HRM

1. Assignment
Human Recourses and Management
SUBMITTED BY: ZAIN UL AABDIN
REG.NO: 4777-FMS/BBA/F16/34(A)
SUBMITTED TO:
HASSAN BIN HAROON
International Islamic University Islamabad, Pakistan
CHAPTER NO. 01

2. Introduction to Human ResourceManagement
 HRM is concerned with the human beings in an organization. “The management of man”
is a very important and challenging job because ofthe dynamic nature of the people. No
two people are similar in mental abilities, tacticians, sentiments, and behaviors; they
differ widely also as a group and are subject to many varied influences. People are
responsive, they feel, think and act therefore they can not be operated like a machine or
shifted and altered like template in a room layout. They therefore need a tactful handing
by management personnel
 HRM is involved in providing human dignity to the employees taking into account their
capacity, potentially, talents, achievement, motivation, skill, commitment, great abilities,
and so on. So, that their personalities are recognized as valuable human beings. If an
organization can trust, depend and draw from their bank account on the strength of their
capital assets, they can trust, depend and draw more on their committed, talented,
dedicated and capable people. This is what the HRM is involved in every business,
managerial activity or introduction.
 Any organization will have proper human resource management (i) to improve the
capabilities of an individual; (ii) to develop team spirit of an individual and the
department; and (Hi) to obtain necessaiy co - operation from the employees to promote
organizational effectiveness
 Globalization refers to the tendency of firms to extend their sales, ownership, and/or
manufacturing to new markets abroad. Examples surround us. Toyota produces the
Camry in Kentucky, while Dell produces PCs in China. Free trade areas agreements that
reduce tariffs and barriers among trading partners further encourage international trade.
NAFTA (the North American Free Trade Agreement) and the EU (European Union) are
examples.
 Technology has also had a huge impact on how people work, and therefore on the skills
and training today s workers need. Like as SERVICE JOBS , HIGH-TECH JOBS
 THE NEW HUMAN RESOURCE MANAGERS Trends like these mean changes in
human resource management practices, and in what employers expect from their human
resource managers. We ll look at some specific , Human Resource Management
Yesterday and Today For much of the twentieth century, personnel/HR managers
focused on day-to-day transactional types of activities. They Focus More on Strategic,
Big Picture Issues Today s human resource managers are more involved in longer term,
strategic.
 The responsibilities of human resource professionals include recruitment, hiring,
training, labor relations, compensation and benefits .The four most recognized types of
HR certifications are: shrm-cp, shrm-scp phr AND sphr. tHE shrm-cp stands for the
Society of Human Resource Management Certified Professional, and the SHRM-
SCP stands for SHRM Senior Certified Professional.

3.  The strategists talk about sustainable competitive advantage. It is the HR which helps to
hold the advantage. Human Resource management is a process and philosophy of
acquisition, development, utilization, and maintenance of competent human force to
achieve goals of an organization in an efficient and effective manner.
CHAPTER NO. 02

