HUMAN RESOURCE MANAGEMENT

Lecture #1
Contents extracted from: GARY DESSLER, Keith
Davis and others.
Rules and Regulations for the class.
Class participation and attendance are must.
Make sure your cellphone is silent, keep it aside during
lecture.
Be on time in the class.
Ask your queries in the classroom to avoid and
communication barrier.
Timely submissions and active contribution will give you
an edge.
Queries regarding checking and marking will only be
entertained within the given time, after that course
supervisor is not responsible.
Violation of defined rules cannot be tolerated.
 For asking or discussing any issues, you can contact me via
email: [email protected]
Marks division
Out of 100 marks:

10 marks for quizzes (4th, 7th or 8th and 11th )

30 marks for assignments. (2 assignments, 15 marks for
each) 5th and 9th sessions expectedly.
20 marks for Mid term (7th or 8th session)
40 marks for final.
 Contents
 Introduction of the course.
 Understanding of HRM
 Some Other relevant Questions?
 What is your perception/opinion about this course?
 Why Human Resource Management?
Ice breaking to analyze your self!
Mention two (2) truths about you personality.

One word game!

1) KASBIT’s culture
2) Human resource management
3) Social media
4) your inspiration in one word.
5) Your high school experience.
Starting note (Employee source)
From personnel to human resource
management!
 Understanding the
concept of HRM

 Think about it…..

 What is Nike without it’s Employees?
 If you removed the employees from these organizations like,
Facebook, Zara, Microsoft, Apple, Wall Mart, Amazon, etc

Than, what would have left….???

A lot of buildings, expensive equipment, Brand names and some

impressive bank balance and nothing…..
 Some Other Questions
 How the people come to be employees in their respective organizations?

Human Resource Planning

 How were they selected?

Recruitment, Selection
 How Employee knows, what to wear, how to talk , Rules and Regulations?

Orientation
 Why do they come to work on a regular basis?

Compensation, Benefit and Motivation

 How do they know what to do on the job?
Job Analysis
 How does management know if the employees are performing adequately or not?

Performance appraisal and Performance Management

 What can be done about it?

Termination, Delegation
 Will todays employees be adequately prepared for the technologically advanced work the
organization will require of them in the years ahead?
Training and Development
 What happened in the organization if the union is present?
Equal Employment opportunity and Labor Relation
 Human Resource Management (HRM) is the function within an
organization that focuses on recruitment of, management of, and
providing direction for the people who work in the organization.

Human Resource Management includes:
conducting job analyses, planning personnel needs, recruiting th
e right people for the job, orienting
and training, managing wages and salaries, providing benefits an
d incentives, evaluating performance, resolving disputes, and
communicating with all employees at all levels
 Why Human Resource
Management???

Some Wrong Perceptions About HR as a Career Path…..

• It’s Easy as compare to the Other areas of Administration.

• Love the People , That’s Why I can work with this resource very well.
• It’s a trend, Or the fi eld is designed for Girls only.
• Don’t know anything, but listen from people it’s good.

Human Resource is beyond that thinking

Why is HRM important to all managers?
Several reasons…. Few are:
Avoid personnel mistakes
Improve profits and performance
HR for entrepreneurs

It help to get results through the people.

What kind of Personnel mistakes?
1. To have your employees not doing their best.
2. to hire the wrong person for the job.
3. To experience high turnover.
4. To have your company in court due to your
discriminatory actions (unfair labor practices) and
non-compliance.
5. To have your company cited for unsafe practices.
Some insights of last year
The industries with the highest turnover rates are:
Technology (software), 13.2%
Retail and Consumer Products, 13%
Media and Entertainment, 11.4%
Professional Services, 11.4%
Government/Education/Non-Profit, 11.2%
Financial Services and Insurance, 10.8%
Telecommunications, 10.8%
Reference: (Petrone, 2018)
HUMAN RESOURCE ASPECT
 CONDUCTING JOB ANALYSES
 RECRUITING AND SELECTING JOB CANDIDATES
 ORIENTING AND TRAINING NEW EMPLOYEES
 MANAGING WAGES AND SALARIES
 INCENTIVE AND BENEFITS
 APPRAISING PERFORMANCE
 COMMUNICATING (INTERVIEW, COUNSELING)
 TRAINING AND DEVELOPING+ MANAGERS
 BUILDING EMPLOYEE Commitment and relations
Manager should know about:
Internationally what made HR manager better than
others??

Labor law and statutory compliance

Employee health and safety
Handling grievances and labor relations
 WHY HRM is IMPORTANT for the
organization?
1. Hire the right number and kind of employees.
2. Place them at a position which is the best fit, At
the right time.
3. Ensure the capability to effectively and
efficiently completing the tasks given to them in
order to achieve the organizations overall
objective.
4. Ensure legal compliance.
Psychological safety…
In the workplace, psychological safety is the shared
belief that it's safe to take interpersonal risks as a
group.

