8/7/2019 1. Hrm Introduction
1/49
HUMAN RESOURCE MANAGEMENT
IQRA UNIVERSITY
8/7/2019 1. Hrm Introduction
2/49
HRM
An organization is known bythe people it is composed of
8/7/2019 1. Hrm Introduction
3/49
HRM
A survey of corporate CEOs found that the
majority of top HRM executives nowdirectly report to the CEO and that 43percent of fortune 500 firms assigned the
top HR professional to a Vice President position
8/7/2019 1. Hrm Introduction
4/49
HRM
According to recent researches specificHRM activities have been shown to bedirectly related to corporate performanceindicators such as return on investment(ROI) and return on equity (ROE)
8/7/2019 1. Hrm Introduction
5/49
Secret of success
Success can be achievethrough effective andefficient man management.
8/7/2019 1. Hrm Introduction
6/49
Secret of success
An organization that wants to manage
human resources to meet its goal has
to handle three most critical tasks Selection, Compensation and
Training & Development of Human
Resource
8/7/2019 1. Hrm Introduction
7/49
Human Resource Management
HRM encompasses those activities
that provides, motivate & coordinatethe human resource in anorganization.
8/7/2019 1. Hrm Introduction
8/49
Human Resource Management
HRM focuses on human resourceplanning, interpersonal relationship,
goal setting and appraisals, rewardmanagement, motivational dynamicsand training and development of skillsat various levels
8/7/2019 1. Hrm Introduction
9/49
Human Resource Management
Today the aim of HR Manager is todevelop a work culture that is
flexible, integrated, performanceoriented, quality conscious,cooperative, collaborative and
supportive.
8/7/2019 1. Hrm Introduction
10/49
Human Resource Management
The corporate success depends howeffectively the human resource
functions are integrated with the restof the corporate activity for theachievement of corporate excellence
8/7/2019 1. Hrm Introduction
11/49
Human Resource Management
Old Myths New Reality
People go into HR because
they like people.
Any one can do HR
HR people must create thepractices that makeemployees morecompetitive, not morecomfortable.
HR activities are based on
theory and research. HRprofessionals must masterboth theory and practice.
8/7/2019 1. Hrm Introduction
12/49
Human Resource Management
Old Myths New Reality
HR deal with the soft side ofa business and is thereforenot accountable.
HR focus on cost which mustbe control.
The impact of HR practices onbusiness results can and mustbe measured. HRprofessionals must learn howto translate their work intofinancial performance.
HR practices must createvalue by increasing theintellectual capital within thefirm. HR professional mustadd value not reduce it.
8/7/2019 1. Hrm Introduction
13/49
Human Resource Management
Old Myths New Reality
HR is HRs JOB HR work is as important to
line managers as arefinance, strategy and otherbusiness domains .
HR professionals shouldjoin with managers inchampioning HR Issues.
8/7/2019 1. Hrm Introduction
14/49
Current ScenarioThe scenario in which human resources areto be managed are constantly changing.
To grow and thrive in today's competitiveenvironment organization must deal withseveral major challenges.
Meeting challenges is necessary to createvalue and to gain competitive advantages.
8/7/2019 1. Hrm Introduction
15/49
Values and Challenges
Value:Traditional View: It is a function of accounts (payroll)
Current definition: How human resource is
managed is critical to the long term value of acompany
Current definition of value includes not only profitsbut employees growth, satisfaction, and careerdevelopment opportunities.
8/7/2019 1. Hrm Introduction
16/49
Personnel Aspects Of A Managers Job
Conducting job analyses (determining the nature of eachemployees job)
Planning labor needs and recruiting job candidates
Selecting job candidates
Orienting and training new employees
Managing wages and salaries (compensating employees)
Providing incentives and benefits
Appraising performance
Communicating (interviewing, counseling, disciplining)
Training and developing managers
Building employee commitment
8/7/2019 1. Hrm Introduction
17/49
Personnel Mistakes
Hire the wrong person for the job Experience high turnover
Have your people not doing their best
Waste time with useless interviews
Have your company in court because of discriminatory actions Have your company cited by OSHA for unsafe practices
Have some employees think their salaries are unfair andinequitable relative to others in the organization
Allow a lack of training to undermine your departmentseffectiveness
Commit any unfair labor practices
8/7/2019 1. Hrm Introduction
18/49
Basic HR Concepts
Getting results The bottom line of managing
HR creates value by engagingin activities that producethe employee behaviorsthe company needs to
achieve its strategicgoals.
8/7/2019 1. Hrm Introduction
19/49
Line and Staff Aspects of HRM
Line manager A manager who is authorized to direct the
work of subordinates and is responsible for
accomplishing the organizations tasks. Staff manager
A manager who assists and advises linemanagers.
