Human Resource Management
Dec 15, 2015
Human Resource Management
WHAT IS HUMAN RESOURCE
MANAGEMENT?
The focus of human resource management (HRM) is on managing people within the employer-employee relationship. Specifically, it involves the productive use of people in achieving the organization’s strategic business objectives and the satisfaction of individual employee needs.
WHAT IS HUMAN RESOURCE MANAGEMENT?
HRM can be a major contributor to the success of an enterprise because it is a key position ‘to affect customer, business results and ultimately shareholders values. Likewise, ineffective HRM can be a major barrier to employee satisfaction and organization success. HRM is thus either a part of the problem or part of the solution in gaining the productive contribution of people.
WHAT IS HUMAN RESOURCE MANAGEMENT?
The HR Manager, as with any other
functional manager in marketing,
production or finance, is responsible for
performance. His or her position exists
basically to achieve the strategic business
objectives of the organization. If it does
not, the position will become redundant.
Old myths New Realities
People go into HR because they like people.
HR departments are not designed to provide corporate therapy or asocial or health-and –happiness retreats. HR professionals must create the practices make employers more competitive, not more comfortable.
Anyone can do HR. HR activates are based on theory and research. HR professionals must master both theory and practice.
HR deals with the soft side of a business and therefore is not accountable.
The impact of HR practices on business results can and must be measured. HR Professionals must learn how to translate their work into financial performance.
HR focuses on costs, which must be controlled.
HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value, not reduce costs.
HR’s job is to be the policy police and the health and-happiness patrol.
The HR function does not own compliance-mangers do. HR practice do not exist to make employees happy but to help them become committed. HR professionals must help mangers commit employees and administer policies.
HR is full of fads. HR practices have evolved over time. HR professionals must see their current work as part of an evolutionary chain and explain their work with less jargon and more authority.
HR is staffed by nice people.
At times, HR practices should force vigorous debates. HR professionals should be confrontative and challenging as well as supportive.
HR is HR’s job. HR work is as important to lines managers as are finance, strategy, and other business domains. HR professionals should join with managers in championing HR issues.
The new role of HR mangers
As HRM becomes more business
oriented and strategically
focused, four key roles for HR
managers can be identified. 1. Strategic Partner
2. Administrative Expert3. Employee Champion
4. Change Agent
Strategic Human Resource Planning
The process of formulating HR
strategies and establishing
programs or tactics to
implement them.
The Benefits of HR
Planning
Encouragement of Proactive Rather than Reactive Behavior
Explicit Communication of Company Goals
Stimulation of Critical Thinking and Ongoing Examination of Assumption
Identification of Gaps Between Current Situation and future Vision
Encouragement of line Managers’ Participation
Identification of HR Constraints and Opportunities
The Challenges The Challenges
of HR Planningof HR Planning
Maintaining a Competitive Advantage Reinforcing Overall Business Strategy Avoiding Excessive Concentration on Day-to-Day Problems Developing HR strategies Suited to
Unique Organizational Features Getting Easier with the Environment Securing Management Commitment Translating the Strategic Plan into
Action Accommodating Change
Challenges to Human Resource
Manager Environmental
Organizational
Individual
Environmental Rapid Change
Work Force Diversity
Globalization
Legislation
Evolving Work and Family Roles
Skill Shortages and the rise of the Service Sector
How much
responsibility does an organization have
to shields its employees from the
effect of rapid change in the environment?
What risks does this type of “Shock
Absorber” approach to
Management entail?
Organizational Competitive Position; Cost, Quality,
Distinctive Capabilities. Decentralization Downsizing Organizational Restructuring Self-managed Work Teams Organizational Culture Technology
Individual
Matching People and Organization
Ethical Dilemmas & Social Responsibility
Productivity
Empowerment
Job Insecurity
HR Choices
The Options Available to a Firm in Designing its
Human Resources System
Work Flows Staffing Employee Separations Performance Appraisal Training and
Development Compensations Employee Relations Employee Rights Internal Management
Does an Employer
have an Ethical
Duty to Help
Employees
Prepare for the
Change that is
Certain to come?
Building Managerial Skills
Selecting HR Strategies
to increase firm’s Performance
Ethical Issue?
The dark side of strategic planning is that workers are sometimes thought of as numbers on a page or dollars in a budget rather than as flesh-and-blood human beings. When divisions are spun off or merged, individual employees are dramatically affected.
What responsibility does the employer have toward its employees in situation like these?
Organizational Strategies
HRStrategies
Improved Firm Performance
Environment
Organizational Characteristics
Organizational Capabilities
Consistency
Consistency
Consi
stency
Consiste
ncy
FITFIT
FIT FIT
Effective HR Strategy Formulation & Implementation
HRM POLICIES
HRM policies are general statements, which serve to guide decision making. As such, they direct the actions of the HRM function towards achieving its strategic objectives. HRM policies are generally put in writing and communicated to all employees. They typically serve three major purposes: To reassure employees that they will be treated fairly and objectively To help managers make quick and consistent decisions To give managers the confidence to resolve problems and to defend their decisions.
Subjects covered by HRM policies
include transfers, promotions,
terminations and pay increases.
The statement for example, “It is
the policy of this organization
whenever feasible to promote from
within”, gives a clear guideline to
managers and employees about
how promotional opportunities will
be handled.
An Issue!
Retention of Top Talent is a
critical element in the strategy
of today’s leaner--------
Organizations. How Career
Development activities can
contribute to Retention?
An Issue!
Many believe that top managers care
little about Human Resources.
Compared to such areas as Finance,
Production, Marketing and
Engineering. What might account for
this perception and what would you
do to change it?
Ahsan Ali
An Issue!
Many countries have Government
regulations that make it very difficult
to lay-off employees unless the lay-off
can be justified business reasons. Do
you think that Pakistan should develop
a similar policy? Why or why not?