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Management is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims. DEFINITION OF MANAGEMENT
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DEFINITION OF MANAGEMENT

Mar 16, 2016

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DEFINITION OF MANAGEMENT. Management is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims. TYPES OF MANAGEMENT. - PowerPoint PPT Presentation
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Page 1: DEFINITION OF MANAGEMENT

Management is the process of designing and maintaining an

environment in which individuals, working together in groups,

efficiently accomplish selected aims.

DEFINITION OF MANAGEMENT

Page 2: DEFINITION OF MANAGEMENT

Management is classified into three branches in accordance with the type of resources it deals with, i.e.

TYPES OF MANAGEMENT

RESOURCES Finance.

Material.

Human Resources.

MANAGEMENT Finance Management.

Materials Management.

The Human ResourcesManagement.

Page 3: DEFINITION OF MANAGEMENT

Human Resource Management is The branch ofManagement of The Human Resources

HUMAN RESOURCE MANAGEMENT

HRM

Page 4: DEFINITION OF MANAGEMENT

EVOLUTION OF HUMAN RESOURCES MANAGEMENT

• The industrial revolution• The emergence of free collective bargaining• Scientific management• US civil services commission• Private industry’s approach to personnel

management• Human relations movement• The behavioral sciences

Page 5: DEFINITION OF MANAGEMENT

DEVELOPMENT OF HRM Pioneer Work.

Behavioral ScienceMovement.

OrganizationalDevelopment Movement.

The Corporate Culture Cult.

The Art of JapaneseManagement.

Peter Drucker (1950) Douglas Mcgreger.

Maslows Hierarchy ofNeeds. (1960)

1960-170.

1970-1980.

1980-1985.

Page 6: DEFINITION OF MANAGEMENT

GROWTH OF HUMAN RESOURCES MANAGEMENT

• File Maintenance Stage.• Government Accountability Stage.• Organizational Accountability Stage.• Strategic Partner-ship Stage.

Page 7: DEFINITION OF MANAGEMENT

Stage 1

Stage 2

Stage 3Stage 4

File Maintenance Government

Accountability Organizational Accountability Strategic

Partner

Page 8: DEFINITION OF MANAGEMENT

PRESENT CONCEPT OF HRMHuman resource management in its present form is an approach to the management of people based on four fundamental principles.• Human resources are the most important assets of an

organization. Their Management is the key to its success.• Success is most likely if the personnel policies and

procedures are closely linked with, objectives and strategic plans.

• The corporate culture and values, organizational climate and managerial behavior culture influences the achievement of excellence. This culture be managed.

• HRM is concerned with integration. Getting all the members of the organization involved in working together with a common sense.

Page 9: DEFINITION OF MANAGEMENT

HRM CONCEPT• It involves all the management decisions and

actions that affect the nature of the relationship between the organization and employees i.e., Its HR.

• It communicates the instrumental values about people and that people be viewed and managed as assets.

• The development of trust between employees, managers and unions

Page 10: DEFINITION OF MANAGEMENT

HRM CONCEPT• Human Resource Management is the responsibility of all

those who manage people. • It is the management concerned with people at work and

with their relationship within an enterprise.• It applies to all fields of employment. • It aims at achieving both efficiency and justice. • It seeks to brings together and develop into an effective

organization, all the people of an enterprise, to make there best contribution to its success both as an individual and as member of working group.

• It seeks to provide fair terms and conditions of employment and satisfying work for the employed.

Page 11: DEFINITION OF MANAGEMENT

– Three basic traditions. Personnel Administration. Labor Relations. Organizational Development.

– Changes in basic values of society.– Fundamental shift in ideology to the concern for the

whole and not a part of community.– Concern with the rights of the managed not just the

managers.– A shift towards greater concern for the systems of the

organization.

Contd..

EMERGING TRENDS IN HRM

Page 12: DEFINITION OF MANAGEMENT

– Employee involvement and union-management collaboration.

– To identify problems and develop processes.– Increased emphasis on training and

development activities, performance appraisal and improvement processes.

– Competence and commitment issues given attention.

– Traditional control on information flow giving way to more opennes to employees.

– Shift from short term perspective to long term perspective to problems and their solutions.

Contd..

Page 13: DEFINITION OF MANAGEMENT

– A concern for the outcomes not just the role and policies

– Flexibility in application of HR policies to individuals and the business

– Flexibility in control at the top to a more participative and collaborative management

– Willingness to talk about the problems in organization

– Change in attitudes towards conflicts– HRM concerned with the groups of shareholders,

employees, the union and the government

Page 14: DEFINITION OF MANAGEMENT

• Increased education of the work force.

• More concern with career and life satisfaction.

• Changing values of the work force.• Change in workforce demography.

CURRENT PRESSURES AND DEMANDS ON HRM

Page 15: DEFINITION OF MANAGEMENT

CURRENT PRESSURES AND DEMANDS ON HRM

• Increased international competition.• Increasing complexity of size of

organizations.• Slower growth, and receding

advancement opportunity to employees.• Greater involvement of governments in

human resource practices.

