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Human Resource Management

MBA 4 & BBA 8

Naveed Anwar

SZABIST Larkana Campus

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Assessment

Class Participation and Punctuality 06 Marks

Project (Individual) 20 Marks

Group Presentations (Marks Ind.) 14 Marks

Mid Term 30 Marks

Final Exam 30 Marks

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Project (Individual)Late Submissions: NO ACCEPTANCE ZERO

1. Submission of Organization Name: Week 2

2. Executive Summary (1 Page)

3. Acknowledgement (1 Page)

4. Introduction (2 Pages)

5. Company history, location 2 Pages)

6. Type of Company and ownership (2 Pages)7. Management

8. Products and services (2 Pages)

9. Development of complete HR Department (Plan) 20-30 Pages

10. Appendix (Formats, Sheets, Performa's)

11. Contact Persons Phone, email, address

12. References

13. Report Format , APA Style

14. Submission Week : 11

15. Presentations Week 13-15

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What if Organizations are?

MachinesMind

Stages

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Various Departments of an Organization

Where do HR Fit in?

What s and Whys

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The Managers Human ResourceManagement Jobs

Management process

The five basic functions of planning, organizing,staffing, leading, and controlling.

Human resource management (HRM)

The policies and practices involved in carrying outthe people or human resource aspects of a

management position, including recruiting,screening, training, rewarding, and appraising.

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Personnel Aspects Of A Managers Job

1. Conducting job analyses (determining the nature of each

employees job)

2. Planning labor needs and recruiting job candidates

3. Selecting job candidates

4. Orienting and training new employees

5. Managing wages and salaries (compensating employees)

6. Providing incentives and benefits

7. Appraising performance

8. Communicating (interviewing, counseling, disciplining)9. Training and developing managers

10. Building employee commitment

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Personnel Mistakes

1. Hire the wrong person for the job

2. Experience high turnover

3. Have your people not doing their best

4. Waste time with useless interviews

5. Have your company in court because of discriminatory actions6. Have your company cited for unsafe practices

7. Have some employees think their salaries are unfair and

inequitable relative to others in the organization

8. Allow a lack of training to undermine your departmentseffectiveness

9. Commit any unfair labor practices

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Basic HR Concepts

Getting results The bottom line of managing

HR creates value by engaging

in activities that produce

the employee behaviors

the company needs to

achieve its strategicgoals.

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Line and Staff Aspects of HRM

1. Line manager A manager who is authorized to direct the work

of subordinates and is responsible foraccomplishing the organizations tasks.

2. Staff manager A manager who assists and advises line

managers.

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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

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Functions of the HR Manager

1. A line function The HR manager directs the activities of the

people in his or her own department and inrelated service areas (like the plant cafeteria).

2. A coordinative function HR managers also coordinate personnel

activities, a duty often referred to as functionalcontrol.

3. Staff (assist and advise) functions Assisting and advising line managers is the heart

of the HR managers job.

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HR and Authority

Authority The right to make decisions, direct others work,

and give orders.

1. Implied authority

The authority exerted by an HR manager byvirtue of others knowledge that he or she hasaccess to top management.

2. Line authority

The authority exerted by an HR manager bydirecting the activities of the people in his or herown department and in service areas.

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Employee Advocacy

HR must take responsibility for: Clearly defining how management should be

treating employees.

Making sure employees have the mechanisms

required to contest unfair practices.

Represent the interests of employees within theframework of its primary obligation to seniormanagement.

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Examples of HR Job Duties

1. Recruiters Search for qualified job applicants.

2. Equal employment opportunity (EEO)

coordinators

Investigate and resolve EEO grievances, examineorganizational practices for potential violations,and compile and submit EEO reports.

3. Job analysts

Collect and examine information about jobs toprepare job descriptions.

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Examples of HR Job Duties (contd)

4. Compensation managers Develop compensation plans and handle the

employee benefits program.

5. Training specialists

Plan, organize, and direct training activities.

6. Labor relations specialists

Advise management on all aspects of unionmanagement relations.

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Have a

BREAK

117

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HR Organizational Chart (Small Company)

Figure 12

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HR Department Organizational Chart (Large Company)

Figure 11Source:Adapted from BNA Bulletin to Management, June 29, 2000.

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The Changing Environment OfHR Management

HRs changing role:

Personnel departments

Took over hiring and firing from supervisors,

payroll, and benefit plans administration.

In the 1930s added protecting the firm in itsinteraction with unions responsibilities (laborrelations).

Assumed organizational responsibilities for equalemployment and affirmative action.

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A Changing HR Environment

Globalization

Technological Advances

Exporting Jobs

The Nature of Work

Workforce Demographics

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Measuring HRs Contribution

Strategy The companys long-term plan for how it will

balance its internal strengths and weaknesses withits external opportunities and threats to maintain a

competitive advantage. HR managers today are more involved in partnering with

their top managers in both designing and implementing

their companies strategies.

Top management wants to see, precisely, how theHR managers plans will make the company morevaluable.

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Benefits of a High Performance WorkSystem (HPWS)

Generate more job applicants

Screen candidates more effectively

Provide more and better training

Link pay more explicitly to performance Provide a safer work environment

Produce more qualified applicants per position

More employees are hired based on validated

selection tests Provide more hours of training for new employees

Higher percentages of employees receiving regular

performance appraisals.

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The New HR Manager

New Proficiencies HR proficiencies

Business proficiencies

Leadership proficiencies Learning proficiencies

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The New HR Manager (contd)

The Need to Know Your Employment Law Equal employment laws

Occupational safety and health laws

Labor laws

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Effects CFOs Believe Human CapitalHas on Business Outcomes

Figure 16Source: Steven H. Bates, Business Partners, HR Magazine, September 2003, p. 49

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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 specialistservice providers.

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Strategy and the Basic HR Process

Figure 18

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Case Analysis : Carter Cleaning Company

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