1. Brief Introduction on
HUMAN RESOURCE MANAGEMENT
By- Shafie Zamil
MHRM (Reading) – University of Colombo,
B.A university of Perdeniya,
Dip in Mgt, CCHRM
2. Human Resource, it is only live
resource. There by it is only can mange
other two resources (Money /
Materials)
The most important resource of
organization is Human Resource
Human Resource management is
management of various activities that are
designed to enhance the effectiveness of
man power in an organization, in the
achievements of organizational goal.
3. Human Resource management may be defined as
organizational function of Planning for Human
Resource needs & Recruitment, Selection,
development, compensation & Evaluation of
performance to fill those needs.
Functional based
The philosophy, policies, procedures & practices
related to management of people within an
organization.
Theory based
Definition of HRM
4. Employment Management -
Industrial Relation Management - IR
People Management -
Personnel Management
Human Talent Management
Human Resource Development - HRD
Human Resource Management - HRM
Human Performance Improvement - HPI
(New Concept)
Different terms used for HRM
5. Human resource management was first known as personnel management. The
history of Human Resource management is very short
Human Relations Movement
The First World War
Between the wars
The Second World War The Post War Years
The Post War Years
However the present status of the field of HRM has been achieved after years of
evolutionary development. During this century, methods of managing people have
become more organized & specialized.
6. Paternalistic Role
Care for injured
and sick employees
Protection for
woman & Children
- State / Trade
union partnership
- Management of
absences training
and recruitment
- Productivity
improvement
- Trade Union
negotiation
- Policy adherence
- Regulation of pay
- Focused on Improvising
efficiency and
effectiveness
- Administration and
functional / technical
expert
- HR generalist in the
field
7. • A number of scholars, manager, entrepreneur &
various people have contributed in different
forms to growth of this important subject.
• Organizations now consider the human
resources as a resource that could be developed
rather than just be managed (Fundamental
Different)
• Hence the role of the HR – Manager today has
become a much more challenging & a
professional one, requiring specialist skills.
8. Personnel Mgt VS HRM
Personnel Management Human Resource Management
Manages People
Considers people as a resource that can
be developed
Most managers can do personal
management. A manager with basic
managerial skills could handle it.
Human resource management should be
done by a specialist or professionally
qualified persons.
More admin oriented
More rules & strict controls
More development oriented
More motivation, more development &
career advancement opportunities.
Cost effective on the short term
Cost effective on the long term
An investment
Less concentration on employees’ future
potential & getting has best from
employees through training,
Development & motivation
A job
Identifies employees potential, areas for
improvement, strengths and
weaknesses, identifies training need &
train them. Achieves result through
motivation & job satisfaction.
A career
11. Key Result Area of HRM Functions
•HR Planning
•Administration of Compensation System
•Performance Management
•Human Resource Development
•Employee welfare service
•Industrial Relation
•Formulation of Personnel procedure &
Practices
12. Strategic Human Resource Activities
Policy Making
Designing & developing Human
resource Strategies
Contribution to corporate plan
of organization
Integrating human resource
activities to main purpose of
organization
13. Operating Human Resource Activities
o Job Analysis
o Recruitment & Selection
o Job Evolution
o Salary administration
o Incentive & benefits
o Grievance Handling
o Disciplinary Procedure
o Communicating conditions of service
o Personal Record
14. HR – Advisory Activities
Training & Development
Counseling
Industrial Relations
15.
16. The recruitment and selection process
Employment
planning and
forecasting
Recruiting:
Build a pool of
candidates Applicants
complete
application
formsUtilize various
techniques to
identify viable
job candidates
Interview final
candidates to
make final
choice
17. Internal Sources and Methods of Recruitment
Sources
Promotions
Transfers and relocations
job rotation
Rehires and recalls
18. Internal Sources and Methods of Recruitment
Methods
1) Job posting
The organization announces position openings
through bulletin boards, company
publications, and internet/intranet. Some
union contracts require job posting to ensure
that union members get first choice of new
and better positions.
19. Internal Sources and Methods of Recruitment
2) Skills inventories
Manual or computerized systematic records
listing employees' education, career and
development interests, languages, special
skills, and so on to be used in forecasting
inside candidates for promotion.
20. 1) Work experience
2) Product knowledge
3) Industry experience
4) Formal education
5) Training courses
6) Foreign language skills
7) Relocation limitations
8) Career interests
9) Performance
appraisals
21. External Sources and Methods of Recruitment
Sources
Employee referral programs
Walk-ins
Other companies
Employment agencies
Temporary help agencies
Trade associations and unions
Schools
Foreign nationals
22. Internal Sources and Methods of Recruitment
Methods
radio and television
newspapers and journals
computerized services
acquisitions and mergers
work flow management
23. Advantages Disadvantages
INTERNAL SOURCES INTERNAL SOURCES
– Morale
– Better assessment of
abilities
– Lower cost for some
jobs
– Motivator for good
performance
– Have to hire only at
entry level
– Inbreeding
– Possible morale
problems of those
not promoted
– Political? infighting
for promotions
– Requires strong
management
development
program
24. EXTERNAL SOURCES EXTERNAL SOURCES
– new blood, new
perspectives
– Cheaper than training
a professional
– No group of political
supporters in
organization already
– May bring competitors,
secrets, new insights
– Helps meet equal
employment needs
– May not select
someone who will fit
– May cause morale
problems for those
internal candidates
– Longer adjustment or
orientation time
May bring in an attitude
from pervious Company
25. A job description (J/D)
is a written statement of the duties,
responsibilities, required qualifications and
reporting relationships of a particular job.
