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HRM Policies and Practices Course Code: MGT450 Dr. Saqib Yousaf
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  • 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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