Human Resource Management

Course Facilitator
Dr. Sobia Nasir
 Learning Outcomes

• Understand the term HRM and importance of HRM.

• Comprehend the importance of staffing function in
organizations.
• Know the sources of recruitment
• Understand the importance of training and development
• Understand the importance of performance management
• Understand the rewarding system
• How unions and labor laws influence human resource
management.
Human Resource Management

?
We can Divide this Term into Three Parts

HUMAN

RESOURCE

MANAGEMENT
HUMAN

?
 RESOURCE

FINANCIAL PHYSICAL
RESOURCES RESOURCES

Means debt, equity, retain Means building,

earnings and selected machinery, vehicle and
matters. other material.

ORGANIZATIONAL HUMAN
RESOURCES RESOURCE

Include the history of Includes skills, abilities,

experience and other work
groups in the
related characteristics of
organization, people associated with the
relationship, level of trust organization.
etc.
 MANAGEMENT

Management is the universal process of

getting activities completed with and
through other people to achieve
organizational goals.
HUMAN RESOURCE MANAGEMENT

The design of formal systems in an

organization to ensure effective and efficient
use of talent to accomplish organizational
goals.

Human Resource Management helps in

maximizing productivity & reducing cost
by Putting Right Person At Right Place.
 FUNCTIONS OF HRM

STAFFING

TRAINING
MAINTENANCE HRM &
DEVELOPMENT

MOTIVATION
 FUNCTIONS OF HRM Cont . . .

STAFFING
•Strategic Human Resource
Planning
•Recruitment
•Selection

Maintenance HRM Training &

Development

Motivation
 1. STAFFING

The activities in HRM concerned with

seeking and hiring qualified employees are
called Staffing.
 1. STAFFING

The basic objective of the staffing function

is to locate & secure competent employee.

COMPONENTS OF
STAFFING

a. Strategic Human
Resource Planning

b. Recruitment

c. Selection
 a. STRATEGIC HUMAN RESOURCE
PLANNING

Strategic Human Resource Planning is the process by

which an organization ensures that it has right number
and kind of people capable of effectively and efficiently
completing those task that are in direct support of
company’s mission and strategic goals.
 b. RECRUITMENT

The process by which a job vacancy is identified and

potential employees are notified.

OBJECTIVES

 To obtain an adequate pool of applicants there by

more choice to the organization.
 Providing enough information about the job such
that those who are unqualified will not apply.
 c. SELECTION

Selection is the process by which an organization

chooses from list of applicants the person or
persons who meet the selection criteria for the
position available considering current
environmental conditions.
 c. SELECTION

• The primary objective of selection activities is to predict

which job applicant will be suitable if hired, during the
selection process, candidate are also informed about the
job and organization
• Proper selection can minimize the cost of replacement
and training resulting in more productive workforce
 FUNCTIONS OF HRM Cont . . .

Staffing TRAINING &

DEVELOPMENT
•Orientation

HRM
•Employee Training
Maintenance
•Employee Development
•Organization Development
•Career Development
Motivation
 2. TRAINING & DEVELOPMENT

 Training is the systematic process of altering the behavior of

employees in a direction that will achieve organizational
goals.
 Development can be defined as “Efforts to improve
employees’ ability to handle a variety of assignments are.”
 2. TRAINING & DEVELOPMENT

The basic objective of Training & Development function is to

take competent workforce, adapt them to the
organization, and help them to obtain up-to-date skills,
knowledge, and abilities for their job responsibilities
 COMPONENTS OF
TRAINING & DEVELOPMENT

Orienta
tion

Career
Employee
Developme
nt Training

Employee
Organization
Development
Developme
nt
 COMPONENTS OF
TRAINING & DEVELOPMENT Cont . . .
●
It covers the activities involve in the
a. Orientation introducing a new employee to
organization and to his or her work unit.

Employee training is designed to assist

b. Employee
●

employee acquiring better skill for the

Training current job.

c. Employee ●
The focus of employee development is on a future
position with in the organization for the which
Development employee require additional competencies.

• The focus of career development is to

d. Career provide the necessary information
Development and assignment in helping employees
realize their career goals.

e. • Organizational Development is the

Organizational part of HRM that deals with
facilitating system wide change in the
Development organization.
 FUNCTIONS OF HRM Cont . . .

Staffing

Training
Maintenance
HRM &
Development

Motivation
 Motivation and Job Design
 Performance management
 Reward & Compensation
 Employee Benefits
 3. MOTIVATION

MOTIVATION

An inner force that impels human beings to

behave in a variety of ways.
 3. MOTIVATION

The basic objective of motivation

function is to retain good staff and to
encourage them to give of their best.
 COMPONENTS OF MOTIVATION
A job should be designed in a such a way that it
1. should facilitate the achievement of the
Job organizational objective, stimulate performance
Design and recognize the capacity and needs of those
who are to perform it.

Process which is used to identify, encourage,

2. measure, evaluate and improve employees
Performance through
Management performance appraisal.

3. Compensation is what employee receives in

Compensati exchange for their contribution to the organization.
on Compensation management help the organization
Management to obtain, maintain and retain a productive
Workforce.
Employees benefit are generally membership
4.
Employee based ,non financial reward offered to attract and
Benefit
keep the employees, regardless their
FUNCTIONS OF HRM Cont . . .

Staffing

Maintenance
•Health & safety
•Communication HRM Training &
Development
•Employee relations
Motivation
 4. MAINTENANCE FUNCTION

MAINTENANCE

Activities in HRM concerned with maintaining

employees commitment and loyalty to the organization.
4. MAINTENANCE FUNCTION

The last phase of HRM process is called maintenance

function. The main objective of this function is to do such
HRM activities that maintain employees commitment and
loyalty with the organization.
COMPONENTS OF MAINTENANCE
Health
Designing and implementing
and
Safety programs to ensure employee
health and safety.

Employee
s/ Labor
Relation

Commun
ication

 Serving as an intermediary between

Designing and implementing
the organization and its union.
 Designing discipline and grievance employee communication
handling systems. system.