Hrm General

8/8/2019 Hrm General

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by Bilal Chaudhry

HUMAN RESOURSE

MANAGEMENT


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BASIC CONCEPTS


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PRODUCTIVITY

Productivity

Input-----process-------output

Productivity is Output/input

Optimum productivity: Max output

with Min output


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PROFITABILITY

More than actual or original

Surplus

In the form of

Money

Market share (FV: 10; MV 400)

Market segment

Large no of customers


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PRODUCTIVITY OF A SYSTEM

HR

Money Technical

TIME


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PRODUCTIVITY OF A SYSTEM

Time is the boundary of any system

Productivity within time is marvelous


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GOAL VS OBJECTIVES

Goals:

Goals are 5

year plans

Objective:

Objectives

are yearly

planned


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Vision

Mission

Goal/Objectivs

Procedure

Policy

Role

Programme

Budget

Object

Hirarchy


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MANAGEMENT

Is designing and maintaining an

Environment where individuals

can work together in groups to

accomplish a goal/objective,effectively and efficiently


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KEY TERMS USED

Designining and maintaining: creation and sustaining

something new

Environment: a particular atmosphere, objects,

directions, proper communication, peaceful

condition, that can help in work properly and

feasibly.

Group: different departments

Effectiveness: achieving a project within a given

domain ( 100,000+ 4 W.F, 30 Days)

Efficiency: using minimum resources (saving in

input)


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HUMAN RESOURCE MANAGEMENT

HRM is the planning, organizing, leading,

controlling ofprocurement integration,

development, compensation and separationofHR so they cab achieve their personal,

organizational and societal goal easily

Framework, structure, infrastructure and

function ofHR.

Advance programming is planning of

objective.


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What we have to do/obtain is planned in advance.

Achievement of goal is dependant on planning

Refining objective: everything should be in quantitativemanner

Verification of goal: policies, procedures, methods are course

of action.

Justification, feasibility of object, benefit, people, time,quantity of product

Advantages and disadvantages

Object with greater advantages & less drawbacks is selected.


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ORGANIZING

Implementation ofplan

Identification of activities required to achieve

objective

Classification of activities (marketing, finance,

accounting)

Assigning the work (structure, positions &

authority in org)


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Authority is the legal right.

Persons selected, appointed, hired, designatedare called authorized persons

Power is ability to influence, inspire otherswithout legality

Who is usin

gp

ower is called leader.

Social leaders. Quaid,

Iqbal, Edhi


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HR is staffing itself

Controlling start with planning

PROCESS OF CORRECTING:

Review last performance

Sorting out problems

Positive criticism


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PROCESS OF CORRECTING(STEPS)

1. Establishing the standards ofperformance (job

expectations)

2. Matching actual performance with SOP

Measuring the variation to guide people

Stopping the repetition

3. Controlling is ongoing process

Regards, bonuses, incentives


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PROCUREMENT

Recruitment

Internal

External

Selectiontest

interviews

Assessment

centers

placement orientation

socialization


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PROCUREMENT/HIRING/STAFFING

1. Recruitment

2. Selection

3. Placement

Organizations job analysis (vacancies, positions)

Selection: to get most appropriate candidate


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OBJECTIVES OF HIRING

Selection: to get most appropriate candidate

Recruitment: Maximization of no of applicants

Maximization of choice set

Internal screening ( screening irrelevant)

Selection process is for eligible applicant

Selection techniques

tests

interviews

assessment centers


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TEST TYPES

1. Intelligence test : to check IQ level

2. Aptitude test: for competency of

candidate, Maths, English, Gen knowledge

3. Professional test (occupational test):

explore interests, skills, techniques.

4. Psychological test: check moods, atitude,behavior, response to stress

5. Medical test: for physical fitness


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INTERVIEWS

1. Structured

2. Semi-structured (formal & informal)

3. Assessment centrers: artificial enviornment

engineer

Lecturer

Police shooting


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PLACEMENT TYPES

Orientation: complete verbal introduction of

organization, dept, people, products, services,

history, volume of business, segment, culture of

organization, procedures, style etc

Socialization: generating familiarity after proper

introduction with supervisor, colleges,

subordinates


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HUMAN RESOURCE PLANNING

The process of analyzing and identifying the

need for and availability ofHR of a firm,

industry, country and global level

Micro: process of forecasting demand and

supply ofHR for specific organizations.

Demand & supply of labour after analysis

Macro: assessing and forecasting the

demand ofHR and availability of skills at

individaual, national & global level


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OBJECTIVES OF MICRO HRP

1. To prevent organization from overstaffing or

understaffing

2. To ensure availability of alternativest

3. To ensure that the organization is responsive to

enviornment according to change in enviornment.

Like change in style fashion, technology and

season

4. To provide directions to all HR activities, manuals,

compansations, reward, policies

5. To built line and staffpartnership


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OBJECTIVES OF MACRO HRP

1. To forecast economic & business environment,

ups & downs by advance programming

2. To estimate future demand ofno & type of skills

by various industries

3. To ensure effective labour supply through

interacting with educational institutions like

colleges and universities


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OBJECTIVES OF HRP

To maximise the productivity ofHR

HR requirements from HRP

Strategic implications ofproposed strategic plan

Implication of strategic plan for staffing, training,

development and management succession(step by step

progress)

How shortfall in the supply of skilled labour impacts

various firms

Attracting, retaining, motivating & rewarding

employees


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PROCUREMENT

Process of maximizing the no of applicantstowards vacant seats

Internal: employees of the organizations apply

External: people outside the organization applyfor a vacant seat


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TYPES OF PROCUREMENT

1. Internal recruitment

Employee referrals: people referred by the

employee working in organization

Nepotism: to give favour to the dear or relative

of the authority


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2. External recruitment:

Advertisement: TV, radio, internet, papers,magazinesetc

Colleges & institutions

Head hunters: organizations that help finding the rightperson. They work n commission. E.g. Rozee.pk,Brightspyre etc.

Walk in/ Write in:

Govt. employment agencies: CSS, PCS

Military forces:


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JOB ANALYSIS & JOB DESIGN

Fundamental activity after HRP

Job analysis

Job design

Job Analysis:

Analysis ofposition, infrastructure, hirarchy of

organization.

Excess of resourses or over-employment can be

considered by seeing hirarchy.

Analysis is used to identify & determine the particular

job, duties and requirement.


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Job requirement

Budget

hiring

Positionrequirement

Experience

Qualifications

skills

Employeerequirement

people


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OBJECTIVES OF JOB ANALYSIS

It indicate the training needs.

Salary survey information

To select a selectionplan

Good together work of individual and team

Various positionphysical need

Validity discrimination complains


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Compensation system & payroll system

Salary packages, allowances

.work activities

human behaviur

SPOs

Human reqirement

Performance standards


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METHODS OF JOB ANALYSIS

Data gathering

Questionnare

Desk auditing

Individual/group interview

Observation

Diary methods

Critical instance

Recording Job performance


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WHICH SORT OF DATA IS GATHERED

List of tasks

List of decision made by employee

Supervision made


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VARIOUS ASPECTS TO BE

ANALYZED

Duties in task environment

Relationship environment

Tools & equipments

requirements


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JOB DESIGN

Job rotation

Job enlargement

Job enrichment


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JOB DESCRIPTION

Supply customer chain is performed

Job in & job out concept


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JOB SPECIFICATION

Minimum requirement

Job evaluation

Scenario of job


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Thank you

Documents

Hrm General