Human Resource Management by Bilal Chaudhry

8/9/2019 Human Resource Management by Bilal Chaudhry

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by Bilal [email protected]

HumanResourse

Management


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Basic Concepts


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PRODUCTIVITY

Productivity

Input-----process-------output Productivity is Output/input

Optimum productivity: Max

output with Min output


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profitability

More than actual or original

Surplus

In the form of

Money

Market share (FV: 10; MV 400)

Market segment

Large no of customers


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Productivity of a system

HR

MoneyTechnical

TIME


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Productivity of a system

Time is the boundary of any system Productivity within time is marvelous


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Goal vs objectives

Goals:

Goals are 5year plans

Objective:

Objectivesare yearly

planned


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O b je ct

H ira rch y


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management

Is a process, chain of activities, cycle

Design, draw, make create, innovatesomething


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management

Is designing andmaintaining anEnvironment whereindividuals can worktogether in groups toaccomplish a

goal/objective,


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Key terms used

Designining and maintaining: creation andsustaining something new

Environment: a particular atmosphere,

objects, directions, propercommunication, peaceful condition,that can help in work properly andfeasibly.

Group: different departments

Effectiveness: achieving a project within agiven domain ( 100,000+ 4 W.F, 30Days)


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Human ResourceManagement

HRM is the planning, organizing,leading, controlling of

procurement integration,development, compensation andseparation of HR so they cabachieve their personal,

organizational and societal goaleasily

Framework, structure, infrastructureand function of HR.


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What we have to do/obtain is planned inadvance.

Achievement of goal is dependant on

planning

Refining objective: everything should be inquantitative manner

Verification of goal: policies, procedures,

methods are course of action.

Justification, feasibility of object, benefit,people, time, quantity of product

Advantages and disadvantages

Object with greater advantages & less


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organizing

Implementation of plan

Identification of activities required toachieve objective

Classification of activities (marketing,finance, accounting)

Assigning the work (structure, positions

& authority in org)


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Authority is the legal right.

Persons selected, appointed, hired,

designated are called authorizedpersons

Power is ability to influence, inspireothers without legality

Who is using power is called leader.

Social leaders. Quaid,

Iqbal, Edhi


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HR is staffing itself

Controlling start with planning

PROCESS OF CORRECTING:

Review last performance

Sorting out problems Positive criticism


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PROCESS OF CORRECTING(STEPS)

1. Establishing the standards ofperformance (job expectations)

2. Matching actual performance with SOP

Measuring the variation to guide people

Stopping the repetition

3. Controlling is ongoing process

Regards, bonuses, incentives


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procurement


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Procurement/hiring/staffing

1. Recruitment

2. Selection

3. Placement

Organizations job analysis (vacancies,positions)

Selection: to get most appropriate

candidate


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Objectives of hiring

Selection: to get most appropriatecandidate

Recruitment: Maximization of no of

applicants

Maximization of choice set

Internal screening ( screeningirrelevant)

Selection process is for eligibleapplicant

Selection techniques

tests


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Test types

1. Intelligence test : to check IQlevel

2. Aptitude test: for competencyof candidate, Maths,English, Gen knowledge

3. Professional test (occupationaltest): explore interests,skills, techniques.

4. Psychological test: check

moods, atitude, behavior,


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interviews

1. Structured

2. Semi-structured (formal & informal)

3. Assessment centrers: artificialenviornment

engineer

Lecturer

Police shooting


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placement

Issuance of appointment letter to finallyselected candidate

Adjusting them in organization

Training about their job


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Placement types

Orientation: complete verbalintroduction of organization, dept,people, products, services, history,volume of business, segment,culture of organization, procedures,style etc

Socialization: generating familiarityafter proper introduction with

supervisor, colleges, subordinates


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Human resource planning

The process of analyzing andidentifying the need for andavailability of HR of a firm,industry, country and global level

Micro: process of forecastingdemand and supply of HR for

specific organizations. Demand &supply of labour after analysis

Macro: assessing and forecasting

the demand of HR and availability


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Objectives of microhrp

1. To prevent organization fromoverstaffing or understaffing

2. To ensure availability of alternativest

3. To ensure that the organization isresponsive to enviornment accordingto change in enviornment. Like

change in style fashion, technologyand season

4. To provide directions to all HR activities,manuals, compansations, reward,

policies


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Objectives of macro hrp

1. To forecast economic & businessenvironment, ups & downs by

advance programming2. To estimate future demand of no & type

of skills by various industries

3. To ensure effective labour supply

through interacting with educationalinstitutions like colleges anduniversities


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Objectives of hrp

To maximise the productivity of HR

HR requirements from HRP

Strategic implications of proposed strategicplan

Implication of strategic plan for staffing,training, development and management

succession(step by step progress)

How shortfall in the supply of skilled labourimpacts various firms

Attracting, retaining, motivating & rewarding

employees


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procurement

Process of maximizing the no ofapplicants towards vacant seats

Internal: employees of the

organizations apply External: people outside the

organization apply for a vacant seat


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Types of procurement

1.Internal recruitment

Employee referrals: people referred bythe employee working inorganization

Nepotism: to give favour to the dear or

relative of the authority


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2.External recruitment: Advertisement: TV, radio, internet,

papers,magazines etc

Colleges & institutions

Head hunters: organizations that helpfinding the right person. They work ncommission. E.g. Rozee.pk, Brightspyreetc.

Walk in/ Write in:

Govt. employment agencies: CSS, PCS

Military forces:

1.


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Job analysis & jobdesign

Fundamental activity after HRP

Job analysis

Job design Job Analysis:

Analysis of position, infrastructure,hirarchy of organization.

Excess of resourses or over-employment canbe considered by seeing hirarchy.

Analysis is used to identify & determine the

particular job, duties and requirement.


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Relevant importance: work in chainprocess

Job analysis: judgments are madeabout data collected regarding aparticular job.

Every person should have adequate

amount of work

1. Analysis

2. Design

3.


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Objectives of jobanalysis

It indicate the training needs.

Salary survey information

To select a selection plan

Good together work of individual andteam

Various position physical need

Validity discrimination complains


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Compensation system & payroll system

Salary packages, allowances

.work activities

human behaviur

SPOs

Human reqirement

Performance standards

M th d f j b


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Methods of jobanalysis

Data gathering

Questionnare

Desk auditing

Individual/group interview

Observation

Diary methods

Critical instance Recording Job performance

Whi h t f d t i


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Which sort of data isgathered

List of tasks

List of decision made by employee

Supervision made

b


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Various aspects to beanalyzed

Duties in task environment

Relationship environment

Tools & equipments

requirements


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Job design

Job rotation

Job enlargement

Job enrichment


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Job description

Supply customer chain is performed

Job in & job out concept


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Job specification

Minimum requirement

Job evaluation

Scenario of job


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Downsizing

Rightsizing

Outsourcing


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Thankyou

Human Resource Management by Bilal Chaudhry

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