Human Resource Management By Waheed Hamid

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This course will develop the students basic understanding of the Human Resource Management with emphasis on the practical application of HRM and concepts. Specific HRM functions such as HR planning, Recruiting, Selection, Training, and Employees development and other contemporary HRM issues will be examined.

To Understand various HRM functions and its linkages with strategic management To Compare and contrast various Components of HRM HR planning, Job analysis, job design, diversity, and its challenges, gaining competitive advantage by best HRM practices Overview of current topics in HRM such as Compensations, Labor Unions, managing diversity, total quality management, leadership, motivation, change, and the decision-making process. Give an understanding to manage own career and development strategy.. Work as an effective HR manager

Definition of HRM Importance of HRM Functions of HRM Organization and Individual Distinguish b/w HRM and PM Line managers HRM responsibilities Staff managers HRM responsibilities A Basic Mental Map for HR The Human Resource Cycle Human behavior and relations Three stages of growth of HRM

Definition of HRM: Human resource management is to make the most productive use of human resource to the greatest benefits of the organization and individuals. Organization: profits and social commitments. Individuals: development and achievement.

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(3)

(4)

People is the key factor of production. Productivity is the key to measure a nations economic growth potential, and labor quality is the key to improving productivity. Competition today is the competition for talents. Since man is the most uncontrollable and unpredictable variable of all production variables, organizational success depends on the management of people.

a. b. c. d. e. f. g. h.

Conducting job analysis. Planning future needs and supplies. Recruiting and selecting employees. Orienting and training employees. Managing wages and benefits. Performance appraisal. Communicating (discipline and services). Building employee commitment (incentives).

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a.
b.

c.
d. e.

Management process Planning. Organizing. Staffing. Leading. Controlling.

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Organization needs: Profits, productivity

and markets.
(2)

Individual needs: Maslows Need Hierarchy Physiological needs, security, belonging, self-respect and self-actualization.

(3) Coordinating organization and individual

needs: goal of HRM.

Frederic Taylor: Father of scientific management a. Definition: Systematic analysis and breakdown of work into the smallest mechanical components and rearranging them into the most efficient combination. b. Steps: Job analysisselectiontrainingrewards.

a. b. c. d. e. f. g.

Job placing. Orienting new employees. On-job training of employees. Interpreting company policies and procedures. Conducting job appraisals. Controlling labor costs. Labor protection and disciplines.

a. b. c.

A line function: directing and managing people in the HRM department. A coordinating function: coordinating HRM activities across the organization. Staff functions: Same as the HRM functions plus labor relations and collective bargaining with the trade unions.

Old viewcost center Keep track of forms Policy and procedure enforcement Payroll and insurance Cost reduction oriented Example: new employees go through orientation with a videotape and a package of forms

New viewstrategic partner

Example: developing a program to select employees for a dynamic work environment

Employee development Integration with the core operations of the organization Change management Results oriented

Introductory Lecture 1: Introduction to Human Resources

Develop an Overarching Strategy

What does the company do, with whom are they competing, what makes this company unique?

Acquire Staff
Who makes a good employee? How do we get these people to apply? How are people screened? How are people selected?

Train and Develop

Can we help new hires feel like part of the company? How do we teach employees the skills they need? How do we encourage civility? How do we measure performance?

Compensation and Benefits

How can we match our pay offers to the market?

Performance management
What are the things that motivate employees at work? What prevents employees from performing effectively? Are there incentives that we should be offering?

How do we pay people who are working in different job levels?

What types of non-cash benefits can we offer to employees?
Introductory Lecture 1: Introduction to Human Resources

a.

b. c. d.

The Hawthorne Studies by Westing House The happy workers are the most productive workers. (The Pet Milk theory) Max Weber: the Ideal Bureaucracy. Chris Argyris: Individual and organization mutual adjustment. Affected by the theories of behavioral science and system theory.

a. b. c.

File Management (1900-1964):collecting and storing data of each employee. Government Accountability (1964-1980): Compliance to government regulations. Human Resource Management: Treating human resource as an asset. Emphasizing joint responsibilities of line managers and staff managers.

Discussion