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Introduction To Human Resource Management

This document provides an overview of key concepts in human resource management including human relations, human resource management, human resource development, human resource outsourcing, functional HR, strategic HR, staffing, and how staffing can link to company objectives. Specifically, it defines human resource management as dealing with formal systems for managing organizational employees, human resource development as combining training, organization development, and career development to improve performance, and strategic HR as taking a long term approach to support business goals.

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talhaqm
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81 views

Introduction To Human Resource Management

This document provides an overview of key concepts in human resource management including human relations, human resource management, human resource development, human resource outsourcing, functional HR, strategic HR, staffing, and how staffing can link to company objectives. Specifically, it defines human resource management as dealing with formal systems for managing organizational employees, human resource development as combining training, organization development, and career development to improve performance, and strategic HR as taking a long term approach to support business goals.

Uploaded by

talhaqm
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Introduction to Human Resource

Management

What is Human Relations?


A disciplinewithinresource managementwhich addresses
interpersonal behaviors.Factorsthat are considered
includeleadership, communication, team building,
negotiations, facilitation and mediation abilities.

What is Human Resource


Management?
Human Resource Management(HRM) is the term used
to describe formal systems devised for themanagementof
people within an organization. The responsibilities of
ahuman resource managerfall into three major areas:
Staffing
Employee compensation and benefits
Defining/designing work

What is Human Resource


Development?
Human Resource Development(HRD) is a practice
that combines training, organization development, and
career development efforts to encourage improvement of
individual, group, and organizational performance

What is Human Resource


Outsourcing?
Human resource outsourcing (HRO) occurs when a
business instructs an external supplier to take
responsibility (and risk) for HR functions and perform
these tasks for the business.

What is Functional HR?


The glue of an organization, day to day activities of HR
Major functional areas of HR
Planning
Staffing
Employee Development
Employee Retention
Compensation & Benefits
Employee Relations

Planning
Number and type of employees required to accomplish
organizational goals are determined
Forecast human resource supplies and predict future
human resource needs
Develop job analysis
Define nature of job and specify required skills along with
experience

Staffing
Staffing emphasizes therecruitment and selection of the
human resource for an organization.
Recruiting is the personnel function that attracts qualified
applicants to fill job vacancies.
On selection, human resource functionaries are involved
in developing and administering methods that enable
managers to decide which applicants to select and which
to reject for the given jobs.

Employee Development
Orientation
Helping a new employee adjust himself to the new job and the employer
Training & development
Give employees the skills and knowledge to perform their jobs effectively.
Also, provide training for new or inexperienced employees.
Large organizations often have development programs which prepare
employees for higher level responsibilities.
Assuring that employees are capable of performing their jobs at acceptable
levels or benchmarks.

Employee Development
Career planning
Career planning activities include assessing an individual
employees potential for growth and advancement in the
organization
Performance appraisals
Monitor employee performance, feedback from employees

Employee Retention
High turnover increases expense
Cost of rehire and training
Negative impact on image of the organization

Employee Relations

Strengthening the employer-employee relationship


Developing a process for employee complaints
Dealing with legal and union matters
Conducting employee opinion surveys, analyzing
employee response and developing action plans for
supervisors and managers are other functional activities
that support this strategy

Compensation & Benefits


Market average pay scale/wage
Abide the legal employee contract

What is Strategic HR?


An approach to managinghuman resourcesthat supports
long-term business goals and outcomes with
astrategicframework.
Inline with companys objectives and goals
Profit making or gaining market share can be achieved
through developing employee through delegation,
recognition, other ways

Strategic HR
The development of framework deals with strategic HR
Strategic HR includes
Designing policies & procedures
Developing hierarchy, departments & roles
Job description development
Training needs assessments
Developing career path
Transitions from traditional to evolving HR

Strategic Vs Functional
Strategic HR
Long term supporting organizational goals, development of
framework that helps functional or operational activities

Functional HR
Short term, day to day activities dependent on strategic HR

Company goals & objectives

Survival
Profits
Gaining market share
Gaining global recognition

What is Staffing?
Theselection andtrainingof individualsfor specificjob
functions or roles, andchargingthem with theassociated
responsibilities.

Staffing Objectives
Ensure company is properly staffed and able to pull in
human resources it needs
Right person is recruited and developed
Best talent is recruited to assist in meeting company
objectives and goals such as profitability, gaining market
share

How can staffing link with company


objectives?
Right person to fill the position at the right time
Personal goals in line with company goals
A person might be good for a start up company but not for 9 to
5 job

Delegation, leadership, type of company, type of employees,


scale of business, other factors (external & internal factors)

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