Lecture 01

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Human Resource
Management
Class Rules
• Be on time.

• Attend all lecture sessions.

• No talking during lectures and do not shout in the corridor during the
interval.

• Mobile phones must remain switched off during class.

• Aim to submit your assignments before the deadline.

• Any type of plagiarism is not allowed.

• Ask questions. Make use of office hours.

• Do your homework. Study regularly.

 Course Outline
• An overview of HRM

• Resourcing

• Performance Appraisal

• Training and Development

• Reward Management

• Grievance Handling

• Discipline Management

• Labour Management Relations

Assessment Criteria

Online Quiz - 30%

Group Assignment - 20%
Final Examination - 50%
TOTAL 100%
Recommended textbooks:
• Armstrong M, 2020, A Handbook of Human Resource Practice, 15th
edition, Kogan Page, London.
• Dessler G, 2018, Human Resource Management, 16th edition, Prentice-
Hall Inc., New Jersey.
• Opatha, H.D.N.P. (2012). “Human Resource Management”, 3rd Edition,
ISBN: 978-955-95885-9-7.
LEARNING OUTCOMES
At the end of the lecture, students should be able to;
❑ Describe the evolvement of HRM.
❑ Understand the basic concepts of Human Resource Management
(HRM).
❑ Define HRM.
❑ Provide an overview of functions of HRM.
❑ Understand the significance of human resource.
❑ Understand the disadvantages of poor management of human
resource.
❑ Identify the global HR challenges.
WHAT IS HRM?

❑ What is Management?
❑ What are the resources available in an
enterprise?
❑ What is Human Resource?
Employees as a Resource
• Is being developed over the time and experience
• Not depreciated, but, being a continuously developing asset
• Has the ability of creativity and innovation
• Makes decisions in respect of all other resources
• Something valuable, really hard to quantify the exact value
• Something to be developed
• Something to be compensated
• Something to be carefully managed
• Something to be carefully maintained and retained
• Something, really needed to sustain the competitiveness
Other resources make things
possible but only human
resources make things happen.
 EVOLUTION OF HRM

Personnel Management Vs Human Resource

Management

Human Capital
Management

▪ Effectively managing the human factor, ▪ It is a prime assets which requires

those who are capable of learning, investment and necessary for
changing, innovating, and being creative. organizational growth and survival
WHY DOES HRM IMPORTANT TO ALL
MANAGERS
❑ Managing people is not something occurs in a back room
called HR Department.
❑ Managing people is every manager’s business.
❑ Successful organizations combine the experience of line
managers with the expertise of HR specialists to develop
and utilize the talents of employees.
❑ Addressing HR issues is not exclusive responsibility of
HR department.
❑ HR manager work side by side with line managers to
address people related issues of the organization.
WHY DOES HRM IMPORTANT TO ALL
MANAGERS
❑ The losses due to hire the wrong person for
the job
❑ Experience high turn over
❑ People not doing their best
❑ Waste time with useless interviews
❑ Legal responsibility
Effective management of people
is possible, but difficult. Why?

❖ Every person is unique

❖ Complex
❖ Unpredictable
❖ Difficult to motivate
❖ Unending needs
Definitions of HRM

❑ The human resource is defined as the total knowledge, skills, creative

abilities, talents and aptitudes of an organization’s workforce, as well
as the values, attitudes and beliefs of the individual involved (Professor
Magginson).

❑ Policies and practices needed to carryout the people, or personnel,

aspects of a management position, including recruiting, training,
rewarding and appraising (Dessler, Griffith, Lloyed Walker, Williams).

❑ Personnel management is the part of management concerned with the

people at work and their relations within the enterprise. It applies not
only to industry commerce but to all fields of employment (CIPD – UK).
Efficient and effective
HRM examines what
utilization of human resource
can or should be
to achieve goals of an done to make people
organization HRM is the
more productive and
effective
Simple satisfied.
Definition management of
people at work

If the human resource is

mismanaged or
neglected, organizations
would not be able to
achieve their goals as
expected.
An organization? Efficiency?
A collection of people works A productivity metric
together for achievement of Describes how fast a person/
common goals. product can do something
Optimum use of HR by
minimizing wastage
Comparison of number of
Effectiveness? employees and cost
A quality metric Utilize the right people in the
Describes how good a person/ product right number with the right cost
considering what he or the product is expected at the right job
to be.
Employees who demonstrate effectiveness in
the workplace help produce high-quality results.
HRM -hard or soft?
Hard: Human RESOURCE Management
• Treats employees simply as a resource of the business (like
machinery & buildings).
• Little empowerment or delegation.

