HRM Policies and Practices Course Code: MGT450 Dr. Saqib Yousaf
HRM Policies and PracticesCourse Code: MGT450 Dr. Saqib Yousaf
Introduction to CourseNature and Scope of HRMChallenges in HRMAn Investment Perspective of HRMHuman Resource PlanningJob Analysis and Job DesignRecruitment and SelectionInducting and Placing New HiresPerformance AppraisalCompensation Management (components of remuneration, incentives, benefits and services, fringe benefits, perquisites, top executives remuneration)
Introduction to CourseHealth and Safe EnvironmentManaging Separations and RightsizingIndustrial RelationsTrade UnionsResolving DisputesLabour Laws in PakistanEqual Employment Practices in PakistanInternational Human Resource ManagementEvaluating HR effectiveness
Grading SystemAssignment10 MARKSQuizzes 10 MARKSGraded Discussion 05 MARKSSessionals (I and II) 25 MARKSFinal Exam 50 MARKSTOTAL 100 MARKS
Lecture Overview
HRM Definition
Scope of HRM
Difference between HRM and PM
Functions of HRM Department
HRM Functions and Objectives
Human Resource Management
Reading Material Gary Dessler : Human Resource Management
Publisher National Book Foundation
CHAPTER 1
UNDERSTANDING THE NATURE AND SCOPE OF HRM
Lecture OverviewWhat is HRM?HRM ActivitiesScope of HRMDifference between HRM and PMHRM Objectives and Functions
HUMAN RESOURCE MANAGEMENT (HRM)HRM defined asHRM is management function concerned with hiring , motivating and maintaining people in an organization. It focuses on people in organization(Aswathappa, 2008, p.5)
HRM: Peoples Dimensions In Organizations HRM: the application of management functions and principles related to employeesHRM functions applicable every where (not for profit and profit driven organizations)Employees decisions are integrated Employee decision brings effectiveness/efficiency in organizationHRM includes all major activities in professional life of a workerAll activities from employee entry to managing performance and training until he or she leaves
HRM ActivitiesHR PlanningJob Analysis and DesignRecruitment and SelectionTraining and DevelopmentRemunerationWelfareSafe and Healthy Work EnvironmentIndustrial relations
SCOPE OF HRMIntroduction to HRMEmployee HiringEmployee RemunerationEmployee MotivationEmployee MaintenanceIndustrial RelationsProspects of HRM
Scope Of HRMHRMProspects ofHRMIRCareer DevelopmentIntroduction ofHRMEmployeeHiringEmployeeRemunerationEmployeeMotivationEmployee MaintenanceSource: Aswathappa, 2008, p.6
The SemanticsThere two terms PM (Personnel Management )HRM (Human Resource Management )PM and HRM are different in scope and orientation HRM is broad conceptPM and HRD (Human Resource Development) are part of HRM
Differences Between HRM and PM
Dimensions PMHRM1.Employment contract Care full delineation of written contractsAim to go behind contract2.RulesImportance of devising clear rulesCan do outlook, impatience with rule3.Guide to management actionProcedures Business need4.Behaviour referent Norms ,customs and practicesValues and mission5.Managerial task vis--vis laborMonitoringNurturing6.Speed of decisionSlowFast7.Management roleTransactionalTransformational leadership8.CommunicationIndirect Direct 9. Prized management skillsNegotiationFacilitation10.SelectionSeparate ,marginal taskIntegrated, key task11.Labour management Collective barraging contractsIndividual contracts12.Job categories and gradeMany Few 13.Job designDivision of labourTeam work14.Conflict handlingReach temporary truceManage climate and culture
Differences Between HRM and PMSource: Aswathappa, 2008, p.7
Dimensions PMHRM15.Respect for employeesLabour is used as tool which is spendable and replaceable Peoples are used as assets to be used for the benefit of organization16.Shared interest Interest of organizations are uppermost Mutuality of interest17.EvolutionPrecedes HRMLatest in evolution of subjects18.Locus of controlExternal Internal 19.Oganization principles MechanisticTop downcentralizedOrganicBottom-upDecentralized 20.Key relationsLabour ManagementCustomers21.InitiativesPiecemealIntegrated22.PayJob evaluationPerformance related23.Training and development Controlled accessed to courses Learning companies
HRM Functions and Objectives The main objective of HRM is to ensure the availability of willing and competent force to an organizationThere are other objective of HRM tooSocietal objectivesFunctional objectivesOrganizational objectivesPersonal objectives
HRM FUNCTIONS AND OBJECTIVES Societal Objectives
Functional Objectives
Personal ObjectivesSource: Aswathappa, 2008, p.8Organizational Objectives
HRM Functions and Objectives 1 Societal objectivesSocietal objectives of HRM make sure that the organization is socially and ethically responsibleMinimizing negative impact of societal demands on organizationsFor example: EOE laws forces organizations to be ethical in recruitment, to minimize the discrimination against hiring based on ethnicity, race, and religion etc.
HRM Functions and Objectives 2 Organizational objectives To determine the role of HRM in organizational effectivenessIts purpose is to assist/serve organizationHR department also serve other departments
HRM Functions and Objectives 3 Functional objectivesTo maintain department contribution in organizational effectiveness HR department services must fit into the organizational needs
HRM Functions and Objectives 4 Personal objectives To assist employees in achieving their personal/individual goals Maximum contribution to organizationPersonal objectives are achieved when employees are satisfied, motivated and retained Satisfied employees excellent services excellent organizational performance
HRM Functions and Objectives Source: Aswathappa, 2008, p.10
HRM ObjectivesSupporting FunctionsSocietal ObjectivesLegal complianceBenefitsUnion-Management relationshipOrganizational ObjectivesHuman Resource PlanningEmployee RelationsTraining and DevelopmentPerformance AppraisalPlacementFunctional ObjectivesPerformance AppraisalPlacementPersonal ObjectivesCompensationTraining and DevelopmentPerformance AppraisalPlacement
Organization Of HR DepartmentTwo issuesHR department placement in overall setupComposition of HR departmentStructure of HR Structure of organization depend on whether organization is small or large In small organization there is no need to have separate department to deals with activities relating to peopleMany small organizations even do not have personnel managersOutsourcing to firms specializing in managing accounts, pensions, funds and health & care
Organization Of HR DepartmentEarlier, in personnel department employee with little knowledge and competencies were placedThe responsibility was to arrange tours, picnics, and retirement/farewell partiesNow focus has changed, HR department has key place in overall organizationsContrary to small-sized company, In large scale organization there is big department heading by Manager/Director
Organization Of HR DepartmentHR in Small Scale UnitSource: Aswathappa, 2008, p.10OwnerProduction ManagerPersonnel AssistantOffice ManagerAccounts ManagerMarketing Managers
Organization Of HR DepartmentHRM in large scale organization
Source: Aswathappa, 2008, p.11ChairmanDeputy Director TrainingDirector HRMDirector R & DDirector FinanceDirector ProductionDeputy Director RecruitmentDeputy Director Promotions
Composition Of HR and Personnel Department Director HRMSource: Aswathappa, 2008, p.12
Outsourcing HR ActivitiesOutsourcing or Subcontracting: Transfer activities to specialist organizations
Reasons
Restructuring
Downsizing
Growth in business
Decline in business
Benefits
Cost efficiency
Access to expertise
SummaryWhat is HRM?HRM ActivitiesScope of HRMDifference between HRM and PMHRM Objectives and Functions
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