1. HUMAN RESOURCE MANAGEMENT
Sources of knowledge
Book: Gary Dessler
Instructor: Rubbia Hashmi

2. Planning Organizing Directing Staffing Coordinating Reporting
Week 1st: WHAT IS HRM ?
Planning
Organizing
Directing
Staffing
Coordinating
Reporting
Budgeting
Training & Developing

3. FUNCTIONS OF HRM Job analysis
planning labor needs and recruiting job candidates
Selecting job candidates
Orienting & training new employees
Managing wages & salaries
Providing incentives & benefits
Appraising performance
Communicating
T & D
Building employee commitment

4. AUTHORITY
“The right to make decisions, direct other’s work and give instructions, guidelines, directions or order”
Line Manager
Who direct the work of subordinates & responsible for accomplishing organizational goals.
Directly contribute
Staff Manager
Who assists and advise line managers
Indirectly contribute

5. Line Managers’ Responsibilities
Right person on right job
Orientation
Training employees for new jobs
Improving job performance of each person
Interpersonal relationships
Best communication
Interpreting company's’ rules & policies
Controlling labor costs
Developing each person’s abilities
Creating & maintain department's morale
Protecting employees health & safety conditions

6. HR Manager’s Functions
Line function
Coordinating function
Staff function

7. Equal Employment Opportunity (EEO) Job Analysis Compensation managers
2nd week: HR Job Duties
Recruiters
Equal Employment Opportunity (EEO)
Job Analysis
Compensation managers
Training Specialists
Labor Relation Specialists

8. Organizational Charts
Who reports to whom?????

9. Small Organizational chart

10. Large Organizational Chart

11. Strategy Strategic HRM
3rd week: STRATEGIC HRM
Strategy
Long term plans for balancing internal strengths & weaknesses with external opportunity & threats
Competitive advantage
Strategic HRM
Linking HRM with strategic goals in order to improve business performance
Develop innovative & flexible culture

12. Strategic Planning
A company’s plan to do SWOT analysis in order to achieve competitive advantage

13. Strategic HRM Process Defining business & its mission
Vision
dreams
Mission
Describes you & your dreams
Your intentions
Your desires
Performing SWOT analysis
Translate mission into strategic goals
Today & tomorrow of the defined mission

14. Strategic HRM Process Formulate strategy to achieve strategic goals
Bridge in long term plan
Today & tomorrow
Strategies accepted by all
Implement the strategy
Action plan
Evaluate performance
Ongoing process
If fails re-plan

15. Types of Strategic Planning
Corporate level strategy
Diversification =>adding new product
Vertical integration=>as suppliers & sales
Consolidation =>reducing size
Geographic expansion=>business abroad

16. Types of Strategic Planning(contd……..)
Business level strategy
Competitive advantage
Cost leadership
Differentiation
Unique (taste, style, service)
Functional level strategy
Basic courses of actions each department pursue

17. Strategic Control
“Process of assessing progress toward strategic goals & taking Corrective actions when needed”

18. “A set of closely related activities carried out for pay”
4th week: JOB ANALYSIS
What is a JOB?
“A set of closely related activities carried out for pay”
What is a JOB ANALYSIS?
“The procedure for determining the duties & skill requirement of a job & the kind of person who should be hired for it”

19. Job analysis includes:
Job Description
List of job:
duties,
responsibilities,
reporting,
relationships,
working conditions
performance standards
Job Specification
Human requirements:
education,
Skills
personality
experience

20. Nature of Job Analysis Work Activities Human behaviors
Machine, tools & equipments
Performance standards
Human requirements
Job context

21. Importance of JA Information
Recruitment & selection
Compensation
Performance appraisal
Training & Development
Discovering unassigned duties
Equal Employment Opportunity coordinators

22. Steps in job analysis
How you’ll use the information in data collection
Review relevant background information
Select representative positions
Actually analyze the job
Verify the job analysis information
Develop a Job Description & Job Specification

23. Methods of collecting Job Analysis information
Interview
Questionnaire
Observation
Participant diary
Quantitative Job Analysis techniques

24. Writing Job Description
Job identification
Job summary
Responsibilities & duties
Position holding
Relationships
Performance standards
Working conditions

25. Writing Job Specification
Education
Skills
Abilities
Experience

26. Job analysis in a “Jobless World”
From specialized to enlarged jobs
Job Rotation
Job Enlargement
Job Enrichment

27. Job analysis in a “Jobless World”
Why De jobbing is done?
De-jobbing
Boundary less organization
Reengineering

28. 4th week: PERSONNEL PLANNING & RECRUITING
“The activity of employing workers to fill vacancies or enrolling new members”.
Employee recruitment is composed of several stages:
verifying that a vacancy exists;
drawing up a job specification;
finding candidates;
selecting them by interviewing and other means such as conducting a psychometric test; and making a job offer.

29. Effective recruitment is important in:
achieving high organizational performance
minimizing labor turnover.
Employees may be recruited either externally or internally.

30. Planning and forecasting
Employment or personnel planning