Professor: Dr.
Abdus Samie
Subject: Human Resource Management
Group Members:
Maham Sohail 2019-Ag-8680
Nida Baig 2019-Ag-8712
Dilawaiz 2019-Ag-8676
Sadia Munawar 2019-Ag-8690
CH 1
Introduction to
Human Resource
Management
What is Human Resource Management?
An organization consists of people with formally assigned roles who
work together to achieve the organizations goals.
A manager is the person responsible for accomplishing the organizations
goals, who does so by managing the efforts of the organizations people.
Managing involves five functions. In total, these functions represent the
management process.
Five Functions of Management Process
Planning
Organizing
Staffing
Leading
Controlling
Continue….
Human resource management is the process of acquiring, training,
appraising, and compensating employees, and of attending to their labor
relations, health and safety, and fairness concerns.
• Conducting job analyses. And what a manager should know
• Selecting job candidates. about:
• Managing wages and salaries.
• Providing incentives and benefits. • Equal opportunity and affirmative
• Appraising performance. action
• Communicating. • Employee health and safety
• Training and developing managers. • Handling grievances and labor
• Building employee commitment relations
Why is HRM important?
AVOID PERSONNEL MISTAKES
IMPROVE PROFITS AND PERFORMANCE
YOU TOO MAY SPEND SOME TIME AS AN HR MANAGER
HR FOR ENTREPRENEURS
Line and Staff Aspects
• Authority is the right to make decisions, to direct the work of others, and to give orders.
• In organizations, having what managers call line authority traditionally gives managers
the right to issue orders to other managers or employees.
• Staff authority gives a manager the right to advise other managers or employees
• On the organization chart, managers with line authority are line managers.
• Those with staff (advisory) authority are staff managers.
Line Manager’s Human Resource Duties
• Placing the right person in the right job
• Training employees for jobs that are new to them
• Improving the job performance of each person.
• Controlling labor costs
• Developing the abilities of each person
• Creating and maintaining department morale
Human Resource Manager’s Duties
A line function.
A coordinative function (functional authority).
Staff (assist and advise) functions.
Specialties of HRM
Recruiters.
Equal employment opportunity (EEO) coordinators.
Job analysts.
Compensation managers.
Training specialists.
Labor relations specialists.
New Approaches to Organizing HR
• The Transactional HR group
• The Corporate HR group
• The Embedded HR group
• The Centers of expertise
The Trends Shaping HRM
• Globalization and Competition
• Indebtedness and Deregulation
• Technological trends
• Work force and Demographic Trends
• Trends in nature of work
• Economic challenges and Trends
Trends in nature of work
High-tech jobs
Service jobs
Knowledge work and Human Capital
Workforce and Demographic trends
Demographic Trends
“GENERATION Y”
Retirees
Non Traditional Workers
Workers from Abroad
The New HRM
Human Resource Management yesterday and today
They Focus more on Strategic, big picture issues
They use new ways to provide transactional services
They take an integrated, “Talent Management” Approach to managing HR
They manage Ethics
They manage employee engagement
They measure HR Performance and results
They used evidence-based HRM
They add value
They have new competencies
HR certification
The HR Manager’s Competencies
Talent Managers/Organization Designers
Culture and Change Stewards
Strategy Architects
Operational Executors
Business Allies
Credible Activists
THANK YOU