8/7/2019 1. Hrm Introduction
20/49
Line Managers HRM Responsibilities
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth workingrelationships
6. Interpreting the firms policies and procedures
7. Controlling labor costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees health and physical condition
8/7/2019 1. Hrm Introduction
21/49
Functions of the HR Manager
A line function
The HR manager directs the activities of thepeople in his or her own department and in
related service areas (like the plant cafeteria). A coordinative function
HR managers also coordinate personnelactivities, a duty often referred to as
functional control. Staff (assist and advise) functions
Assisting and advising line managers is the
heart of the HR managers job.`
8/7/2019 1. Hrm Introduction
22/49
HR & Authority
Authority The right to make decisions, direct others
work, and give orders.
Implied authority The authority exerted by an HR manager by
virtue of others knowledge that he or she hasaccess to top management.
Line authority The authority exerted by an HR manager by
directing the activities of the people in his or
her own department and in service areas.
8/7/2019 1. Hrm Introduction
23/49
Employee Advocacy
HR must take responsibility for:
Clearly defining how management should betreating employees.
Making sure employees have the mechanismsrequired to contest unfair practices.
Represent the interests of employees within
the framework of its primary obligation tosenior management.
8/7/2019 1. Hrm Introduction
24/49
A Changing HR Environment
Globalization
Technological Advances
Exporting Jobs
The Nature of Work
Workforce Demographics
8/7/2019 1. Hrm Introduction
25/49
HR and Technology
Benefits of technological applications for
HR
Intranet-based employee portals through which
employees can self-service HR transactions. The availability of centralized call centers staffed with
HR specialists.
Increased efficiency of HR operations.
The development of data warehouses of HR-related
information.
The ability to outsource HR activities to specialist
service providers.
8/7/2019 1. Hrm Introduction
26/49
26
THETHE
FACTORIESFACTORIES
ACT, 1934ACT, 1934
8/7/2019 1. Hrm Introduction
27/49
27
FACTORYFACTORY
Section 2 (j):Section 2 (j):
AAny premises,ny premises,
1)1) Where 10 or more workers are / were workingWhere 10 or more workers are / were working onon
any day of the preceding 12 months.any day of the preceding 12 months.
2)2) Manufacturing process.Manufacturing process.
8/7/2019 1. Hrm Introduction
28/49
28
SectionSection--66
The Provincial Government may treat different Departments orThe Provincial Government may treat different Departments or
Branches of a specified Factory as separate Factories.Branches of a specified Factory as separate Factories.
8/7/2019 1. Hrm Introduction
29/49
29
REGISTRATION CERTIFICATE
Section 9-A:
(1) Registration Mandatory requirement
(2) Registration Certificate for one year & renewable
automatically on payment of fee
8/7/2019 1. Hrm Introduction
30/49
30
Section 9:Section 9:Notice to Inspector of Factories for commencement of workNotice to Inspector of Factories for commencement of work
Name of the Factory & its situationName of the Factory & its situation
Address for communicationAddress for communication
Nature of manufacturing processesNature of manufacturing processes
Nature and power to be usedNature and power to be used
Name of the Manager of FactoryName of the Manager of Factory
8/7/2019 1. Hrm Introduction
31/49
31
PRECAUTIONS INCASEOFFIRE
Section-25
i. Every Factory shall be provided with such means of
escape in case of fire.
ii. If it appears in the notice of Inspector that any Factory is
not provided with the means of escape, he may direct to
adopt the measures within specified period.
iii. Doors affording exit from any room shall not be locked
or fastened, so that they can be easily and immediately
opened.
8/7/2019 1. Hrm Introduction
32/49
32
PRECAUTIONS INCASEOFFIRE
iv. Doors, windows or other exit affording means of escape
in case of fire, shall be distinctively marked in a
language understood by the majority of the workers orby some clearly understood sign.
v. Clearly audible means of giving warning in case of fire to
every person employed therein shall be provided.
vi. A free passage giving access to each means of escape
in case of fire shall be maintained.
vii. Where explosive or highly inflammable materials are
used or stored, all the workers should be familiar with
the means of escape in case of fire.
8/7/2019 1. Hrm Introduction
33/49
33
PROTECTIONS
Section-27
Only a trained male worker shall be engaged to clean or
lubricate any part of the machinery when it is in motion.No woman or child shall be allowed for this purpose.
Section-33-F
Excessive Weights: No person shall be employed to lift,
carry or move any load so heavy as to be likely to cause himinjury.
Section-33-G
Protection ofEyes: Where manufacturing process is being
carried, effective screens or suitable goggles shall be provided.
