1

Orientation:Human Resource

Environment

Presented By: Muhammad Shafiq ur RehmanReg: Sp11/MBA-006/AtkComsats Institute of Information Technology

Introduction

Human Resource Management:The policies, practices, and systems that influence employees’ behavior, attitudes, and performance.

Human Resource Development:A set of systematic and planned activities designed by an organization to provide its members with the opportunities to learn necessary skills to meet current and future job demands.

Human resource management (HRM) encompasses many functions. Human resource development (HRD) is just one of the functions within HRM.

Human Resource Management Practices

Impact of Human Resource Management

Responsibilities of HR Departments

Supervisors’ Involvement in HRM

Role of HRMEvery organization is comprised of people. Acquiring

their services, developing their skills, motivating them to high levels of performance and maintain their commitments.

Organizational goals cannot be achieved without human resources. People – not buildings, equipments, or brand names – make a company.

The role of human resource managers has changed. HRM jobs today require a new level of sophistication.

– Jobs have become more technical and skilled. – Traditional job boundaries have become unclear

with the beginning of such things as project teams and telecommuting.

– Global competition has increased demands for productivity.

High-Performance Work SystemsHRM is playing an important role in helping

organization’s gain and keep an advantage over competitors by becoming high-performance work systems.

Organizations must make full use of their people’s knowledge and skill, to meet customer demands for high quality and customized products.

• Organizations that have the best possible fit between their:– social system (people and how they interact); and– technical system (equipment and processes).

• Key trends occurring in today’s high-performance work systems:– reliance on knowledge workers– the empowerment of employees to make decisions– the use of teamwork

Strategic Business Issues Affecting HRM

The Nature of the Employment Relationship is Changing

• The employment relationship takes the form of a “psychological contract” that describes what employees and employers expect from the employment relationship.

• In the traditional version, organizations expected employees to contribute time, effort, skills, abilities, and loyalty in exchange for job security and opportunities for promotion.

• Today, organizations are requiring top performance and longer work hours but cannot provide job security.

• Instead, employees are looking for: flexible work schedules, comfortable working conditions, greater autonomy, opportunities for training and development, performance-related financial incentives

• This requires planning for flexible staffing levels.

11

HR DevelopmentThe need of HRD has become even stronger as

organizations grapple with the challenge presented by a fast-paced, highly dynamic, and increasingly global economy. To compete and thrive, many organizations including employee education, training, and development as an important and effective part of their organizational strategy.

HRD activities begin when an employees join an organization and continue throughout his or her career, regardless of whether that employee is an executive or a worker.

Evolution of HRD: Early Apprenticeship Programs, Vocational Education Programs, Factory Schools, Training for unskilled/semiskilled

12

Human Relations Movement

Factory system often abused workers“Human Relations” movement promoted better working conditions. It provided a more complex and realistic understanding of workers as people instead of merely ‘cogs’ in a factory machine.Start of business & management educationTied to Maslow’s hierarchy of needs. He proposed that human needs are arranged in terms of lesser to greater potency. The varied needs and desires of workers can become important sources of motivation in the place. Emergence of HRD: During the 1960s and 1970s, Employee needs extend beyond the training classroom. Includes coaching, group work, and problem solving.Need for basic employee & structured career development

13

HRD Functions

Training and development (T&D)Organizational developmentCareer development

14

Training and Development Training – improving the knowledge, skills and attitudes of employees for the short-term, particular to a specific job or task – e.g., Employee orientation: Basic orientation about job

responsibility Skills & Technical Training: To teach the new employee

a particular skill or area of knowledge Coaching: It involves treating employees as partners in

achieving both personal and organizational goals. Counseling: To help employees deal with personal

problems that may interfere with the achievement of these goals

15

Training and Development

Development – preparing for future responsibilities, while increasing the capacity to perform at a current job Management training Supervisor development

16

Organizational Development

The process of improving an organization’s effectiveness and member’s well-being through the application of behavioral science conceptsFocuses on both macro- and micro-levelsHRD plays the role of a change agent

17

Career Development

Ongoing process by which individuals progress through series of changes until they achieve their personal level of maximum achievement. Career Planning: It involves activities performed

by an individual, often with the assistance of counselors to assess his/her skills and abilities in order to establish a realistic career plan.

Career Management: It involves taking the necessary steps to achieve that plan.

18

Challenges for HRD

Changing workforce demographicsCompeting in global economyEliminating the skills gapNeed for lifelong learningNeed for organizational learning

19

Competing in the Global Economy

New technologiesNeed for more skilled and educated workersCultural sensitivity requiredTeam involvementProblem solvingBetter communications skills