It consists of basics of HRM

1. Presentation!
Topic: HRM
Submitted To: Dr Muhammad Arslan Sarwar.
BBA 2 Years
3rd Semester
University Of Gujrat.

2. HR Members To Present!
Javeria Bukhari
Maryam Bukhari
Asmara Abbas
Syeda Mehek Nayab
Faisal Ijaz
Mishqaat Fatima
Aqsa Asim
Umme Sadfa
Aiman Nadeem
Arslan Arshad
Maryam Attiqa
Hira Rasheed
Muhammad Hussain

3. J a v e r i a B u k h ar i
HRM The Introduction!
Human resource management is the strategic approach to the effective
and efficient management of people in a company or organization such
that they help their business gain a competitive advantage.

4. Human Resources Management deals with:
•Anything related to managing people within a company or
organization. This means decisions, strategies, principles, operations,
practices, functions, activities, and the methods used to manage
employees.
•The type of relationships people have in their places of employment
and anything that affects those relationships in a positive or negative
way.
•Ensuring that employees are satisfied with the conditions of their
employment. This leads to better services and production of goods and
helps the company’s success.

5. i
Criteria Used In HRM
• Value Building
• Rarity
• Incomparability
• Organized Work force Maryam
Bukhari

6. 1. To establish and use a workforce that is able and motivated, in order to achieve the goals of
an organization.
2. To create the desirable organizational structure and working relationships among all the
members of the organization.
3. To integrate individuals and/or groups within the company by matching their goals with
those of the company.
4. To ensure individuals and groups have the right opportunities to develop and grow with the
organization.
5. To use what human resources a company has in the most effective way to achieve
organizational goals.
6. To ensure wages are fair and adequate and provide incentives and benefits thereby
satisfying both individuals and groups. Also, to ensure ways of allowing recognition for
challenging work, prestige, security and status.
Asmara Abbas
Objectives of HRM

7. 7- To have continual high employee morale and good human relations by establishing and
improving conditions and facilities within the organization.
8- To improve the human assets by providing appropriate training programs on a continual
basis.
9- To try to effect socio-economic change in areas such as unemployment, under-
employment and inequality by distributing income and wealth. This way society can benefit.
Added employment opportunities for women and the disadvantaged will also be impacted in
a positive way.
10- To offer opportunities for expression.
11- To ensure that the organizational leadership works in a fair, acceptable and efficient
manner.
12- To ensure a good working atmosphere and employment stability by having proper
facilities and working conditions.

8. Importance of Human Resource Management
HRM can be defined as the effective management of people in an
organization. HR management helps bridge the gap between employees'
performance and the organization's strategic objectives. Moreover, an
efficient HR management team can give firms an edge over their
competition.

9. Functions of Human Resource Management (HRM)
• Human resource management must plan, develop, and administer policies and
programs that can make the best use of an organization’s human resources. This
is the part of management’s role which deals with people at work and their
relationships within the organization. Its aims are:
1. To use human resources as effectively as possible;
2. To ensure the best possible working relationships among all members of the
organization; and
3. To assist individuals to reach their highest potential.

10. • Syeda Mehak Nayab:
In Human Resource Management, there are four major areas:
Staffing.
Training and Development.
Motivation.
Retention.

11. Staffing.
There are 4 sub-fuctions:
Human Resource planning
Job Analysis
Recruitment
Selection

12. Faisal Ijaz:
Steps in HR Planning:

13. •Job Analysis:
• Job analysis is a systematic and detailed
examination of jobs. It is a procedure for
determining the duties and skill requirements of a
job and the kind of person who should be hired
for it.
• It consists of Job Description and Job specification
as well.

14. •Job Description
• The Human Resource Manager will lead and direct
the routine functions of the Human Resources (HR)
department including hiring and interviewing staff,
administering pay, benefits, and leave, and
enforcing company policies and practices.

15. •Job Specification
• Job specification is defined as a statement
about qualification and characteristics of
employee required to perform the job task in a
satisfactory manner. It is derived from job
analysis and act as an important tool for the
recruitment and selection of employee.

16. •Recruitment:
• Recruitment refers to the process of identifying,
attracting, interviewing, selecting, hiring and
onboarding employees. In other words, it
involves everything from the identification of a
staffing need to filling it.

17. Mishqaat Fatima
Selection: choosing the best and most suitable candidates among
them is the process of selection. It results in elimination of unsuitable candidates.

18. • Aqsa Asim
• Training and Development:
• Training and development refers to educational activities within a company created
to enhance the knowledge and skills of employees while providing information and
instruction on how to better perform specific tasks.
1-Orientation and Socialization
2-Training
3-Development
4-Organizational Development &
5-Career Management
Will be discussed in this.