8/7/2019 1. Hrm Introduction
34/49
34
NOTICEOFPERIODS FORWORK
Section-39
(I) Notice of periods for work for adults showing clearly the
period which adult workers may be required to work shallbe displayed and correctly maintained.
(ii) Where all the adult workers in a Factory are required to
work within the same period, the Manager of the Factory
shall fix those periods for such workers generally.(iii) Where all the adult workers in a Factory are not required
to work within the same periods, the Manager of the
Factory shall classify them into groups according to the
nature of their work.
8/7/2019 1. Hrm Introduction
35/49
35
NOTICEOFPERIODS FORWORK
(iv) For each group, which is not required to work on a
system of shifts, the Manager of the Factory shall fix
the period within which the group may be required towork
(v) A group which is required to work on a system of shifts
and the relays are not to be subject to pre-determinedperiodical changes of shift the Manager shall fix the
periods within which each relay or the group may be
required to work.
8/7/2019 1. Hrm Introduction
36/49
36
DISPLAY OFFACTORY NOTICES
Section 76:
i) Display of Notices containing such
abstracts of this Act and the rules made
there under in English and in the
language at some noticeable place ornear main entrance
8/7/2019 1. Hrm Introduction
37/49
37
NOTICE OF CERTAIN ACCIDENTS
Section 33Section 33
Intimation of death or severe injury within 24Intimation of death or severe injury within 24
hours to;hours to; Chief InspectorChief Inspector
Inspector of the areaInspector of the area
District MagistrateDistrict Magistrate
Commissioner appointed under the WorkmensCommissioner appointed under the WorkmensCompensation Act, 1923Compensation Act, 1923
Social Security Officer of the areaSocial Security Officer of the area
Officer Incharge of the Police Station (in case of death)Officer Incharge of the Police Station (in case of death)
8/7/2019 1. Hrm Introduction
38/49
38
Health & Safety
Section 13 Cleanliness.
Repainted or revarnished once in every five years
Section 14 Disposal of wastes & effluents
Effective arrangements for their disposal
Section 15 Ventilation & Temperature
Adequate ventilation by circulation of fresh air andtemperature for conditions of comfort etc.
8/7/2019 1. Hrm Introduction
39/49
39
Section 18 Overcrowding
No work room to be overcrowded to an extent
injurious to the health of the workers
Section 19 Lighting
Sufficient, suitable - emergency lighting provision
8/7/2019 1. Hrm Introduction
40/49
40
Section 20 Drinking water
Effective arrangements to provide sufficient and
clean drinking water at suitable points
Provision of cold drinking water in hot weather
8/7/2019 1. Hrm Introduction
41/49
41
Section 21
Rest Rooms
Separately for male & female
Sufficient rest rooms conveniently situated and
accessible to workers
8/7/2019 1. Hrm Introduction
42/49
42
Section 23
Precautions against contagious orinfectious disease.
Hygienic card for medical examination twice a
year
Shall not be put on work till he/she is declaredfree of such a disease.
8/7/2019 1. Hrm Introduction
43/49
43
Section 23-A Compulsory vaccination andinoculation
As and when prescribed
The expenses to be borne by the employer
Section 24 Provision of Canteen
Facility of canteen 250 workers - No Loss No Profit
Section 25 Fire precautions
8/7/2019 1. Hrm Introduction
44/49
44
Section 34 (Weekly hours)(Weekly hours)
48hours in a week
48hours in a week
Section 35 (weekly holiday)(weekly holiday)
SundaySunday Substituted Leave within three days before orSubstituted Leave within three days before or
after Sundayafter Sunday
8/7/2019 1. Hrm Introduction
45/49
45
Section 37 (Intervals for rest)(Intervals for rest)
One hour after Six hoursOne hour after Six hours
Half an hour after Five hoursHalf an hour after Five hours
8/7/2019 1. Hrm Introduction
46/49
46
Section 47 (Extra pay for overtime )
Double payment of the ordinary rate
Section 47-A
Obligation to work overtime Any adult worker may be required to work overtime,
provided that such working conforms to the
provisions of the Act and the rules made thereunder.
8/7/2019 1. Hrm Introduction
47/49
47
Section 49-B (Annual Holidays)
14 days leave on completion of 12 months service
Accumulation up to 2 years entitlement
Section 49-C (Pay during annual holidays) At a rate equivalent to the daily average of wage
8/7/2019 1. Hrm Introduction
48/49
48
Section 49-H (Casual and sick leave)
10 days casual leave per year 16 half days sick leave per year
Section 49-I(Festival holidays)
Festival holidays to be allowed as notified by theProvincial Government.
8/7/2019 1. Hrm Introduction
49/49
Thank you