HRM Presentation Ch. 1.pdf Human Resource Management

Presentation of human resource management chapter 1 contains the basic introduction of the book and a subject.

1. HRM
Presented to; Sir Ahmad Din Buzdar
PRESENTATION
# 01
Presented By; Ayesha Raees
Reg. #; BBAE-20-61
5th- semester (eve, 'B')

2. Chapter # 01
(introduction to human resource management)
·Managers make decisions,
Get the work done from others.
Responsible for organizational goals, who performs basic
managing functions named POLCA.
Managers.
Organization.
In the organization two or more people aim and labor to
achieve the goal of a structured entity.
Managing.
Planning (establishing goals),
Organizing (assigning tasks to subordinates),
Leading (motivating them),
Controlling (being in charge of the team)
Assesment (improvment, & evaluation).
Consists on;

3. ORGANIZATION
PHYSICAL
RESOURCES
FINANCIAL
RESOURCES
HUMAN
RESOURCES
we have to deal with the human
resources that is also known as;
·Human capital (at managerial level),
·Human Assets,
·Social assets,
·Employee,
·Team,
·Labor, and
·Workforce etc.
The process of acquiring, training, & compensating employees, and attending to
their labor relations, health and safety etc.
HUMAN RESOURCE MANAGEMENT

4. FUNCTIONS OF HRM.
1.HR planning (like what is the status of
organization?)
2.Status is concerned with the people that are
required (shortage), available (surplus), and
balanced.
3.Hiring/Downsizing (firing),
4.Training (off job and on job),
5.Compensating (give and take/ by reward, that
matters on the current job/working skills of an
employee),
6.Performance appraising (a systematic and
periodic function that assesses an individual
employee's job performance and productivity),
7.Motivation.

5. Staffing.
Conducting job analysis (determining the nature of each
employee's job).
Planning labor needs and recruiting job candidates.
Orienting (situating) and training new employees.
Managing wages and salaries (compensating them).
Providing incentives (bonuses) and benefits.
Appraising performance.
Communicating (interviewing, counselling, disciplining).
Training employees and developing managers.
Building employee relation and engagement.
Job analysis consist of job description (full information according the
job) and job specification (requirements of a company).
Staffing (which means determining what type of people you should be hired,
recruiting, selecting employees, then training and compensating them etc.)
The techniques and concepts that every
manager needs to perform including;

6. Why is HRM important to all managers?
Avoiding personal mistakes.
Improving profits and performances.
You may spend some time as an HR manager.
HR for small businesses.
Line and staff aspects of HRM.
Most firms have a separate Human Resource Department with its own top managers. Because HR
managers always get involved in recruiting, interviewing, selecting, and training Their employees.
Authority.
Line authority.
The right to make decisions, direct other's work, and give orders. Responsible/ accountable people own authority. A
person having authority give documents that are legit. For example, police have an authority to arrest people who
perform an act of rule violation. There are two aspects of authority.
1.
Traditionally gives managers the right to issue orders to other managers or employees.
For example, an HOD of business department in our university have an authority to oversee every teachers working
activation and supervise them in his authorized department only.
2. Staff authority.
Gives a manager the right to advise other subordinates (managers or employees).
Staff manager.
Line manager.
A manager who assist and advises the line manager.
A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the
organizational tasks.

7. Line managers HRM responsibilities.
1) One major company outlines its line supervisor responsibilities for effective HRM under these general headings:
2) Placing the right person in right job.
3) Starting new employees in an organization (orientation).
4) Training employees for jobs that are new to them.
5) Improving the job performance of each person.
6) Gaining creative corporation and developing smooth working relationships.
7) In treating the company's policies and procedures.
8) Controlling the labor costs.
9) Developing the abilities of each person.
10) Creating and maintaining departmental morale.
11) Protecting employees' health and physical conditions.

8. Human resource specialties.
01
EEO Coordinator.
(equal Employment opportunity representatives or
affirmative action coordinators).
Investigate and resolve EEO grievances, examine
organizational practices for potential violation and
compile and submit EEO reports.
02
Job analyst.
Collect and examine detailed information about job
duties to prepare job description.
03
Compensation manager.
Develop compensation plans and handle the
employees benefits program.
04
Training specialist.
Plan, organize, and direct training activities.
05
Labor relations specialist.
Advise management on all aspects of union
management relations.
06
Recruiter.
Use various methods including contact within the
community, print, and online media to search for
qualified job applications.

