HUMAN RESOURCE MANAGEMENT

HUMAN RESOURCE MANAGEMENT

MIHEMashal Institute of Higher Education

Introduction to HRMChapter # 01

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Introduction to HRM Topic-1 Definitions of Human Resource

Management: According to Garry Dessler, the process of

acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness-justice concerns is called human resource management.

OR According to David A. Decenzo, HRM is a subset

of management that focuses on how to attract, hire, train, motivate and maintain the employees.

KAMRAN KHAN MIHE HRM

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Introduction to HRM According to the EDWIN B.FLIPPO, ‘’Human

resource management deals with the planning, organizing, leading and controlling of procurement, development, compensation, integration, and maintenance of people for the purpose to contributing to organizational, individual and societal goals.’’

Getting the right Person for the right job at the right time in the right place, train and develop them and give some compensation.


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Topic-2 Why study HRM:

Human Resource Management is Important to All Managers because in the absence of HRM many mistakes has done by people in organizations. Now a days they do not want to make these mistakes in managing as it has created a lot of problems. For example the managers do not want under mentioned mistakes:


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Why study HRM:

Hire the wrong person for the job. Experience high turnover. Have your people not doing their best. Waste time with useless interviews. Have your company taken to court because of

discriminatory actions. Have Your Company sited under federal occupational

safety laws for unsafe practices. Have some employees think their salaries are unfair and

inequitable relative to others in the organization. Allow a lack of training to undermine your department’s

effectiveness. Stop to commit any unfair labor practices.


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Topic-3Line and staff aspects of HRM


Authority: the right to make decisions or to direct the work of others and to give orders.

We usually distinguish line and staff authority.1. Line authority: this authority gives managers

the right to issue orders to other managers or employees. It creates a superior-subordinate relationship.

2. Staff authority: this authority gives managers the right to advise other managers or employees. It creates an advisory relationship.

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Line and staff aspects of HRM


Human resource managers are staff managers. They assist and advice line managers in areas like recruiting, hiring, and compensation. However line managers still have human resource duties.

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Topic-4 Functions of HRM

1. HR Planning2. Job analysis and design3. Recruitment4. & Selection

Staffing

1. Safety and health2. Communication3. Employee relation

1. Motivation 2. Performance appraisal3. Reward and compensation4. Employee benefit

1. Orientation2. Employee training3. Employee development

Training and DevelopmentMaintenance

Motivation

HRMFUNCTIONS

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Topic-5 Scope of HRM Human Resource Management: Scope The scope of HRM is very wide: (1) Personnel Aspect: This is concerned with Manpower Planning, Recruitment, Selection Placement, Transfer, Promotion Training and Development Layoff and Retrenchment Remuneration Incentives, Productivity


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Scope of HRM Human Resource Management: Scope (2) Welfare Aspect: It deals with working conditions and

amenities such as: Canteens Crèches Rest and Lunch Rooms, Housing, Transport Medical Assistance, Education Health and Safety, Recreation Facilities etc.


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Scope of HRM Human Resource Management: Scope (3) Industrial Relations Aspect: This covers: Union-Management Relations Joint Consultation Collective Bargaining Grievance and Disciplinary Procedures Settlement of Disputes, etc.


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Topic-6 Objectives of HRM


To help organization reach its objectives. Effective utilization of human resources. To achieve and maintain high moral among

employees. To provide organization well trained and motivated

employees. To develop and maintain a quality work life. To develop overall personality of each employee in

all dimensions. To make the employees’ job clear. To exert team spirit, team work and inter-team

collaboration.

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Topic-7 Challenges to HRM Organizations are staffed and managed by

people. Without people, organizations can not exist. Indeed the challenge, the opportunity and also the frustration of creating and managing the organizations frequently stem from the people related problems that arise within them. These problems stem from the mistaken belief that people are all alike that they can be treated identically.


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Challenges to HRM People differ considerably make up and

psychological character. Such differences demand attentions so that each person can maximize his/her potential, so that organizations can maximize their effectiveness and so that society as a whole can make wisest us of its human resources.


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Challenges to HRM Besides the individual differences, changes

are occurring in the environment of organizations that require innovative HRM policies and practices. The HR Managers of today may find it difficult because of the rapidly changing business environment and therefore they should update their knowledge and skills by looking at the organization's need and objectives. The HRM challenges are:


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Challenges to HRM1. Globalization: Globalization of the business refers to the free

movement of goods, services, capital, ideas, information and people across national boundaries. Markets in every country have become fierce battlegrounds where both domestic and foreign competitors fight for increasing market share. Every factor of production other than workforce skills can be duplicated anywhere in the world. Capital, technology, raw material and information all -except the work force of a company or a nation cannot move so easily.


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Challenges to HRM2. Technology:

It is no exaggeration to say that modern technology is changing the ways we live and work. There will be unemployment due to modern technology and this could be corrected by assessing manpower needs and finding alternate employment. The information revolution will transform every thing it touches and it will touch every thing. Information and ideas is key to the new creative economy. In the creative economy, the most important property is the intellectual capital that resides in people.


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Challenges to HRM3. Ecommerce: The Internet is the foundation for a new

business world. The web continues to fundamentally change the customers’ expectations about convenience, speed, comparability, price and service. All the people who make online business possible are the knowledge workers. The organizations they work for have to address the human resource challenges of attracting; retaining and motivating people to better serve customers in the changed business world.


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Challenges to HRM4. Workforce/Culture Diversity: Another challenge that lies ahead for HR

mangers to effectively manage workforce that comes from different backgrounds with respect to region, culture, race, creed-belief and gender. Today organizations conduct business activities in different countries and it is simply illogical to apply uniform policies in diverse situations. The HR managers have to tailor human resource policies and practices according to local culture and environment


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Challenges to HRM5. Employees Satisfaction: Managers should be aware of techniques to

motivate their employees so that their higher level needs can be satisfied.


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HUMAN RESOURCE MANAGEMENT

Documents

staff managers

advice line managers

line authority

kamran khan mihe hrm

study hrm

human resource duties

staff authority

absence of hrm