[ ‘’REPORT’’ ]

NAME= SADAR HUSSAIN

ID = BB-5525

COURSE CODE=MGT501

SUBJECT= HUMAN RESOURCE MANAGEMENT [HRM]

SECTION= C

TEACHER= MUHAMMAD FAIZAN KHAN

Tittle
HRM PLANS [ HUMAN RESOURCE MANAGEMENT PLANS ]

INTRODUCTION
Human beings are social beings and hardly ever live and work in isolation. We always plan, develop and
manage our relations both consciously and unconsciously. The relations are the out come of our actions
and depend to a great extent upon our ability to manage our actions. From children each and every
individual acqure knowledge and experience on understanding others and how to behave in each and
every situations in life. Later we carry forward this learning and understanding in carrying and managing
relations at our workplace. The whole context of Human Resource Management revolves around this
core matter of managing relations at work place.In 1994, a noted leader in the human resources ‘’HR’’
Field made the following observation; Yesterday, the company with the access most to the capital or
the latest technology had the best competitive advantage; Today companies that offer products with
the highest quality are the ones with a leg upon the competition; but the only thing that will uphold a
company’s advantage tomorrow is the caliber of people in the organization.

.HISTORY.
HR Management History. The modern history of Human Resources as we know it starts with the
british industrial Revolution. The foundation of large factories increased a demand for the workforce
significantly. It was in the 18th century, and it is the moment when the evolution of new people
management practices begins.
.COMPANY SUCCESS STORY.
Human resources out sourcing; [ success stories ]

Prestigious Medical Practice Mitigates its Employment Risks

.COMPANY BACKGROUND.
This medical practice was founded in 1980 with the mission to provide the highest quality health care
combined with clinical reseach and education. It is currently one of the few cardiovascular practices in
the country that balances private practice with academic medicine, and runs one of the word’s largest
cardiac transplant program the current employ over 30 employees, but are expecting to significantiy
grow their employee base in the coming months.

Business Challenges
As the partice grew in size and prestige, the director recognized the critical role human resources
played in this praitice. ‘’we do not have a dedicated hr staff’’, he explains, ‘’but I understand that
human resources can’t be put on back burner. HR is still a critical part of our practice. With the lack of
sufficient internal hr resources they struggled to standardize employee practice and stay abreast of
changing employment regulations. While the director and his office manager continued to personaly
handle the employee relations, an incident pushed them to consider outsourcing their human resources
to a professional firm.

HR DEPARTMENT ROLES
Keep in mind that many functions of HRM are also tasks other department managers perform, which is
what makes this information important, despite the career path taken. Most experts agree on seven
main roles that HRM plays in organizations. These are described in the following sections.

STAFFING
You need people to perform tasks and get work done in the organization. Even with the most
sophisticated machines, humans are still needed.Because of this, one of the major tasks in HRM is
staffing.

STAFFING Involves the entire hiring process from posting a job to negotiating a salary package. Within
the staffing function, there are four main steps;
.DEVELOPMENT OF A STAFFING PLAN;
This plan allows HRM to see how many

people they shouid hire based on revenue expectations.

.DEVELOPMENT OF POLICIES TO ANCOURAGE MULTICULTURALISM AT

WORK.
Multiculturralism in the workplace is becoming more and more important, as we have many more
people from a backgrounds in the workforce.

.RECRUITMENT.
This involves finding people to fill the open positions.

.SELECTION.
In this stage, people will be interviewed and selected, and a proper compensation package will be
negotiated. This step is followed by training, retention, and motivation.

.DEVELOPMENT OF WORKPLACE POLICIES.

Every organization has policies to ensure fairness and continuity within the organization. One of the job
of HRM is to develop the verbiage surrounding these polices. In the development of policies, HRM
management and executives are involved in the process.

COMPENSATION AND BENEFITS ADMINISTRACTION.

HRM Professionals need to determine that compensation is fair, meets industry standards, and is high
enough to entice people to work for the organization. COMPENSATION includes anything the4
employee receives for his or her work. In addition, HRM professionals need to make sure the pay is
comparable to what other people performing similar jobs are being paid This involves setting up pay
systems that take into consideration the number of years with the organization, years of experience
education and similar aspects.
RETENTION
Retention involves keeping and motivating employees to stay with the organization. Compensation is a
major factor in employee retention but there are other factors as well. Ninety percent of employees
leave a company for the following reasons;

.Issues around the job they are performing

.Challenges with their manager

.Poor fit with organizational culture

.Poor workplace environment

Despite this, 90 percent of managers think employees leave as a result of pay. Leigh Rivenbark, ‘’The 7
hidden reason why employees leave,’’ HR Magazine, may 2005, accessed October 10, 2010,

.TRAINING AND DEVELOPMENT

Once we have spent the time to hire new employees, we want to make sure they not only are trained
to do the job but also continue to grow and develop new skills in their job. This results in higher
productivity for the organization. Training is also a key component in employee motivation.Employees
who feel they are developing their skills tend to be happier in their job which results in increased
employee retention.

.DEALING WITH LAW AFFECTING EMPLOYMENT.

Human resource people must be aware of all the laws that affect the workplace. An HRM professional
might work with some of these laws;

. Discrimination laws

.Health-care requirements

. Compensation requirements such as the minimum wage

.Worker safety laws

. Labour laws

The legal environment of HRM is aiways changing, so HRM must always be aware of changes taking
place and then communicate those changes to the entire management organization. Rather than
presenting a chapter focused on HRM laws, we will address these laws in each relevant chapter.
.WORKER PROTECTION.
Safety is major consideration in all organizations. Oftentimes new laws are create with the goal of
setting federal or state standards to ensure worker safety. Unions and union contracts can also impact
the requirements for worker safety in a work place it is up to the human resource manager to be aware
of worker protection requirement and ensure the work place in meeting both federal and union
standards.

