human resource managment

HUMAN RESOURCES MANAGMENT : 

HUMAN RESOURCES MANAGMENT AQEEL UR REHMAN 07-MCT-43

Outline of my presentation : 

07-mct-43 AQEEL-UR-REHMAN 2 Outline of my presentation Introduction Strategic importance of HRM. Academic theories Function of HRM. (recruitment, selection, development…..etc) Responsibilities of manager Conclusion (summary)

Human Resource Management : 

07-mct-43 AQEEL-UR-REHMAN 3 Human Resource Management The Management of various activities designed to enhance the effectiveness of the organization’s workforce by attracting, developing and maintaining an effective workforce

IN GENERAL : 

07-mct-43 AQEEL-UR-REHMAN 4 4 IN GENERAL

Strategic Importance of HRM : 

07-mct-43 AQEEL-UR-REHMAN 5 Strategic Importance of HRM Strategic resource of the firm Involvement in the strategy development process Can establish an organization’s sustainable competitive advantage Shared responsibility between the HR managers and the line managers Requires fundamental change in how managers think about employees (Partners and Investments

Academic theory : 

07-mct-43 AQEEL-UR-REHMAN 6 Academic theory One widely used scheme to describe the role of HRM, developed by Ulrich, Dave defines 4 fields for the HRM function: Strategic business partner Change management Employee champion Administration

While Miller ‘s theory : 

07-mct-43 AQEEL-UR-REHMAN 7 While Miller ‘s theory HUMAN RESOURCE MANAGEMENT IS ".......those decisions and actions which concern the management of employees at all levels in the business and which are related to the implementation of strategies directed towards creating and sustaining competitive advantage"

Human Resources Management : 

07-mct-43 AQEEL-UR-REHMAN 8 Human Resources Management

Recruitment : 

07-mct-43 AQEEL-UR-REHMAN 9 Recruitment What is recruitment ? The nature of the recruitment process ??? Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

Recruitment : 

07-mct-43 AQEEL-UR-REHMAN 10 Recruitment Job description – outline of the role of the job holder Person specification – outline of the skills and qualities required of the post holder Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

Selection : 

07-mct-43 AQEEL-UR-REHMAN 11 Selection The process of assessing candidates and appointing a post holder Applicants short listed most suitable candidates selected Selection process varies according to organisation:

Selection Procedures : 

07-mct-43 AQEEL-UR-REHMAN 12 Selection Procedures Interview Psychometric testing Aptitude testing Presentation In-tray exercise activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer

Employment Legislation : 

07-mct-43 AQEEL-UR-REHMAN 13 Employment Legislation

Discipline : 

07-mct-43 AQEEL-UR-REHMAN 14 Discipline Firms cannot just ‘sack’ workers Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Rules must be fully defined

Development : 

07-mct-43 AQEEL-UR-REHMAN 15 Development

Development : 

07-mct-43 AQEEL-UR-REHMAN 16 Development Developing the employee can be regarded as investing in a valuable asset A source of motivation A source of helping the employee fulfil potential

Training : 

07-mct-43 AQEEL-UR-REHMAN 17 Training Similar to development: Provides new skills for employee Keeps the employee up to date with changes in the field Aims to improve efficiency Can be external or ‘in-house’

Rewards Systems : 

07-mct-43 AQEEL-UR-REHMAN 18 Rewards Systems The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays, etc.

Pay Plans : 

07-mct-43 AQEEL-UR-REHMAN 19 Pay Plans Skill based pay plan A pay system that rewards employees for the job skills they can demonstrate Variable Pay Plan A pay system that rewards employees based on time spent on the job or number of units produced

Trade Unions : 

07-mct-43 AQEEL-UR-REHMAN 20 Trade Unions

Productivity : 

07-mct-43 AQEEL-UR-REHMAN 21 Productivity Measuring performance: How to value the workers contribution Difficulty in measuring some types of output – especially in the service industry Appraisal Meant to be non-judgmental Involves the worker and a nominated appraiser Agreeing strengths, weaknesses and ways forward to help both employee and organisation

Some additional tasks : 

07-mct-43 AQEEL-UR-REHMAN 22 Some additional tasks Staffing A set of activities aimed at attracting and selecting individuals for positions in a way that will facilitate the achievement of organizational goals Validation It is the process of determining the predictive value of a selection technique

Some additional tasks : 

07-mct-43 AQEEL-UR-REHMAN 23 Some additional tasks Orientation Introduction of new employee to his/her job and the organization Organizational Orientation Work-unit Orientation Decruitment Techniques for reducing the labor supply within an organization

Some additional tasks : 

07-mct-43 AQEEL-UR-REHMAN 24 Human Resource Management & Industrial Relations 24 Some additional tasks Finding labour: Labour market characteristics Recruitment and selection procedures

Some additional tasks : 

07-mct-43 AQEEL-UR-REHMAN 25 Human Resource Management & Industrial Relations 25 Some additional tasks Pay workers Payment systems Payment structures Pay levels

CONCLUSION:Strategic Fit : 

07-mct-43 AQEEL-UR-REHMAN 26 CONCLUSION:Strategic Fit