this slide is for students that can help them in their courses

1. HUMAN RESOURCE
MANAGEMENT
MADE BY: Waqas
Khalid

2. INTRODUCTION TO
"HR"M
 "HR"M simply means employing people, developing their
resources, utilizing, maintaining and compensating their
services in tune with the job & organizational requirement
 Designing management systems to ensure that human talent
is used effectively and efficiently to accomplish
organizational goals.
 Managing the employment relationship’
 Employees are the most important asset of the organization.
 "HR"M is concerned with the people’s dimension in the
organization

3. OBJECTIVES
 To help the organization reach its goals.
 To ensure effective utilization and maximum development of
human resources.
 To ensure respect for human beings. To identify and satisfy the
needs of individuals.
 To ensure reconciliation of individual goals with those of the
organization.
 To achieve and maintain high morale among employees.
 To provide the organization with well-trained and well-
motivated employees.

4.  To increase to the fullest the employee’s job satisfaction and self-
actualization.
 To develop and maintain a quality of work life.
 To be ethically and socially responsive to the needs of society.
 To develop overall personality of each employee in its
multidimensional aspect.
 To enhance employee’s capabilities to perform the present job.
 To equip the employees with precision and clarity in transaction
of business.
 To inculcate the sense of team spirit, team work and inter-team
collaboration.

5. IMPORTANCE OF
"HR"M An organization cannot build a good team of working
professionals without good human resources
 forward-thinking, support the business strategy, and assist the
organization in maintaining competitive advantage.
 concerned with the total cost of its function and for determining
value added to the organization.
 "HR"M is the part of the organization concerned with the “people”
dimension.
 "HR"M is both a staff, or support function that assists line
employees, and a function.

6. NATURE OF "HR"M
 Human Resource Management is a process of bringing people and
organizations together so that the goals of each are met.
 Its focus is on results rather than on rules.
 It tries to help employees develop their potential fully.
 It encourages employees to give their best to the organization.
 It is all about people at work, both as individuals and groups.
 It tries to put people on assigned jobs in order to produce good
results.
 It helps an organization meet its goals in the future by providing
for competent and well-motivated employees.

7. ROLES OF "HR"M
 The human resources management team suggests to the
management team how to strategically manage people as
business resources.
 This includes managing recruiting and hiring employees,
coordinating employee benefits and suggesting employee training
and development strategies.
 In this way, "HR" professionals are consultants, not workers in an
isolated business function; they advise managers on many issues
related to employees and how they help the organization achieve
its goals.

8. COLABORATION
 at all levels of the organization, managers and "HR" professionals
work together to develop employees' skills.
 For example, "HR" professionals advise managers and supervisors
how to assign employees to different roles in the organization,
thereby helping the organization adapt successfully to its
environment.
 In a flexible organization, employees are shifted around to
different business functions based on business priorities and
employee preferences.

9. HUMAN RESOURCE
MANAGEMENT
FUNCTION
 HUMAN RESOURCE PLANNING
 RECRUITMENT AND SELECTION
 TRAINING AND DEVELOPMENT
 REWARD SYSTEM
 LABOR/EMPLOYEE RELATIONS

10. HUMAN RESOURCE
PLANNING
“An effort to anticipate future business and
environmental demands upon and
organization and to provide personnel to fulfill
that business and satisfy that demand”
it has the right number and kinds of people
at the right place
at the right time

11. RECRUITMENT &
SELECTION
 The process by which a job vacancy
is identified and potential employees are notified.
 The nature of the recruitment process
is regulated and subject
to employment law.
 Main forms of recruitment t"HR"ough advertising in newspapers,
magazines, trade papers and internal vacancy lists.

12. Development and
Training
 Developing the employee can be regarded as investing
in a valuable asset
 A source of motivation
 A source of helping the employee fulfil potential
 Similar to development:
 Provides new skills for the employee
 Keeps the employee up to date
with changes in the field
 Aims to improve efficiency
 Can be external or ‘in-house’

13. REWARD SYSTEM
 The system of pay and benefits used by the firm to reward
workers
 Money not the only method
 Fringe benefits
 Flexibility at work
 Holidays, etc.

14. LABOR/EMPLOYEE
RELATIONS
The term “labor relations” refers to interaction with
employees who are represented by a trade union.
Unions are organization of employees who join
together to obtain more voice in decisions affecting
wages, benefits, working conditions, and other
aspects of employment.
With regard to labour relations, the "HR"M
responsibility primarily involves negotiating with the
unions regarding wages, service conditions,
and resolving disputes and grievance

15. QUALITIES & QUALIFICATION
–
REQUIREMENTS OF "HR"
MANAGER "HR" manager organizes and manages the Personnel
development of the organization.
 He has to win the confidence of all concerned people. It is a tight
rope walk. Should be tactful and imaginative.
 Should be a specialist in organization theory. Has to advise the
top management and should be able to Organize - minimize
friction, promote goodwill.
 Should have good knowledge of personnel administration,
relevant laws, procedure, techniques, economics, industrial
Psychology, and behavioral science help to tackle humans and
Problems efficiently.

16.  Should be familiar with philosophy, ethics , logic , sociology history,
medicine, and political science.
 Should have a sense of social justice and be appreciative of rights
and interests of people at work.
 Other Qualities "HR" manager should possess are :
 Loyalty, responsibility and honesty to organization and people
who work there.
 Faith in humanity.
 Need to place high value on performance judging people
objectively giving full credit to those who perform.
 Ability to analyse and take prompt decisions.
 Capacity for persuasion patience and tolerance.

17. EVOLUTION OF
"HR"M !!!
 Evolution of "HR"M started in 19th century.
 "HR"M emerged from personnel management and personnel
management emerged from manpower-planning.
 Human resource gained attention as the work-force considered to
be an important resource to gain competitive advantage of
organizations and also the resources of the organization .
 The consideration of changes taking place in managing human
resource led to the formation of STRATEGIC HUMAN RESOURCE
PLANNING

18. Challenges faced by "HR"
Managers
Managing the Vision
Internal Environment
Changing Industrial Relations
Employee Satisfaction
Modern technology
Computerized Information System

19. CONCLUSION
In spite of all the problems "HR" Managers are
able to overcome all these problems with the
support of management and employees.
 In the current business world managing
employees are becoming complex task and this
can be handled effectively only by our great
"HR" Leaders.

20. “There is no magic in the
success of the
companies ,The secret of
their success is simply the
way that they treat their
employees.
‘AKIO MORITA’