19. •Training and Development:
•Orientation:
• Orientation refers to a process through which the
individual is introduced to the new environment.
•Socialization:
Socialization refers to a process through which the
individual becomes familiarized to the society and
social group.

20. •Training:
• Training means imparting the knowledge, skills and
aptitudes necessary to undertake the required jobs
efficiently with a view to developing the worker to his
fullest potential. As an organized activity, training is
designed to create a change in the thinking and
behaviour of people.

21. •Development:
• Employee development can also be defined as a process
where the employee with the support of his/her employer
undergoes various training programs to enhance his/her
skills and acquire new knowledge and learnings. Employee
development activities help an employee to work hard and
produce quality work.

22. •Organizational Development:
• Organizational development in HR involves
changes and improvement of the processes
and structures that are part of HR's
responsibility. These include processes and
systems related to performance management,
talent management, diversity, employee
wellness, and so on.

23. •Career Management:
• Career Management is a life-long process of investing
resources to accomplish your future career goals. ... The
career management process embraces various concepts:
Self-awareness, career development planning/career
exploration, life-long learning, and networking.

24. • Umme Sadfa
•Motivation:
• Motivation can be understood as the desire or
drive that an individual has to get the work done.
It is for this reason that the HR managers stress on
the employees having high levels of motivation to
get the job done.

25. •Motivation:
• Performance Appraisals:
• Performance appraisal in HRM is a process of analyzing an
employee's worth as well as contribution to the job.
Getting an objective evaluation of an employee's
performance will help a company identify any existing
problems in the workplace.Performance appraisals are used
for an employee's development.

26. •Motivation:
•Compensation and Reward:
• Compensation would include rewards when you
offer monetary payment such as incentives,
various bonuses and performance bonus.
Organizations reward their staff when they attain
the goals or targets that they have jointly set with
the employees. Rewards can be non-monetary such
as a paid vacation for two.

27. •Types of Compensations
- Direct Compensation
- Indirect Compensation
•Components of Compensation
-Wages and Salary
-Allowances
-Incentives and Performance Based Pay
-Fringe Benefits/Perquisites

28. • Aiman Nadeem
•Motivation:
Job Evaluation:
• A job evaluation is a systematic way of
determining the value/worth of a job in
relation to other jobs in an organization. It tries
to make a systematic comparison between jobs
to assess their relative worth for the purpose of
establishing a rational pay structure.

29. •Motivation:
•Employee Benefits:
• Benefits are any perks offered to employees in
addition to salary. The most common benefits
are medical, disability, and life insurance;
retirement benefits; paid time off; and fringe
benefits. Benefits can be quite valuable.
Medical insurance alone can cost several
hundred dollars a month.

30. • Arslan Arshad
•Maintenance:
• MAINTENANCE FUNCTION The last phase of HRM
process is called maintenance function. The main
objective of this function is to do such HRM
activities that maintain employees commitment
and loyalty with the organization.

31. •Maintenance:
•Health and Safety: initiatives are part of a
strategic approach to HRM. By using health and
safety to prevent loss-times injuries and keep
productivity at a premium, companies are using
health and safety programs to help achieve overall
goals and objectives.

32. • Maryam Attiqa
• Maintenance:
• Communication:
• Communication is a two-way process that involves
top-down dissemination of HR plans and bottom-
up questions from employees. When
communication flows freely, employees enjoy a
clear understanding of their benefits, while HR
managers take in feedback on how effectively HR
programs are working.

33. • Hira
• Maintenance:
• Employee Relations:
• Employee relations refers to an organization's
efforts to create and maintain a positive
relationship with its employees. By maintaining
positive, constructive employee relations,
organizations hope to keep employees loyal and
more engaged in their work.

34. • M. Hussain
• HRM Overview
• In simplest terms, the HR (Human Resources) department is a group who is
responsible for managing the employee life cycle (i.e., recruiting, hiring,
onboarding, training, and firing employees) and administering employee
benefits.
• Some of the laws are as follows:
• HR Laws and Applications in Pakistan:
• 1. Employees Old Age Benefits Act, 1976 (“EOB Act”)
• 2. Provincial Employees Social Security Ordinance, 1965 (“PESS”)
• 3. The Industrial And Commercial Employment (Standing Orders)
Ordinance, 1968 (“Standing Orders”).
• 4. Workers Children (Education) Ordinance, 1972
• 5. Minimum Wages Ordinance, 1961 (The “Ordinance”).

35. Thank You!!!