Soft: HUMAN Resource Management

• Treats employees as the most important resource in the
business and a source of competitive advantage.
• Employees are treated as individuals and their needs are
planned accordingly.
 SCOPE OF HRM; Three major subfields
Micro HRM Strategic HRM International
(MHRM) (SHRM) HRM (IHRM)

Covers the sub

• Concerns with HRM
functions of HR
in companies
policy and practices The overall HR
operating across
strategies adopted by
national boundaries.
business units and
• How HR sub
companies and tries
functions as selection
to measure their
and remuneration
• Smaller group impact on
might be adopted to
of sub functions performances
concerns with • Largest group
international
managing of sub functions assignments.
individual and concerns with
small groups work
✓Recruitment organization
✓Selection and employee
✓Induction voice systems
✓T&D ✓Management
✓Performance union relations
management
✓Remuneration
 Performance
A Model of Evaluation
Human Resource Management
Pay Management
Objectives

Training & 1. Procurement Strategic Generic Goal

Development of right people Goals
Job Job in the fight way. To generate
2. Retention of 1. Improvement and retain in
Analysis Design the most of Employee appropriate
Employee
appropriate Productivity. and contented
movements
employees. 2. Employee employee
3. Employee Development force which
Human Hiring & Commitment 3. Enhancement gives the
Management of of Quality of
Resources 4. Employee maximum
Planning Recruitment Selection Induction Incentives Work Life.
Motivation individual
4. Ensuring contribution to
5. Control of
Legal organizational
Employment
Welfare Compliance. success.
Costs
Administration

Health & Safety

Administration

Discipline
Management

Grievance
Handling

Labour Relations
Source: Opatha, 2002, performance Evaluation of Human Resource,
Management
Key Objectives of HR
Department:
What do they do??
❖ Primary Objective
❖ Process Related Objectives

Primary Objectives of
Process Relating Objectives
HRM Department:
of HRM Department:
The key concerns of HR Department
❑ Motivational Objective
❑ Staffing Objectives
❑ Change Management Objective
❑ Performance Objective
❑ Culture Building Objective
❑ Development Objective
❑ Administrative Objective
❑ Maintenance Objective
Objectives of HRM
Recognize the role of HRM in
Ensure that the organization becomes bringing about organizational
socially responsible to the needs and effectiveness.
challenges of the society. Make sure that HRM is not a
Minimizing the negative impact of such standalone department, but rather a
demands upon the organization. means to assist the organization with
its primary objectives

Maintain the department’s

contribution at a level appropriate
to the organization’s needs.
Human resources are to be adjusted
to suit the organization’s demands.
Assist employees in achieving their
personal goals, at least as far as
these goals enhance the individual’s
contribution to the organization.
Otherwise employee performance and
satisfaction may decline giving rise to
employee turnover.
HRM Objectives and Functions
Consequences of poor Human
Resource Management

• Employees will frequently struggle with the

organization
• Develop interests away from the job
• Allow skilled employees to deteriorate
• Poor motivation
• Hire the wrong person for the job
• Experience high turnover
• People not doing their best
• Waste of time with useless interviews
• Legal actions
Competitive Challenges and HRM
Challenge 01:
Going global

Challenge 02:
Embracing new technology

Challenge 03:
Managing change

Challenge 04:
Managing talent, or human capital

Challenge 05:
Responding to the market

Challenge 06:
Containing costs
CAN YOU
❑ Describe the evolvement of HRM.
❑ Understand the basic concepts of Human Resource Management
(HRM).
❑ Define HRM.
❑ Provide an overview of functions of HRM.
❑ Understand the significance of human resource.
❑ Understand the disadvantages of poor management of human
resource.
❑ Identify the global HR challenges.
Thank you

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