Alhuda cibe - Introduction to human resource management
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Transcript of Alhuda cibe - Introduction to human resource management
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Religiosity and threshold effect in social and financial performance of microfinance institutions
Mohammad Ashraful Mobin
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Human Resource Management in Islamic
Micro Finance Institutions
By: Syed Hussain Haider• Director, Akhuwat Institute of Social Enterprise and Management • CSO, Akhuwat Education Services• Adjunct Faculty, LUMS
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RBE --- KBE
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Introduction to HRM• Two questions:
– Does it matter?– Why does it matter?
• What is HRM?– Organization’s methods and procedures for
managing people to enhance skills and motivation– Activities to enhance the organization’s ability to
attract, select, retain and motivate people
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The Death of HR ?• Traditional “personnel” function
–Recordkeeping–Perceived as a dumping ground
• The death of HR?• HR’s rebirth
Sources: Caudron (2003); Schuler (1990); Schuler & Walker (1990); Stewart (1996); Sunoo & Laabs (1999); Ulrich (2000); Wells (2003)
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HRM and Personnel Management differences
HRM: • places more emphasis on strategic fit and
integration, • is based on a management philosophy,• Places more emphasis on mutuality,• is more holistic,• specialists are more like facilitators than
administrators,• treats people as assets and not only as an expense.
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Definition of HRMStrategic and coherent approach to the management of an organization’s most valued asset – the people working there who individually and collectively contribute to the achievement of its objectives.
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What Is Human Resource Management?
• The Management Process
o Planningo Organizingo Staffingo Leadingo Controlling
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Elements of human resource cycle1.Selection: matching available human
resources to jobs2.Appraisal: performance management3.Rewards: focus on organizational performance
(most under-utilized and mishandled tool)– short-term and long-term
4.Development – developing high quality employees
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11
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Human Resource Planning
Human Resource
Development
Com
pens
ation
Staffing
Employee and Labor
Relations
Safety and Health
Human Resource Management
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The Harvard Framework
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Why Is Human Resource Management Important to All Managers?
• No manager wants to:o Hire the wrong person for the jobo Experience high turnovero Have your employees not doing
their best
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Aims of HRM1. Organizational effectiveness (HRM makes a significant
impact on firm performance)2. Human capital management (HC is the prime asset – the
aim is to develop the inherent capacities of people)3. Knowledge management (support the development of
firm-specific knowledge)4. Reward management (enhance motivation, job
engagement)5. Employee relations (harmonious relationship between
partners)6. Meeting diverse needs (stakeholders, workforce)7. Bridging the gap between rhetoric and reality (HRM is to
bridge the gap – and to ensure that aspirations are translated to effective action
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HRM conceptsPeople ManagementThe policies and practice which govern how people are managed and developed in organizations
Human Capital ManagementAn approach to obtaining, analyzing and reporting on data which informs the direction of value adding people management strategic investment and operational decisions at corporate level and at the level of front line management
Human Resources ManagementThe strategic and coherent approach to the management the most of organization’s most valued assets – the people working there who individually and collectively contribute to the achievements of its objectives
Personnel ManagementPersonnel mmanagement is concerned with obtaing, organizing and motivating human resources required by enterprise
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Human Resource Management
• Part of total management process• Focus on staffing processes
o Job analysesoRecruitingo SelectingoOrientationoCompensationo PerformanceoCompliance issuesoResearcho Training & Development oCounseling and Grievance Management
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• Technological advances• Globalization and competition• Indebtedness (“Leverage”) deregulation• Trends in the nature of work• Demographic and workforce trends• Economic challenges and trends
Trends in Human Resource
Management
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• More knowledge work• Aging workforce• Economic downturn• De-leveraging• Deregulation slowdown• Slower economic growth
Trends in Human Resource
Management
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The New Human Resource Manager
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The New Human Resource Manager• Focus More on Strategy • Focus on Improving Performance• Measure HR Performance and Results• Use Evidence-Based Human Resource
Management• They Add Value• They Use New Ways to Provide HR Services
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• They Take a Talent Management Approach• They Manage Employee Engagement• They Manage Ethics• They Understand Their Human Resource
Philosophy• They Have New Competencies
The New Human Resource Manager
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Evidence-based Human Resource Management
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The New Human
Resource Managers
Transactional Services
Talent ManagementCompetencies
Big picture
EthicsEmployee Engagement
Performance, results,
evidence-based
practice
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Human Resource Manager’s Competencies
• Strategic positioners• Credible activists• Capability builders• HR innovators and
integrators• Technology proponents
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Q & A?
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AlHuda CIBE FZ LLE - U.A.EP: + 971 56 9286664, + 971 55 938 99 00
AlHuda Center of Islamic Banking & Economics - PakistanPh: (92-42) 35913096 - 98, Fax: (92-42) 35913056
Email: [email protected] Website: www.alhudacibe.com