human resource management iqra university. hrm “ an organization is known by the people it is...

HUMAN RESOURCE MANAGEMENT

IQRA UNIVERSITY

HRM

“An organization is known by the people it is composed of”

HRM

“A survey of corporate CEOs found that the majority of top HRM executives now directly report to the CEO and that 43 percent of fortune 500 firms assigned the top HR professional to a Vice President position”

HRM

According to recent researches specific HRM activities have been shown to be directly related to corporate performance indicators such as return on investment (ROI) and return on equity (ROE)

Secret of success

Success can be achieve through effective and efficient man management.

Secret of success

An organization that wants to manage human resources to meet its goal has to handle three most critical tasks –

Selection, Compensation and

Training & Development of Human Resource

Human Resource Management

HRM encompasses those activities that provides, motivate & coordinate the human resource in an organization.


HRM focuses on human resource planning, interpersonal relationship, goal setting and appraisals, reward management, motivational dynamics and training and development of skills at various levels


Today the aim of HR Manager is to develop a work culture that is flexible, integrated, performance oriented, quality conscious, cooperative, collaborative and supportive.


The corporate success depends how effectively the human resource functions are integrated with the rest of the corporate activity for the achievement of corporate excellence


Old Myths New Reality

• People go into HR because they like

people.

• Any one can do HR

• HR people must create the practices that make employees more competitive, not more comfortable.

• HR activities are based on theory and research. HR professionals must master both theory and practice.



• HR deal with the soft side of a business and is therefore not accountable.

• HR focus on cost which must be control.

• The impact of HR practices on business results can and must be measured. HR professionals must learn how to translate their work into financial performance.

• HR practices must create value by increasing the intellectual capital within the firm. HR professional must add value not reduce it.



• HR is HR’s JOB • HR work is as important to line managers as are finance, strategy and other business domains .

• HR professionals should join with managers in championing HR Issues.

Current Scenario

The scenario in which human resources are to be managed are constantly changing.

To grow and thrive in today's competitive environment organization must deal with several major challenges.

Meeting challenges is necessary to create value and to gain competitive advantages.

Values and Challenges Value: Traditional View: It is a function of accounts (payroll)

Current definition: How human resource is managed is critical to the long term value of a company

Current definition of value includes not only profits but employees growth, satisfaction, and career development opportunities.

Personnel Aspects Of A Manager’s Job

• Conducting job analyses (determining the nature of each employee’s job)

• Planning labor needs and recruiting job candidates

• Selecting job candidates

• Orienting and training new employees

• Managing wages and salaries (compensating employees)

• Providing incentives and benefits

• Appraising performance

• Communicating (interviewing, counseling, disciplining)

• Training and developing managers

• Building employee commitment

Personnel Mistakes

• Hire the wrong person for the job

• Experience high turnover

• Have your people not doing their best

• Waste time with useless interviews

• Have your company in court because of discriminatory actions

• Have your company cited by OSHA for unsafe practices

• Have some employees think their salaries are unfair and inequitable relative to others in the organization

• Allow a lack of training to undermine your department’s effectiveness

• Commit any unfair labor practices

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 strategic goals.

Line and Staff Aspects of HRM

• Line manager– A manager who is authorized to direct

the work of subordinates and is responsible for accomplishing the organization’s tasks.

• Staff manager– A manager who assists and advises line

managers.

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 working relationships

6. Interpreting the firm’s 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

Functions of the HR Manager

• A line function– The HR manager directs the activities of

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

• A coordinative function– HR managers also coordinate personnel

activities, a duty often referred to as functional control.

• Staff (assist and advise) functions– Assisting and advising line managers is

the heart of the HR manager’s job.`

HR & Authority

• Authority– The right to make decisions, direct others’

work, and give orders.

• Implied authority– The authority exerted by an HR manager

by virtue of others’ knowledge that he or she has access to top management.

• Line authority– The authority exerted by an HR manager

by directing the activities of the people in his or her own department and in service areas.

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 the framework of its primary obligation to senior management.

A Changing HR Environment

• Globalization

• Technological Advances

• Exporting Jobs

• The Nature of Work

• Workforce Demographics

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 specialist service providers.

26

THE THE FACTORIEFACTORIE

S ACT, S ACT, 19341934

27

FACTORYFACTORY

Section 2 (j):Section 2 (j):

AAny premises, ny premises,

1) 1) Where 10 or more workers are / were working Where 10 or more workers are / were working on any day of the preceding 12 months.on any day of the preceding 12 months.

2) 2) Manufacturing process. Manufacturing process.

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Section-6Section-6

The Provincial Government may treat different Departments or The Provincial Government may treat different Departments or Branches of a specified Factory as separate Factories. Branches of a specified Factory as separate Factories.

