1. Lecture 2

2. Difference between HRM and PM
PM is regarded to be more administrative in nature, basically deals with the employs, their payroll and employment.
HRM deals with the management workforce and contributes to an organization success.
PM is concerned to be reactive
HRM is stated to be proactive
PM focuses on administering people or employees
HRM focuses on development and build a dynamic culture.
Pm is independent from an organization
HRM forms an integral part of a company or organization.
PM tends to motivate employees with compensation, rewards and bonus.
HRM tends to provide motivation through human resource, effective strategies for facing challenges, work group, and job creativity.
Pm focuses on increased production and satisfied employees.
HRM focuses on effectiveness culture productivity and employee’s participation.

3. Difference between HRM and PM
In PM, decisions are made by the top management as per the rules of the organization.
In HRM , decisions are made collectively after considering employees' participation , authority, decentralization.
Under PM, employees are provided with less training and development opportunities.
Under HRM , employees are provided with more training and development opportunities,
Under PM, job design is done on the basis of division of labor.
Under HRM , gob design function is done on the basis of group work/ teamwork.
Pm assumes people as an input for achieving desired outputs.
HRM assumes people as an important resource for achieving desired outputs

4. Types of Employees Core employees;
Are workers who hold full-time jobs in organization.
Theses employees usually provide some essential job tasks that require commitment in the organization.
EX: Employees in governmental organization

5. Types of Employees Contingent workers;
The part-time, temporary and contract workers used by organizations to fill break staffing needs or perform work not done by core employees.
Part-time , temporary workers are valuable to many organizations.
EX: Seasonal employment, paid internships, contract and freelance work.

6. Competencies of HR professional
Communication skills;
HR professional must have the ability to deal with all types of people with different age, level of education , position…..
Problem solving skills;
All employees believes that their problem with the organization , can be solved only by the HR.
Leadership skills;
Employees must trust in their HR and believes that they are very close to them
Part-time , temporary workers are valuable to many organizations.
EX: Seasonal employment, paid internships, contract and freelance work.

7. Competencies of HR professional
Recruiting / staffing
Main pillar of any organization is its employees , HR must select correct employee to the correct position/location.
Training and development
Organization can never grow up if employees are non-trained and non-developed.
Forecasting;
Future should be well known and planned with all expected situations.
Part-time , temporary workers are valuable to many organizations.
EX: Seasonal employment, paid internships, contract and freelance work.

8. The concept of Strategic HRM
Strategic human resources management means formulating and excuting human resource policies and practices that produce the employee competencies and behaviours the company needs to achieve its strategic goals.

9. The concept of Strategic HRM
What are our strategic goals?
What employees behaviors and skills do we need to achieve the strategic goals
What HR policies and practices will enable us to produce the necessary employee behaviors and skills?