Elements of Human Resource Management.pptx

This is about HRM and how to manage it

1. Human Resource Management GROUP MEMBERS M.ALI SAMIUDDIN [CH-010] ZUBAIR AHMED [CH-015] ATABAK ALI [CH-032] SHEIKH WAQAS [CH-302]

2. Meaning of HRM? It is concerned with management of people from recruitment to retirement. To select RIGHT person , at the RIGHT place for the RIGHT Job.

3. Objectives Of HRM 1. Help the organization reach its goals 2. Employ the skills & abilities of the workforce efficiently 3. Provide the organization with well trained & motivated employees 4. Increase to the fullest the employee's job satisfaction & self actualization 5. Develop & maintain a quality of work life 6. Communicate HR policies to all employees 7. Ethically & socially responsive to the needs of society.

4. Elements Of HRM

5. Recruitment The process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated and subject to employment law. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists. Job description – outline of the role of the job holder Person specification – outline of the skills and qualities required of the post holder

6. Selection “ The process of assessing candidates and appointing a post holder ” Applicants short listed ‘most suitable candidates selected’ Selection process ‘varies according to organisation’ Interview – most common method Psychometric testing – assessing the personality of the applicants ; will they fit in? Aptitude testing – assessing the skills of applicants In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer Presentation – looking for different skills as well as the ideas of the candidate

7. Employment Legislation Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the business Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees .

8. Discipline Firms cannot just ‘sack’ workers Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies

9. Development Developing the employee can be regarded as investing in a valuable asset A source of motivation A source of helping the employee fulfil potential Training Similar to development: Provides new skills for the employee Keeps the employee up to date with changes in the field Aims to improve efficiency Can be external or ‘in-house’

10. Rewards Systems The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays, etc.

11. Trade Unions Importance of building relationships with employee representatives Role of Trade Unions has changed Importance of consultation and negotiation and working with trade unions Contributes to smooth change management and leadership

12. Productivity Measuring performance How to value the workers contribution Difficulty in measuring some types of output – especially in the service industry Appraisal Meant to be non-judgmental Involves the worker and a nominated appraiser Agreeing strengths, weaknesses and ways forward to help both employee and organisation

13. Motivating Employees How critical is Motivation of employees ? Employees personal goals does vary with the management’s goals According to a study, 5% increase in employee satisfaction results in a 1.3% increase in customer satisfaction and 0.5% increase in sales Customer loyalty is directly related to motivation of employees.

14. Human Resource Management Goals Develop an Effective Workforce Training Development Appraisal Maintain an Effective Workforce Wage and salary Benefits Labor relations Terminations HRM planning Job analysis Forecasting Recruiting Selecting Attract an Effective Workforce Company Strategy