Studies on psychological safety point to wide-

ranging benefits, including increased confidence,
creativity, trust and productivity. A 2017 Gallup report
found that if organizations increase psychological
safety, it makes employees more engaged in their
work. (Reference: CNBC 2020)
Interesting Organizational fact
RECRUITMENT AND SELECTION
 RECRUITMENT - Process of attracting individuals on a
timely basis, in sufficient numbers, and with appropriate
qualifications, to apply for jobs at an organization

 SELECTION - Process of choosing from a group of

applicants the individual best suited for a particular
position and the organization
Training and development
 TRAINING - Designed to provide learners with knowledge and skills
needed for their present jobs.

 DEVELOPMENT - Involves learning that goes beyond today's job;

more long-term focus.

 CAREER MANAGEMENT - Ongoing process whereby individual sets

career goals and identifies means to achieve them.
PERFORMANCE MANAGEMENT
PERFORMANCE MANAGEMENT - The process
employers use to make sure employees are working
toward organizational goals.

PERFORMANCE APPRAISAL - Evaluating an

employee’s current and/or past performance
relative to his or her performance standards
COMPENSATION

ALL REWARDS THAT EMPLOYEES RECEIVE AS A RESULT

OF THEIR EMPLOYMENT.
Compensation (also known as Total Rewards) can be
defined as all of the rewards earned by employees in return
for their labor.
Compensation
HEALTH, SAFETY AND SECURITY
Employees who work in safe environment and enjoy good
health are more likely to be productive and yield long-term
benefits to organization.

How to make the workplace safe? Including the causes of

the accidents, law governing your responsibilities for
employee safety and health.
HRM extra hold…
HRM is a subset of the study of management that
focuses on how to attract, hire, train, motivate, and
maintain employees.

Strong employees become a source of competitive

advantage in a global environment facing rapid and
complex change.
HRIS…
The Human Resource Information Systems
(HRIS) that make this possible also gather, store, and
analyze HR information allowing HRM professionals
to better facilitate payroll, benefits administration,
applicant tracking, training, performance
management, and many other important HR
functions.
KINDS OF MANAGERS
 LINE MANAGERS – THESE TYPE OF MANAGERS HAVE THE
AUTHORITY TO ISSUE ORDERS TO OTHER MANAGERS OR
EMPLOYEES

 STAFF MANAGERS – THESE TYPE OF MANAGERS HAVE THE

AUTHORITY TO ADVISE OTHER MANAGERS AND EMPLOYEES.

 Authority:
The right to make decisions, direct others’ work and give orders
HUMAN RESOURCE MANAGERS
THREE (3) FUNCTIONS CARRIED OUT BY HR
MANAGERS
 Line function – directs the activities in their own
department or use implied authority
 Coordinative function – ‘right arm of the top
executive,’ and ensure all policies and practices are being
implemented
 Staff (assist and advise) function – advising line
managers and executives, hiring, training, evaluating,
firing.
CHANGING ENVIRONMENT OF HRM
GLOBALIZATION (

TECHNOLOGICAL ADVANCEMENT

THE NATURE OF WORK (

WORKFORCE demographics and DIVERSITY (skill

shortage, generational issue)
Cont..
CHANGING ROLE OF HRM
 STRATEGIC HUMAN RESOURCE MANAGEMENT

 MANAGING WITH TECHNOLOGY

 HUMAN RESOURCE OUTSOURCING

CHANGING ROLE OF HRM
HUMAN RESOURCE MANAGERS
PROFICIENCIES
1. HUMAN RESOURCE – Knowledge and skills in areas
such as employee selection, training and compensation
2. BUSINESS PROFICIENCY – Cope with the strategic
aspect of the job
3. LEADERSHIP PROFICIENCY – To lead management
groups and drive the change required
4. LEARNING PROFICIENCY – To stay up to date with the
new technologies and practices to be efficient.
 Case study! Employee Engagement at
Bank of Baroda
Bank Al Baroda (BoB), a leading Indian Public sector
bank with international presence, considers its
employees as the primary drivers of business
performance.
To improve engagement levels, 5 initiatives were
taken:
1. Employee of the month
2. Spot recognition prizes
3. Zero (fun) hour
4. Compulsory community service
5. Anu-bhuti workshops at Bank branches
Today's Task
Based on your personal experiences, List 10
examples of showing how you used HRM
techniques at work to improve its
organizational performance?
Task 2 Case discussion!
How have environmental factors such as technology,
the economy, or natural disasters or any other affected
your work experience? Please refer it.
Terminology for next week
Offshoring and Outsourcing explanation…