9. Item 1 Item 2 Item 3 Item 4 Item 5
25
20
15
10
5
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New approaches to organizing HR.
The division of a business responsible for finding,
screening, recruiting, and training job applicants.
Some HR professionals work in organization units defined by geography,
product line or function. These HR professionals, whom we call “embedded
HR,” go by many titles: relationship manager, HR business partner, HR
generalist.
COEs are talent acquisition, learning and development and talent
analytics. Discover the HR Operating Model of the Future.
Handles the day-to-day administrative functions, such as preparing
workplace policies, recruiting and processing new employees, and
handling benefits administration and other workplace functions.
Transactional HR group.
Corporate HR group.
Embedded HR unit.
Centers of expertise (COE).
New HR service groups are divided into four categories that are;

10. HRM.
Workforce diversity and demographics,
Globalization,
Economic,
Technological.
There are six main trends in HR management;
Trends shaping
Workforce diversity &
demographics.
1.
The composition of the workforce will continue to become more diverse
with more women, minority groups members and older workers in the
workforce. In the past, HRM was considerable simpler because our
workforce was strikingly same. Today's workforce compromises the
people of different gender, age, social class, sexual orientation, values and
personality characteristics, ethnicity and religion, education and
language, and much more. Diversity is critically linked to the
organizational strategy direction. When diversity flourishes, creativity and
innovation can be to help increase organization's competitiveness.
Many employees call the aging workforce a big problem. The problem is
that they aren't enough younger workers to replace the projected
number of Baby Boom era older workers retiring.
Trends in job people do;
There are three big trends in job people do.
- First, work has shifted from manufacturing to service. In the next
few years almost all the new jobs added to United States will be in
service not in good producing industries. Mainly due to the service
sector's low productivity, higher cost, and thus higher relative prices
than those in manufacturing sector.

11. - Second, today in companies like Uber and Upwork more workers are employees or at all. There are three lenses and independent
contractor gig workers, who work when they can, on what they want to work on, when they are needed. The head of one such
form said employers view those methods as mobile independent bundle of skills.
For instance, Uber science thousands & thousands of new independent contractor drivers per month.
- Finally, more jobs are becoming high Technological. Jobs like engineering always highlight knowledge and education. For
managers, the challenge here is that they have to manage such work differently like letting workers make more decisions
presume you have selected, trained, and rewarded them to make more decision themselves. This means at just saying how you
select, train, and engage these employees.
Thus, on demand workers are the part of gig economy.
GIG the stands for 'Google Income Generator' that is also known as freelancing. Economy is the labor
market that relies heavily on temporary and part time field by independent contractors and freelancers
rather than full time permanent employees. Some people who do this job say they can feel somewhat
disrespected. An article in New York Times said this: " the larger worry about on-demand job is not about
benefits, but also a lack of agency, a future in which computers rather than humans determines what you
do, when and for how much. For example, Uber drivers."
2. Globalization trends.
Globalization refers to companies extending their sales, ownership, and manufacturing to New Market abroad. It has boomed for
past 50 or so years. For instance, the total of U.S. imports plus exports rose from $562 billion in 1980, to about $5.2 trillion recently.
At the same time, globalization vastly increased international competition. More globalization means more competition and more
competition means more pressures to be 'world class' to lower costs, to make employees more productive, and to do things better
and less expensively. So globalization hasn't been without significant cost.

