human resource management sources of knowledge book: gary dessler instructor: rubbia hashmi
TRANSCRIPT
HUMAN RESOURCE MANAGEMENT
Sources of knowledgeBook: Gary Dessler
Instructor: Rubbia Hashmi
Week 1st:
WHAT IS HRM ?
Planning Organizing Directing Staffing Coordinating Reporting Budgeting Training & Developing
FUNCTIONS OF HRM
Job analysis planning labor needs and recruiting job
candidates Selecting job candidates Orienting & training new employees Managing wages & salaries Providing incentives & benefits Appraising performance Communicating T & D Building employee commitment
AUTHORITY
“The right to make decisions, direct other’s work and give instructions, guidelines, directions or order”
Line Manager Who direct the work of subordinates & responsible for
accomplishing organizational goals. Directly contribute
Staff Manager Who assists and advise line managers Indirectly contribute
Line Managers’ Responsibilities
Right person on right job Orientation Training employees for new jobs Improving job performance of each person Interpersonal relationships Best communication Interpreting company's’ rules & policies Controlling labor costs Developing each person’s abilities Creating & maintain department's morale Protecting employees health & safety
conditions
HR Manager’s Functions
Line function
Coordinating function
Staff function
2nd week:
HR Job Duties
Recruiters Equal Employment Opportunity
(EEO) Job Analysis Compensation managers Training Specialists Labor Relation Specialists
Organizational Charts
Who reports to whom?????
Small Organizational chart
Large Organizational Chart
3rd week:
STRATEGIC HRM
Strategy Long term plans for balancing internal
strengths & weaknesses with external opportunity & threats
Competitive advantage
Strategic HRM Linking HRM with strategic goals in order to
improve business performance Develop innovative & flexible culture
Strategic Planning
A company’s plan to do SWOT analysis in order to achieve competitive advantage
Strategic HRM Process
1. Defining business & its mission Vision
dreams Mission
Describes you & your dreams Your intentions Your desires
2. Performing SWOT analysis3. Translate mission into strategic goals
Today & tomorrow of the defined mission
Strategic HRM Process4. Formulate strategy to achieve strategic goals
Bridge in long term plan Today & tomorrow Strategies accepted by all
5. Implement the strategy Action plan
6. Evaluate performance Ongoing process If fails re-plan
Types of Strategic Planning
1. Corporate level strategy Diversification =>adding new product Vertical integration=>as suppliers &
sales Consolidation =>reducing size
Geographic expansion=>business abroad
Types of Strategic Planning(contd……..)
2. Business level strategy Competitive advantage
Cost leadership Differentiation
Unique (taste, style, service)
3. Functional level strategy Basic courses of actions each department
pursue
Strategic Control
“Process of assessing progress toward strategic goals & taking Corrective actions when needed”
4th week:
JOB ANALYSIS
What is a JOB?“A set of closely related activities carried out for pay”
What is a JOB ANALYSIS?“The procedure for determining the duties & skill requirement of a job & the kind of person who should be hired for it”
Job analysis includes:
Job Description
List of job: duties, responsibilities, reporting, relationships, working conditions performance standards
Job Specification
Human requirements: education, Skills personality experience
Nature of Job Analysis
Work Activities Human behaviors Machine, tools & equipments Performance standards Human requirements Job context
Importance of JA Information
Recruitment & selection Compensation Performance appraisal Training & Development Discovering unassigned duties Equal Employment Opportunity
coordinators
Steps in job analysis How you’ll use the information in data
collection Review relevant background information Select representative positions Actually analyze the job Verify the job analysis information Develop a Job Description & Job
Specification
Methods of collecting Job Analysis information
Interview Questionnaire Observation Participant diary Quantitative Job Analysis
techniques
Writing Job Description
Job identification Job summary Responsibilities & duties Position holding Relationships Performance standards Working conditions
Writing Job Specification
Education Skills Abilities Experience
Job analysis in a “Jobless World”
From specialized to enlarged jobs Job Rotation Job Enlargement Job Enrichment
Job analysis in a “Jobless World”
Why De jobbing is done? De-jobbing Boundary less organization Reengineering
4th week:PERSONNEL PLANNING & RECRUITING
“The activity of employing workers to fill vacancies or enrolling new members”.
Employee recruitment is composed of several stages: verifying that a vacancy exists; drawing up a job specification; finding candidates; selecting them by interviewing and other
means such as conducting a psychometric test; and making a job offer.
Effective recruitment is important in:
achieving high organizational performance
minimizing labor turnover.
Employees may be recruited either externally or internally.
Planning and forecasting
Employment or personnel planning