewer.

7.Proper Employment Test.

8.Use of value & Ethics.

9.Specific Probation Period.

10.Sufficient Applicants.

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Employee Tests

Organization selects employees to get certain works done by them. So, It is necessary to test whether particular candidates have the capabilities to perform the. For this purpose, employers follow certain selection procedures. Most of the companies use employment tests in order to be sure that these tests are reliable and valid. Tests are aimed at predicting Future on a particular job. So these have to be designed on the basis of sound job analysis programme.

Types of Employee Test.

• Intelligence Test

• Aptitude test

• Achievement Test

• Interest Test

• Personality Test

• Graphology Test

• Polygraph

Interviews

According to Garry Dessler-” An interview is a procedure designed to obtain information from a person through oral response to an oral inquiries.”

According to Werther & Davis-” The selection is a formal, in-depth conversation conducted to evaluate an applicant’s acceptability”.

We can say “Interview is a decision making procedure what is designed to obtain information from a person through oral response to an oral inquiries to evaluate an applicant’s acceptability by an applicants to proceed on”

Process of Interviews

Preparation for Interview.

Creating Environment for Interview.

Taking Interview.

Closing Interview.

Interview Evaluation.

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