HR Framework by Mahmood Qasim
Upcoming SlideShare
Loading in...5
×
 

HR Framework by Mahmood Qasim

on

  • 249 views

 

Statistics

Views

Total Views
249
Views on SlideShare
249
Embed Views
0

Actions

Likes
0
Downloads
18
Comments
0

0 Embeds 0

No embeds

Accessibility

Categories

Upload Details

Uploaded via as Adobe PDF

Usage Rights

© All Rights Reserved

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Processing…
Post Comment
Edit your comment

HR Framework by Mahmood Qasim HR Framework by Mahmood Qasim Presentation Transcript

  • Human Resource Management is the function within an organization that deals with issues related to people such as compensation, hiring, performance management, organization development, safety, wellness, benefits, employee motivation, communication, administration, and training.
  • Global Competitive Population-growth Unemployment Central Challenges: Workforce Diversity BETTER ORGANIZATIONS Ethical Social Responsibility Medical, Food, Housing Unknown
  • The purpose of human resource management is to improve the productive contribution of people to the organization in ways that are strategically, ethically, and socially responsible.
  • Objectives are benchmark against which actions are evaluated. Organizational Objectives Functional Objectives Societal Objective Personal Objective
  • Human Resource Activities are actions that are taken to provide and maintain an appropriate workforce for the organization. Not every organization undertakes every activities. HR departments simply focus on the activities that are most important for the organization .
  • Human Resource Management Activities Human Resource Objectives •Societal •Organizational •Functional •Personal Purpose of Human Resource Management Other Resources Human Resources Other Resources Overall Organizational Objectives Societal Needs and Challenges
  • Human Resource activities are actions that are taken to provide and maintain an appropriate workforce for the organization When organizations grow large Human Resource Planning As demand change Placement, promote, demote , transfer With an eye towards future needs Recruitment (pool of applicants) Subsequent HR planning reveal new staffing need Recruitment & development With an eye towards future needs Selection (screen applicants) Performance is analyzed Evaluation / appraisal New employees are tuned to the organization’s need Orientation & Training Compensation Wages, salaries, benefits, Employee relations Union – management relations
  • i. ii. iii. Societal Objective Legal Compliance Benefits Union-management relations i. ii. iii. iv. v. vi. vii. Organizational Objective Human Resource Planning Employee relations Selection Training & Development Appraisal Placement Assessment i. Appraisal ii. Placement iii. Assessment Functional Objective i. Personal Objective Training & Development ii. Appraisal iii. Placement iv. Compensation v. Assessment
  • Feedback among activities and objectives Human resource activities, challenges to & from the environment.
  • Feedback Input Transformation Process Challenges Human Resource Education Skills Human Resource Management Activities Recruiting  Selection  Others Outputs Human Resource Contribution Capable Workers  Motivated Workers
  • PROACTIVE REACTIVE Human Resource Management •Effective and efficient solutions are generally more likely to be found if managers and HR departments use proactive approaches. •It improves productivity by minimizing the resources needed to respond to changes in the environment or to produce the organization’s goods or services. •It is a major step in enhancing organizational productivity. •It occurs when HR problems. Are anticipated and corrective action begins before a problem arises. •Mangers and HR departments cannot always wait for feedback and then respond. •Waiting until an actual problem occurs and then reacting may be inappropriate and costly. •Reactive Human Resource Management occurs when decision makers respond to HR problems.
  • 1. Since HR department are typically seen as a cost of operations, explain how they contribute to an organization’s ability to confront the increased globalization of business now taking ;lace throughout the world. 2. Describe the purpose and primary objectives of an HR department. 3. Why is improved human productivity important to organizations? 4. Explain the relationship between societal needs and the activities of a human resource department. 5. What benefits exist when the HR department is viewed with a systems approach? 6. Why is proactive approach to human resource management more emphasized? 7. If a Bank opened a branch in a distant city, what activities would the HR department need to undertake before a fully operational and staffed branch was ready for business?