Worker protection issues might include the following;

.Chemical hazards

.Heating and vantitation requirements

.Use of ‘’no fragrance’’ zones

. Protections of private employee information

.COMMUNICATION.
Besides these major roles, good communication skills and excellent management skill are key to

successful human resource management as well as general management.

.AWARENESS OF EXTERNAL FACTORS.

In addition to managing internal factors, the HR manager need to consider the outside forces at play
that may affect the organization. Outside forces, or external factors, are those thing the company has
no direct control ever; however, they may be things that could positively impact human resources.
External factors might include the following;

.Globalization and offshoring

.Changes to employment law

. Health- care costs

.Employee expectations

.DFiversity of the workforce

. Changing demographics of the workforce

. Amore highly educated workforce

.Layoffs and downsizing

.Technology used, such as HR databases

.Increased use of social networking to distribute information to employees

.FLEXIBLE WORK SCHEDULES.

[Allowing employees to set their own schedules] and Telecommuniting [allowing employees to work
from home or a remote location for a specified period of time, such as on day per week] are external
factors that have affected HR. HRM has to be aware of these outside issues, so they can develop
policies that meet not only the needs of the individuals.

.SIX MAIN FUNCTIONS OF A HUMAN RESOURCE DEPARTMENT.

The human resources department handles a range of different functions within an organization. The
department is responsible for hiring and firing employees, training workers, maintaining interoffice
relationships and interpreting employement laws. The department works diligently behind the scences
to ensure an organization runs efficiently. The HR department’s duties will vary between companies, but
can generaly be summed up in six main functions.

.HIRING AND RECRUITING.

Ones of the primary functions of the human resources department is to oversee hiring and recruiting
within an organization. The department actively recruits, screens, interviews and hires qualified
candidates for open positions. The department administers skills assessment and personality tests to
match candidates with the right job within the company. The human resources department also
develops employee handbooks that explain company policies and procedures to new hires.

.TRAINING AND DEVELOPMENT.

The human resources department handles the training and development of staff within an organization.
It creates training programs and conducts training for new hires and existing employees. The human
resource department also works in conjunction with department managers and superisors to determine
the training needs of employees. They are also responsible for contracts with training providers and
monitoring training budgets.
.HANDLING COMPENSATION.
The human resources department is responsible for various aspects of employee compensation. The
department typically handles employee payroll and ensures employees are paid accurately and on time,
with the correct deductions made. Human resources department also manage compensation programs
that include pensions and other fringe benefits offered by the employer.

.EMPLOYEE BENEFITS.
The human resources department manages all aspects of employee benefits, including health and
dental insurance, long-term care or disability programs as well as employee assistance and wellness
programs. The department keeps track of employee absences and job protected leave, such as family
medical leave. Human resource department representatives ensure employees receive the proper
disclosurces regarding benefit eligibility or if benefits are no longer available because of layoff or
termination.

.EMPLOYEE RELATIONS.
The human resources department handles employee relations matters within an organization. Employee
relations involves employee participation in different aspects of organizational activities. The
department maintains the relationshio between employees and management by promoting
communication and fairness within the company. The department also handles disputes between
employees and management as well as disputes between the company and labor unions or employee
rights organizations.

.LEGAL RESPONSIBILITIES.
The human resources department is responsible for interpreting and enforcing employment and labor
laws such as equal employment opportunity fair labor standards, benefits and wages, and work hour
requirements. The department also investigates harassment and discrimination complaints and ensures
company officials remain compliant with United States Department of labor regulations.
.COMPANY PRODUCT’S ANS SERVICES;
WHAT ARE PRODUCTS AND SERVICES
A product is a tangible item that is put on the market for acquisition, attention, or consumption, while a
service is an intangible item, which arises from the output of one or more individuals. Although it seems
like the main distinction between the two concepts is founded on their tangibility, that is not always the
case. In most cases services are intangible, but products are not always tangible.

One thing to keep in mind is that products and services are closely aligned. In fact, a majority of
product carry with them an element of service

TANGIBLE VS INTANGIBLE
Assessing the quality of a tangible product is very easy. Since most products are countable, touchable,
and visible, a consumer can assess its durability by examining it. A good case in point is when an
individual is buying a home. The buyer will check every nook and cranny of the house, including the
attic, basement, foundation, each individual, room, and more.

PRODUCTION VS. INTERATION

A potential car buyer usually checks the car’s body lines, feels the leather used on the seats, and takes
the car for a test drive before deciding whether to buy the car or not. Since it’s a products, the buyer is
aware of the specific product line the vehicle hails from, and there are many more like it. In fact, there
are other cars indentical to the one being bought.

PERISHABLE VS. IMPERISHABLE

The best way to illustrate perishable products is to consider a restaurant owner.if such an individual
does not understand the concept of spoilage and waste reduction the risks ruining his business since
most fresh food spoll within a few days.
.THE GROWING DEMAND FOR PRODUCTS AND SERVICES.
Based on history, it is evident that producers need to adapt or replace products once they become
outdated. Consider they way websites and e-books have replaced paper books or how compact discs
have replaced cassettes and DVDs. In other instances, services have also become a substitude for
certain products. For instance, the streaming services offered by entertainment firms like Netflix are
now preferred by many to DVD and cable or satellite television programs.

.SUMMARY.
Products are simply objects that are manufactured, stored, transported, advertised, and then sold.
While products can either be tangible or intangible, services are intangible. The differences between
products and services are based on different factors, including tangibility, perishability, variability, and
heterogeneity.