4. 2 Employment Law in INDIA and United States
Labor Legislation in INDIA
 security regulations have been central to government interventions in the labour market in
India. These have been criticised for restricting employment growth. We argue that job
security regulation has not had the negative effects its critics make a case out for. Firms
have changed work practices and reorganised job boundaries as the import substituting
industrialisation regime was dismantled. Weak enforcement of laws has supported this
restructuring effort, with firms resorting to voluntary retirement of workers and
increasingly hiring on the basis of flexible contracts. A two‐tier system of employment
currently prevails, with job security for the employed insiders and no protection to newly
hired outsiders. Unorganised workers' employment prospects have been furthered in this
emerging scenario, and their alliance with firms and the state results in an atrophying of
job security regulations.
EQUAL OPPORTUNITY LAWS FROM 1964 to 1991 in the USA
 The law stated that no anyone can discriminate employees on the basis of RACE,
COLOR, RELIGION, SEX, or national origing with respect to employment.
 EEOC ( EQUAL EMPLOYMENT OF COMMISION) was created to look at
discriminante complaints , investigation jobs and sue on the behalf of complainants.
 All managers play an important role in the EEOC enforcement process. The basic steps in
this process include filing the charge, charge acceptance by the EEOC, serving notice on
the employer, the investigation/fact-finding conference, a finding of cause/no cause,
conciliation efforts, and (if necessary) a notice to sue. The EEOC refers about 10% of its
charges to voluntary mediation mechanisms.
 The act of 1963 says that employees cant disriminate in the basis of pay, they all are
liable for equal payment of the basis of work and performance.
 1997 act prohibiting arbitary age discrimination and specifically protecting individuals
over 40 years old.
 Rehabilitation Act of 1973. The Rehabilitation Act of 1973 is the federal law that
authorizes the formula grant programs forvocational rehabilitation, supported
employment, independent living, and client assistance.
 The ADA is a federal civil rights law for people with disabilities, comparable to civil
rights law passed in the 1960s for other minorities. It covers employment, state and local
government services, public accommodations, and telecommunications for the deaf. 43
million Americans have physical or mental disabilities.
 Under Title VII, sexual harassmentgenerally refers to harassment on the basis of sexwhen
such conduct has the purpose or effect of substantially interfering with a personswork
performance or creating an intimidating, hostile, or offensive work environment.Sexual
harassment violates Title VII.
 Sexual harassment (typically of a woman ) in a workplace, or other professional or social
situation, involving the making of unwanted sexual advances or obscene remarks.

5.  Diversity management is the strategy of using best practices with proven results to find
and create a diverse and inclusive workplace. Successful strategies linkdiversity progress
directly to business results.
 Diversity can be defined as people coming together from different races, nationalities,
religions and sexes to form a group, organization or community. A diverse organization
is one that values the difference in people. It is one that recognizes that people with
different backgrounds, skills, attitudes and experiences bring fresh ideas and perceptions.
CHAPTER NO. 03

6. Human Resource Management Strategy and Analysis
 Management planning is the process of assessing an organization's goals and creating a
realistic, detailed plan of action for meeting those goals. Much like writing a
business plan, a management plantakes into consideration short- and long-term corporate
strategies
 Strategic planning is a process in which organizational leaders determine their vision for
the future as well as identify their goals and objectives for the organization.
 The overall scope and direction of a corporation and the way in which its various
business operations work together to achieve particular goals that is called Corporate
straregy.
 Competitive Strategy is defined as the long term plan of a particular company in order to
gaincompetitive advantage over its competitors in the industry or organization.
 The plan for human resources, marketing, research and development and
other functional areas
 Strategic human resource management is the practice of attracting, developing,
rewarding, and retaining employees for the benefit of both the employees as individuals
and the organization.
 Global human resource management, sometimes referred to as global HRM, is an
umbrella term that includes all aspects of an organization's HR, payroll, and talent
management processes operating on a global scale.
 HR practices are the means through which your human resources personnel can develop
the leadership of your staff. This occurs through the practice of developing extensive
training courses and motivational programs, such as devising systems to direct and assist
management in performing ongoing performance appraisals.
 HR metrics are a vital way to quantify the cost and the impact of employee programs
and HR processes and measure the success (or failure) of HR initiatives.
 A Human Resources Audit (or HR Audit) is a comprehensive method (or means) to
review currenthuman resources policies, procedures, documentation and systems to
identify needs for improvement and enhancement of the HR function as well as to assess
compliance with ever-changing rules and regulations.
 A line manager is a person who directly manages other employees and operations of a
business while reporting to a higher ranking manager. The line manager term is often
used as with direct manager.
 They represent specific guidelines to HR managers on various matters concerning
employment and state the intent of the organization on different aspects of Human
Resource management such as recruitment, promotion, compensation, training, selections
etc.