HRm intro -session 1(2).ppt

8/9/2019 HRm intro -session 1(2).ppt

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Tehzeeb Sakina Amir

IU Spring 2011

HRMm - MBA

Human Resource Managemen


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Sar up session

Welcome & Class introduction

Course facilitator introduction

!ourse "b#eci$esImportance of HRM

Outlines HRM ways for the benefit of the organization and

employees

Issues in HRM in changing work enironment

!uggests ways of managing human capital


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Sar up session

Teaching meho%o&og'

"eaching will mainly be done through coaching

the students with ineraci$e sessions#

"he key to success is to keep he concep

c&ear( simp&e an% a&)a's &ook *or is pracica&

app&icaion in a )orking en$ironmen


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!&ass norms -"o get the ma$imum benefit out of

the course students are strongly recommended to%Arri$e an% &ea$e in ime+o early leaes ' late comings

!ome ,repare%( This is no a &ecure-on&' course+)lanned & surprise class *uizzes'actiities+ be regu&ar+

,ssignments and other related work has to be submitted on

ime# ae submission )i&& no be accepab&e an% )i&& be

marke% zero+.o 'our o)n )ork( Copied work will be marked zero(

Cell phones s)ich o** or pu on si&en p&ease+

o personal+ political and religious e$amples & comments#

Sar up session


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Course content -modules. / soft copy email orcopy from temp folder#

"esting & 0rading

0rading will focus on your oerall performance ratherthan one or two aspects# , mid1term e$amination & afinal e$amination will be taken#

Class )articipation

Class *uizzes+ assignments 234

Mid1term 234

"erm pro5ect 674

8inal 9$am :74

T"TA 100/

!ourse ou&ine an% gra%ing


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Resources 0ary ;essler and Human

Resource Management? eleenth edition

!nell !# and "he Handbook of

Human Resource Management? 277@

!ociety for Human Resource Management ia

www#shrm#org HRM research papers and scholarly 5ournals

Books ourna&s
http://www.shrm.org/http://www.shrm.org/


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CR nomination 0roups formation

Class information -email addresses.

"erm )ro5ect

Se&ecion o* !R roups *ormaion


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3our un%ersan%ing

Human Resource Managemen

Human

Resource

Management


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To sum up45

HRM is one *uncion o* managemen process

)here po&icies an% pracices *ocus on

carr'ing ou peopleinc&u%ing recruiing(

screening( raining( re)ar%ing an% appraising5


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HRM *uncions

To per*orm he 6peop&e7Conducting 5ob analysis

)lanning labor needs & recruiting 5ob candidates

!electingOrienting and training

Managing wages & salaries

)roiding incenties and benefits

)erformance appraisals

Communicating / interiewing+ counseling+ disciplining

"raining and deeloping


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HRM *uncions

, manager must know% 9mployment laws

9*ual opportunity and affirmatie action

9mployee health & safety

Handling grieances & labor relationsHRM specialties Recruiters

HR deelopment specialists

Aob analysts

Compensation managers

"raining specialists

9mployment'industrial relations specialists

9mployee welfare officers


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Sma&& misakes 8 huge &oses

What can go wrong(Hire the wrong personHigh turnoer)eople not performing

Waste time with useless interiewsHae your company taken to court because of

discriminatory actionsHae your company cited under occupational safety

laws for unsafe practicesBnfair and ine*uitable salariesack of trainingCommit unfair labor practices


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9$er' manager is an HR

manager4


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Auhori' &ine an% sa**

,uthority / the right to make decisions+

direct otherDs work and gie orders#ine authority / direct actiities in own

department and in serice areas

!taff authority / to adise other managers


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HR manager7s %uies

, line function

, coordinatie function / to ensure linemanagers are implementing organizationDs

policies+ rules#!taff functions1 assist and adise line

managers

The size o* HR %eparmen re*&ecs he size o* he

compan'


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HR ManagerDs )roficiencies

HR proficiencies


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The changing en$ironmenThe changing en$ironmen

an% HRMan% HRM


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Ma#or changes in )ork

en$ironmen

0lobalization trends & implications

"echnological trends

ature of work

High1tech 5obs

!erice 5obs

Enowledge work & human capital

Workforce demographictrends

,ailability of F9mployable "alentD


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abor egis&aion an% a)sabor egis&aion an% a)s


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abor aws )akistan

abor legislation is the responsibility of

both 8ederal and )roincial goernments

"otal labor force in )akistanG@#63 million people

:@4 agriculture sector

67#3 4 in manufacturing

:2#34 in arious other professions-source% labourunity#org.


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abor aws )akistan

,rticle 66 of the constitution prohibits child labor+ forced labor and

slaery

,rticle 6@ right to e$ercise freedom of association and unions

,rticle 6 right to enter any lawful profession+ occupation+ business

,rticle 23 prohibits discrimination on basis of gender,rticle G@ -e. proision for 5ust and humane work conditions

aws of hiring & firing

aws of working hours -@hrs'day# :2 hrs'week / factories act.

eaes paid

Child labor -below 6: years.