Page 16: DEFINITION OF MANAGEMENT

R e c ru t ie m n t S e le c tio n W a ge s & S a la ry A d m in is tra tio nC o m pe n s a tio n & B e n e fi ts

E m plo ye e e R e la tio n E m plo ye e T ra in ing

H e a lth & S e fe ty E m p lo ye e De ve lo p m e n t

M a n a g e m e n t De ve lo pm e n t O rg a n iza t io n a l De ve lo pm e n t

R e s e a rc h O rga n iz tio n a l C o m m u n ic a tio n

C h a ng e M a n a g e m e n t O rg a n iza tio n a l B e h a vio u r

B e ne fi ts & S e rvic e s I nd u s tria l P s yc h o lo g y

L e g a l R e g u la tio ns H u m a n R e la t io n s

S o c io C u ltu ra l P u b lic R e la tio n

E X P E R S O N N E L DE P A R T M E N TN o w H R DE P A R T M E N T

Page 17: DEFINITION OF MANAGEMENT

HUMAN RESOURCES PHILOSOPHYOr

(HR Contribution in Company growth & Success

A firm’s HR philosophy is generally a broad statement about how it regards its people, the role they play in the overall success of a business, and how they are to be treated and managed.– Empowering people to drive to business from the closest point

to the market.– Developing the skills to be the best in the business.– Building career opportunities.– Building teamwork.– Helping people succeed by the building an environment with

high integrity, strong and consistent values, and continuous improvement.

– Changing environment towards effective time management, cost consciousness and improving interaction for increasing productivity by proactive support to line managers.

Page 18: DEFINITION OF MANAGEMENT

ORGANIZATIONAL STRATEGYInitiates the process of identifying strategic business needs and provides specific opportunities to them

STRATEGIC BUSINESS NEEDSExpressed in mission or vision statements and translated

into strategic business objectives

INTERNAL CHARACTERISTICS

EXTERNAL CHARACTERISTICS

STRATEGIC HUMAN RESOURCES MANAGEMENT ACTIVITIES•Human Resources Philosophy expressed in statements defining business values and culture.

•Human Resources Policies expressed as shared values (guidelines).

•Human Resources Programs articulated as Human Resources strategic.

•Human Resources Practices for leadership, managerial and operational roles.

•Human Resources processes for the formulation and implementation of other activities.

•Express how to treat and value people.

•Establishes guidelines for action on people related business issues and HR program.

•Coordinates efforts to facilitate change to address major people related business issues.

•Motivates needed role behaviors.

•Defines how these activities are carried out

Page 19: DEFINITION OF MANAGEMENT

STRATEGIC HRM ACTIVITIES• HR Philosophy• HR Policies.• HR Programs.• HR Practices.• HR Processes.Responsibilities:

• Staffing.• Retention.• Development.• Adjustment.• Managing Change.

Page 20: DEFINITION OF MANAGEMENT

OBJECTIVES OF HRM DEPARTMENTBROAD OBJECTIVE

TO OPTIMIZE THE USEFULNESS OF ALL WORKERS IN AN ORGANISATION

SPECIAL OBJECTIVE TO HELP LINE MANAGERS MANAGE THOSE WORKERS

MORE EFFECIVELY.The HR Department accomplishes this special objective through policy initiation and formulation, advice, service and control in resonance with line managers.

THUS THE HR RESPONSIBILITIES ARE SHARED BY THE HR DEPARTMENT AND LINE MANAGERS.

Page 21: DEFINITION OF MANAGEMENT

CRITICAL HR PROCESSES• Training and Development

• Policies Implementation

• Systems Update and Procedures Improvement

• Practices and Processes Development

• Knowledge, Skills and Abilities Development

• Identification of Future Hr Requirement

• Leadership Development

Page 22: DEFINITION OF MANAGEMENT

HRM IN PAKISTAN • HRM in Pakistani Environment.

• Current Trends Of HRM in Pakistan

Page 23: DEFINITION OF MANAGEMENT

Phase I– Labor Officers– Labor Welfare OfficersResponsibilities– Day To Day Administration– Protection Against Violations– Labor Legislation– SecurityPhase IIAdministration Officers– Ex Army Personnel Or– Physically Robust Personalities

HRM IN PAKISTANI ENVIRONMENT

Page 24: DEFINITION OF MANAGEMENT

Phase IIIMultinationals– Brought Knowledge, Skills And Philosophy Of

Personnel's Functions• Personnel Officers• Personnel Administration• Personnel Management• Employee Relations• Labor RelationsPhase IV– Personnel & Industrial Relations ManagerPhase V– Human Resources Management.

HRM IN PAKISTANI ENVIRONMENT

Page 25: DEFINITION OF MANAGEMENT

CURRENT TRENDS OF HRMIN PAKISTAN

• Multinationals.• Public Limited Companies.• Government and Semi Government.• Private Industry.

Page 26: DEFINITION OF MANAGEMENT

ROLES OF HR MANAGER• Business Person.• Shaper Of Change.• Consultant to the Organization and Partner to

Line Managers.• Strategy Formulator and Implementers• Talent Manager (ie.,Network With Professional Colleagues,

Including Recruiters,line Managers, and Other Hr Professionals)

• Asset Manager and Cost Controller (Based on Understanding Financial and Accounting Procedures.)

Page 27: DEFINITION OF MANAGEMENT

CHALLENGES FACED BY HR MANAGERS

• Changing Mix of Work Force.• Changing Personal Values.• Expectations of Employees.• Levels Of Productivity.• Demands and Government Regulation.

Page 28: DEFINITION OF MANAGEMENT

HRM & PHILOSOPHY OF ISLAM• Authority and Responsibility.• Participative Management.• Rewards and Performance.• Equal Opportunities Concept.• Leadership.• Evaluation and Improvement.• Commitment and Motivation.• Balanced Approval.

Page 29: DEFINITION OF MANAGEMENT

HR CONTRIBUTION IN COMPANY GROWTH & SUCESS

• Empowering people to drive business to the market.• Developing the skills to be the best in business. • Building career opportunities. • Building team work.• Helping people to succeed by building an environment with

high integrity, strong and consistent values and continuous improvement.

• Changing environment towards effective time management, cost consciousness and improving interaction for increasing productivity by proactive support to line managers.