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REGISTRATION CERTIFICATE

Section 9-A:

(1) Registration Mandatory requirement

(2) Registration Certificate for one year & renewable automatically on payment of fee

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Section 9:Section 9: Notice to Inspector of Factories for commencement of workNotice to Inspector of Factories for commencement of work

• Name of the Factory & its situationName of the Factory & its situation

• Address for communicationAddress for communication

• Nature of manufacturing processesNature of manufacturing processes

• Nature and power to be usedNature and power to be used

• Name of the Manager of FactoryName of the Manager of Factory

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PRECAUTIONS IN CASE OF FIRE

Section-25i. Every Factory shall be provided with such means of

escape in case of fire.

ii. If it appears in the notice of Inspector that any Factory is not provided with the means of escape, he may direct to adopt the measures within specified period.

iii. Doors affording exit from any room shall not be locked or fastened, so that they can be easily and immediately opened.

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PRECAUTIONS IN CASE OF FIRE

iv. Doors, windows or other exit affording means of escape in case of fire, shall be distinctively marked in a language understood by the majority of the workers or by some clearly understood sign.

v. Clearly audible means of giving warning in case of fire to every person employed therein shall be provided.

vi. A free passage giving access to each means of escape in case of fire shall be maintained.

vii. Where explosive or highly inflammable materials are used or stored, all the workers should be familiar with the means of escape in case of fire.

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PROTECTIONS

Section-27Only a trained male worker shall be engaged to clean orlubricate any part of the machinery when it is in motion. No woman or child shall be allowed for this purpose.

Section-33-F Excessive Weights: No person shall be employed to lift, carry or move any load so heavy as to be likely to cause him injury.

Section-33-GProtection of Eyes: Where manufacturing process is beingcarried, effective screens or suitable goggles shall be provided.

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NOTICE OF PERIODS FOR WORK

Section-39

(I) Notice of periods for work for adults showing clearly the period which adult workers may be required to work shall be displayed and correctly maintained.

(ii) Where all the adult workers in a Factory are required to work within the same period, the Manager of the Factory shall fix those periods for such workers generally.

(iii) Where all the adult workers in a Factory are not required to work within the same periods, the Manager of the Factory shall classify them into groups according to the nature of their work.

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NOTICE OF PERIODS FOR WORK

(iv) For each group, which is not required to work on a system of shifts, the Manager of the Factory shall fix the period within which the group may be required to work

(v) A group which is required to work on a system of shifts and the relays are not to be subject to pre-determined periodical changes of shift the Manager shall fix the periods within which each relay or the group may be required to work.

36

DISPLAY OF FACTORY NOTICES

Section 76:

i) Display of Notices containing such abstracts of this Act and the rules made there under in English and in the language at some noticeable place or near main entrance

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NOTICE OF CERTAIN ACCIDENTS

Section 33Section 33

Intimation of death or severe injury within 24 Intimation of death or severe injury within 24 hours to;hours to; Chief InspectorChief Inspector Inspector of the areaInspector of the area District MagistrateDistrict Magistrate Commissioner appointed under the Workmen’s Commissioner appointed under the Workmen’s

Compensation Act, 1923Compensation Act, 1923 Social Security Officer of the area Social Security Officer of the area Officer Incharge of the Police Station (in case of death)Officer Incharge of the Police Station (in case of death)

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Health & Safety

Section 13 Cleanliness.• Repainted or revarnished once in every five years

Section 14 Disposal of wastes & effluents• Effective arrangements for their disposal

Section 15 Ventilation & Temperature• Adequate ventilation by circulation of fresh air and

temperature for conditions of comfort etc.

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Section 18 Overcrowding• No work room to be overcrowded to an extent

injurious to the health of the workers

Section 19 Lighting

• Sufficient, suitable - emergency lighting provision

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Section 20 Drinking water

• Effective arrangements to provide sufficient and clean drinking water at suitable points

• Provision of cold drinking water in hot weather

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Section 21

Rest Rooms

• Separately for male & female

• Sufficient rest rooms conveniently situated and accessible to workers

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Section 23 Precautions against contagious or infectious disease.

• Hygienic card for medical examination twice a year

• Shall not be put on work till he/she is declared free of such a disease.

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Section 23-A Compulsory vaccination and inoculation

• As and when prescribed• The expenses to be borne by the employer

Section 24 Provision of Canteen

• Facility of canteen – 250 workers - No Loss No Profit

Section 25 Fire precautions

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Section 34 (Weekly hours)(Weekly hours)

• 48 hours in a week48 hours in a week

Section 35 (weekly holiday)(weekly holiday)

• Sunday Sunday

• Substituted Leave within three days before orSubstituted Leave within three days before or

after Sundayafter Sunday

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Section 37 (Intervals for rest)(Intervals for rest)

• One hour after Six hoursOne hour after Six hours

• Half an hour after Five hours Half an hour after Five hours

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Section 47 (Extra pay for overtime )

• Double payment of the ordinary rate

Section 47-A

Obligation to work overtime• Any adult worker may be required to work overtime,

provided that such working conforms to the provisions of the Act and the rules made thereunder.

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Section 49-B (Annual Holidays)

• 14 days leave on completion of 12 months service• Accumulation up to 2 years’ entitlement

Section 49-C (Pay during annual holidays)

• At a rate equivalent to the daily average of wage

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Section 49-H (Casual and sick leave)

• 10 days casual leave per year • 16 half days sick leave per year

Section 49-I (Festival holidays)

• Festival holidays to be allowed as notified by the Provincial Government.

Thank you

human resource management iqra university. hrm “ an organization is known by the people it is...

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