!trikes and ock1outs


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9*ual Opportunity 9mployment

;iscrimination on the basis of race+ colour+ religion+ se$ or national

origin

,rticle G aims at achieing e*uality

;efenses against discrimination allegations

;isparate treatment / intentional discrimination ;isparate impact / neutral employment policy creating an aderse

impact# -college degree re*uirement.# ot intentional#

,derse Impact% the oerall impact of employer practices that result in

higher percentage of a particular groups members being re5ected or not

promoted# ,derse impact can be shown through% ;isparate re5ection rates

Restricted policy

)opulation comparison

Mc1;onnell1;ouglas "est


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Handling discrimination charges

0ood intentions are no e$cuse((

Can not hide behind collectie bargaining

,greement may be the best optionJ

Diversity


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!ome discriminatory practices

RecruimenWord of mouth

Misleading information

Help wanted ads

Se&ecionsan%ar%s9ducational re*uirements

"ests

)reference to blood relationsHeight+ weight and physical characteristics

Criminal records

,pplication forms


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!ome discriminatory practices

9$isting employees)romotions

"ransfers

ayoffs

)ersonal appearance;ress

Hair'beard

Bniforms


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TH9 STRAT9I! HRMmore a partner than a cost centre..


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"he new HRM face

Tra%iiona&

Sraegic HRM

!reaing High

,er*ormance :ork

s'sems

Hiring;*iring

,a'ro&&

Bene*is p&an

Tesing iner$ie)ing echno&og'Union &egis&aion

9


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Sraegic - conceps

Sraeg'is F"he companyDs plan for how it will

balance its internal strengths and weaknesses

with its e$ternal opportunities and threats and to

maintain a competitie adantage#Sraegic managemenis >"he process of

identifying and e$ecuting the organizationDs

mission by matching its capabilities with the

demands of the enironment#?!trategic )lan K Implementation of the )lan


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Sraegic managemen - Seps

Sep 1 ;efine current business and deeloping a

mission

Sep 2 !WO" ealuating internal & e$ternal

strengths+ weaknesses+ opportunities and

threats

Sep = formulating a new business statement

Sep > translating mission into goals

Sep ? formulate strategies or courses of actionSep @ Implement the strategies

Sep 9aluate performance


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Sraegies - T'pes

!orporae sraeg' oneorganizaion ino mu&ibusiness bu onecorporae sraeg'

!ompeii$e sraeg' business &e$e& sraeg'

The !ompeii$eA%$anage he e%ge(he %i**erences )ihcompeiors haorganizaion use oincrease marke share5

unciona& sraeg' basic courses o* acion in%eparmens5


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!trategic 8it

;ilemma of manager / misfit

"wo possibilities to oercome%

i/ the manager should align functional

strategies with and support its corporate and

competitie strategies#

Can result in limited growth

e$eraging/ supplementing what you hae and

doing more with what you hae

Manager must underplay firmDs weaknesses &

capitalize on uni*ue core strength of the company


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HRM Ro&e in sraegic *ron

HRMSraegic,&anis >formulating and

e$ecuting HR policies and practices that

produce the emp&o'ee compeenciesand

beha$iorsthe company needs to achiee itssraegic aims#?

HRM helps to create the 6compeii$e

a%$anageCfor the organization

"he Competitie adantage can take many forms% *uality+research+ software systems+ diersity of the workforce+

trained employees+ HR policies & practices etc#


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inking organization & HR strategies

!ompan'7s compeii$e

en$ironmen

!ompan'7s sraegicsiuaion

!ompan'7s inerna& srenghs

An% )eaknesses

Sraegic p&anDeEpan%;cu cos;%i$ersi*'F

"rganizaiona&

per*ormance

HR sraegies

!ourses o* acion


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Challenges to HRM

eed to support corporate productiity

and performance improement efforts

9mployees play an e$panded role in

employerDs performance improement

efforts

HR units must be more inoled in

designing/ not 5ust e$ecuting / the

companyDs strategic plan


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HRM !trategic Roles

"he !trategic Roles%

"he 9$ecution Role / the doing part

"he 8ormulation Role / e$panded role / whereincluded in working of formulating corporate

and competitie strategies


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"he !trategic HRM !ystem

The HR

uncionHR

professionals

With strategic

managementcompetencies

9mp&o'ee

Beha$iors

9mployees

Competencies+

=alues+

Motiation+ &


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High ,er*ormance :ork S'sems

, system which tends to create human resource

with uni*ue support to organizational needs

,ims to ma$imize competencies+ commitment

and abilities of the employees which producesuperior performance

=ary from organization to organization


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High ,er*ormance :ork S'sems

Includes practices%9mployment security

!electie hiring

9$tensie training

!elf managed teams and decentralized decision makingReduce status *uo

Information sharing

Contingent rewards -pay1for performance.

"ransformational leadershipMeasurement of management practices

9mphasis on high *uality work


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,ssessing HRM performance

,bsence rate

Cost per hire

HR e$pense factor"ime to fill

"urnoer rate


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!outhwest ,irlines

G"ur peop&e are our sing&e greaes srengh an% mos en%uring&ong erm compeii$e a%$anage5G

Gary Kelly, CEO Southwest Airlines

The Mission o* Souh)es Air&ines "he mission of !outhwest ,irlines is dedication to the highest *uality

of Customer !erice deliered with a sense of warmth+ friendliness+indiidual pride+ and Company !pirit# To "ur 9mp&o'ees We are committed to proide our 9mployees a stable work

enironment with e*ual opportunity for learning and personalgrowth# Creatiity and innoation are encouraged for improing the

effectieness of !outhwest ,irlines# ,boe all+ 9mployees will beproided the same concern+ respect+ and caring attitude within theorganization that they are e$pected to share e$ternally with eery!outhwest Customer#

HRm intro -session 1(2).ppt

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