INTRODUCTION TO HUMAN RESOURCE

MANAGEMENT.

PRESENTED BY;

UMAIR ASLAM

HRM BY GARY DESSLER (12 EDITION)CHAPTER # 1

MANAGEMENT

PLANNING

ORGANIZING

STAFFING

LEADING

CONTROLLING

Establish Goals & Standards

Establish Department, Assign Task, Authority/ Delegation, Communication

Recruiting Process

Get the Job Done

Benchmarks

HUMAN RESOURCE MANAGEMENT

It is the process of; ACQUIRING, TRAINING, APPRAISING, COMPENSATING EMPLOYEES RELATION, HEALTH & SAFETY FAIRNESS

HUMAN RESOURCE RESPONSIBILITIES Conducting Job Analyses Planning Employee Needs Recruiting Candidates Orienting & Training Employees Managing Wages & Salaries Providing Incentives & Benefits Appraising Performance Communicating Training & Developing Managers Building Employee Commitment

HIRING WRONG PERSON

HIGH TURNOVER

PEOPLE INEFFICIENCY

INTERVIEW

LEGAL ACTION DUE TO DISCRIMINATION

UNSAFE PRACTICES

UNFAIR SALARIES & FRINGE BENEFITS

LACK OF TRAINING

UNFAIR LABOR PRACTICES

For many years, It has been said that capital is the bottleneck for a developing industry·. I don't think this any longer holds true. I think it's the work force and the company's inability to recruit and maintain a good work force that does constitute the bottleneck for production.

HUMAN RESOURCE MANAGEMENT IMPORTANCE

HUMAN RESOURCE MANAGEMENT DUTIES

LINE FUNCTION Line Authority entitles a Manager to

direct the work of an Employee.

STAFF FUNCTION Staff Authority Functions to support,

assist, advice, and generally reduce some of the informational burdens of Line Manager

COORDINATIVE FUNCTION Manager acts as "The Right Arm of the

Top Executive."

LINE HR MANAGER DUTIES Placing the Right Person on the Right

Job

Orientation of new employees

Training employees for jobs

Improving the Job Performance

Gaining Creative Cooperation and Developing Smooth Working Relationships

Interpreting the Firm’s Policies and Procedures

Controlling Labor Costs

Developing the Abilities of Each Employee

Creating and Maintaining Department morale

Protecting Employees’ Health and Physical Condition

NEW HUMAN RESOURCE APPROACHES TRANSACTIONAL HR

Focuses on using CENTRALIZED CENTERS and OUTSOURCING ARRANGEMENTS with vendors(benefits advisors) to provide specialized support in day to day transactional HR activities.

CORPORATE HR Focuses on assisting top management in BIG ISSUES such as developing the LONG

TERM STRATEGIC PLANS of the company

EMBEDDED HR Assigns HR generalists directly to departments to provide LOCALIZED HRM

ASSISTANCE to the department needs.

CENTRE OF EXPERTISE SPECIALIZED HR CONSULTING FIRMS within the company, PROVIDING

SPECIALIZED ASSISTANCE in areas such as ORGANIZATIONAL CHANGE

TRENDS SHAPING HUMAN RESOURCE MANAGEMENT

GLOBALIZATION & COMPETITION

INDEBTEDNESS & DEREGULATION

TECHNOLOGICAL

NATURE OF WORK

HIGH-TECH JOB

MORE SERVICE JOB

MORE KNOWLEDGE JOB

DEMOGRAPHIC

RETIREES

NON TRADITIONAL WORKERS

GENERATION “Y”

ECONOMIC

IMPORTANT TRENDS IN HUMAN RESOURCE MANAGEMENT NEW HUMAN RESOURCE MANAGERS

FOCUS ON BIG PICTURE ISSUES

TRANSACTIONAL SERVICES

NEW PROFICIENCIES

STRATEGIC HUMAN RESOURCE MANAGEMENT

HIGH PERFORMANCE WORK SYSTEM

EVIDENCE BASED MANAGEMENT

MANAGING ETHICS

HR QUALIFICATION

SOCIETY FOR HUMAN RESOURCE MANAGEMENT (SHRM)

SENIOR PROFESSIONAL in HR (SPHR)

PROFESSIONAL in HR (PHR)

HRM IN CONSTRUCTION INDUSTRY

ACQUIRING TRAINING APPRAISING COMPENSATING EMPLOYEES RELATION HEALTH & SAFETY FAIRNESS

THANK

YOU