12. 3. Economic Trend.
Now a day, people, goods, capital, and information are moving around the globe as never before.
Global competition is making every form to think in terms of gaining an edge over rivals by producing high quality goods at a
very competitive price. This is where the people dimension comes into being. Incentive, favorable work climate, team Spirit,
freedom to think, and act independently, and being a host of other HR initiatives are needed to keep talent from flying away.
Unemployment nationwide soon Rose more than 10%.
As we all know unemployment is the major problem worldwide. For almost 20 years, U.S. Customer spend more than they
earn, save for US become debtor Nation.
Labor force Trend;
Complicating all this is the fact of the labor force in America is growing more slowly.
The unbalanced force;
Furthermore, demand for workers is unbalanced for example, the unemployment rate for recent college graduates in general
was higher than the software engineer graduates. In fact, almost half of employed U.S. College graduates are in job that generally
requires less than a four-year college education.
In some occupations such as engineering, unemployment rate is low, while in other unemployment rate are still relatively high;
recruiters in many companies can find candidates, while in others there's a wealth of candidates, and many people working
today in our Jobs below their expertise.

13. 4. Technological Trends.
Technology is changing HRM into main ways;
First, technological changes affecting the nature of jobs. When someone things of technical job like Google comes to mind but
Technology affects all sorts of jobs.
Second, technology is changing how employers get human resource management task done. In one survey, 41% of companies for
designing mobile apps to deliver Human Resource Management Services, and about a third were using artificial intelligence.
Several Technologies all important here like;
Employers use social media tools such as Twitter, Facebook, LinkedIn, etc.
Employers use mobile application for instance, to monitor employee location and to provide digital photos at the facility clock in
location to identify workers.
Cloud Computing based tools enable employers to monitor things like a team would attainment and to provide real-time direct
evaluative feedback.
Data Analytics basically means using statistical techniques, algorithms, and problem solving to identify relationship amount data
for the purpose of solver in solving particular problems.
Sample and employer operated for many years on the assumption that what method in hiring was the school of candidate
attended, the great they had, and their references.
Artificial intelligence basically means using computer to do tasks in human like ways.
Augmented reality transforms huge amount of data and superimposes digital summarizes and images on the physical world.

14. IMPORTANT COMPONENTS OF TODAY'S
NEW HRM.
First, science to Technologies like social media and cloud
computing, more HRM tasks are being redistributed from a central
HR department to the companies’ employees and line managers.
DISTRIBUTED HR AND THE NEW HRM.
A brief history of personnel HRM.
Personnel management is not new. Ancient Armies and organized effort always
required at practicing selecting training and motivating workers. But personal talk
like these were most important just part of every manager for something that left
in most countries and till the late 1800s.
Buy 1900 set up the first hiring officers training program and factory schools then
personal management begin.
By the 1917s globalization made gaining a competitive edge for engaged
employees, and therefore personal management increasingly important.
Today economic and demographic trends make finding, hiring, and motivating
employees more challenging, while at the same time more high-tech jobs means
employers must Excel at managing employees’ knowledge, skills and expertise.
TRENDS SHAPING HR: DIGITAL AND
SOCIAL MEDIA.
Digital and social media tools are changing how people look for job, how
companies recruit, retain, pay and train employees. In doing so they have
created in Science our new HRM.
For instance, recruitment is another family as a social media
revolutionized h r m like managers use LinkedIn to find passage
employment candidates and check out active candidates.
Add this means like many HR managers can focus their efforts from day-
to-day activities like interviewing candidates to broader efforts, such as
formulating Strategies for boosting employees’ performance and
engagement.
STRATEGIC HRM.
Strategic HR managers create the policies of Vision and Mission. It is
defined as formulating and executing human resource policies and
practices that produced the employee competencies and behavior the
company strategic aims.

15. THE MODEL FOLLOWS THREE STEPS SEQUENCE:
Set the firm's strategic aim.
Pinpoint the employee behavior and skills
we need to achieve this strategic aims.
Decide what HR policies and practices will
enable us to produce the necessary
employee’s behaviors and skills.
EMPLOYEE ENGAGEMENT AND HRM.
Employee engagement is the extent to which an organization's employees and psychologically involved in, connected to, to and
committed to Getting their jobs done. Engaged employees experience a high level of connectivity with their work tasks, and therefore
work hard to accomplish their tasks related goals.
ETHICS AND HRM.
Ethics are the principles of conduct governing an individual or a group, specifically, the standard you use to decide what your conduct
should be. For example, prosecutors filed crime charges against several meat packing plant human resource managers who violated
employment law by hiring children younger than 16.

16. Presented by; Ayesha Raees
(BBAE-20-61)
THANK YOU!
THE END