Job specifications (J/S)
specify the minimum acceptable qualifications
required by the individual to perform the task
efficiently. Based on the information obtained
from the job analysis procedures, job
specification identifies the qualifications,
appropriate skills, knowledge, and abilities and
experienced required to perform the job.
27. Compensation
Monetary
Direct
Salary – Wages – Bonus
Incentive – Commission –
over time payment
Non - Monetary
Indirect
Pension - Gratuity -
Insurance - Transport
Reputation , Recognition, job
environment , status,
Authority , Training,
Financial
Non financial
28. Incentive
An incentive is any factor that provides a motive for a
particular course of action
Incentives bridge the gas between
capacity to work and willingness to work
Capacity to
work
Willingness to
work
GAP
29. Salary
Wages
Earning
Take home salary
Minimum Wages
Fringe benefits
Definitions
30. Salary
As the remuneration paid to the manager,
professionals, Supervisors & clerical staff on monthly or
annual basis White Collar Employees
Wages
Who get payment based on time
(Hours / Daily wages ) Blue Collar Employees
Earning
The total amount received by an employee during
a given period
( Salary / COL /House Rent allowances / other
allowances / over time payment )
31. Take home Salary
Amount of salary left to the employee after
making certain deduction
(EPF / ETF / Life Insurance / Income Tax / other..)
Minimum Wage
The amount of remuneration which is stipulated
by government for different industries
32. Fringe Benefits
as supplement to workers earned wages. They
included payment in cash and kind out side of earned
wages
Principal Benefits
Leave – paid
Social Insurance – EPF / ETF /Accident /Maternity
Medical Service / Canteen / Death relief / loan /
housing loan / Transport
Severance payment
Gratuity / Bonus / long service award/ profit sharing
Free training Scheme / Sponsorship for education
& training
34. What is the job
What is the evaluation
What is the process
35. Job is set of task and activities should
be perform by individual and group.
Process - systematic way to archived
Evaluation – proper evaluation has four
process set of task and activities should be perform
by individual and group.
1. Measurement (Quality & Quantities)
2. Assessment
3. Valuing
4. Rating
36. Job Evaluation
is process of measurement, Assessments,
valuing & Rating a set of task and activities
Job analysis
Job Rating - Study the JD & JS and assign
relative value or scope to each job
Job specificationJob description
Money Allocation – Assign a money rate to pay to each
job according to a define system or scale
Employee Classification - Classify all employees under proper
job title based upon the content of the worker they actually
perform
37. JE
methods can be divided in to two basic categories
1. Non analytical methods
i. Ranking Methods
ii. Job Grading / Classification
2. Analytical Methods
i. Points Rating System
ii. Factor Comparison
iii. Market Pricing
38. Job Ranking
The basic process of job ranking is to select a
representative sample of jobs (Bench Marks), prepare
basic J/D for them, compare them the basic
information in the J/D and rank them in order
39. Job Classification
Predetermined number of job group or classes are
established and job assigned to these classification
Class I – Executives (Office manager / D. Manager / Department supervisor)
Class II – Skilled Workers (Purchasing Assistant / Cashier / Receipts Clerk )
Class III - Semiskilled Workers (Machine operators / crank Operator )
Class IV – Semiskilled Workers (Office Boy / File Clark)
40. This method is widely used currently
Job are expressed in terms of key factors. Points are
assigned to each factor after prioritizing each factor in
order of important.
Skills
Education and Training required / Depth Experience /Problem
Solving Skills / Social Skill required / Creative thinking / Degree
of discretion / use of judgment
Responsibilities / Accountability
Specialized & Breadth responsibility / for production material /
Degree of freedom
Effort
Mental & physical Demand / potential stress
Working Conditions
Points Rating Method
41. The most frequent factors employed in points
system are as followed
Skills
Education and Training
required
Depth Experience
Problem Solving Skills
Social Skill required
Creative thinking
Degree of discretion
use of judgment
Responsibilities /
Accountability
Specialized responsibility
Breadth responsibility
Complexity of work
Degree of freedom act
number and nature of
subordinate staff
extent of accountability
of equipment / plant
extent of accountability
of production / materials
42. Effort
Mental Demand
physical Demand
Degree potential stress
Working Conditions
Time scale of operation
Turbulent or Steady – state
Amount of necessary
Travelling
Diversity of Subordinates
Pressure from other group
difficult or hazardous
surrounding
43.
44.
45.
46. A more systematic and scientific methods of job
evaluation is the factor comparison methods
Factor comparison method