HUMAN RESOURCE MANAGMENT

1. Human Resources Management
Presenting to Sir Kamran Khan
Groups Members: M.AREEB
Murtuza Doula
Saima Qasim
Absar Khan
Shezad Ali Mithani

2. H U M A N R E S O U R C E M A N A G E M E N T ( H R M , O R
S I M P L Y H R ) I S A F U N C T I O N I N
O R G A N I Z A T I O N S D E S I G N E D T O M A X I M I Z E
E M P L O Y E E P E R F O R M A N C E I N S E R V I C E O F
T H E I R E M P L O Y E R ’ S S T R A T E G I C
O B J E C T I V E S . H R I S P R I M A R I L Y C O N C E R N E D
W I T H H O W P E O P L E A R E M A N A G E D W I T H I N
O R G A N I Z A T I O N S , F O C U S I N G O N P O L I C I E S A N D
S Y S T E M S .
HUMAN RESOURCES

3. Objectives of Human Resources
• 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.

4. • To provide the organization with well-trained and well-
motivated employees.
• 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.

5. Strategy of Human Resources
Strategic HR planning is an important component of
strategic HR management. It links HR management
directly to the strategic plan of your organization. Most
mid- to large sized organizations have a strategic plan that
guides them in successfully meeting their missions.
Organizations routinely complete financial plans to ensure
they achieve organizational goals and while workforce plans
are not as common, they are just as important.

6. Elements Of Human Resources
 Planning and Appraisal
 Individual and Team Development
 Career Planning
 Hiring
 Career Pathing
 Succession Planning
 Design
 Classification
 Compensation

7.  Planning and Appraisal: How an organization sets
goals, plans performance, provides ongoing coaching,
and evaluates performance of employees (individuals
and/or team.
 Individual and Team Development: How an
organization identifies the needs for employee skill
development, education, and growth and how they meet
those need

8.  Career Planning: How an organization strives to help
employees to learn their strengths and to match these
strengths, aptitudes, preferences, and abilities to future
work.
 Hiring: How an organization defines and fills positions
and roles with qualified people from within and/or
outside the organization; how an organization orients
these new employees.

9.  Career Pathing: How an organization (for key positions
and roles) determines the logical progression of jobs, roles,
assignments, and development to provide a sufficient pool
of qualified candidates and incumbents.
 Succession Planning: How an organization
systematically identifies key roles and positions, determines
performance requirements and targets a group of people to
fill these positions and roles in the future.

10. Design: How an organization determines the best methods for accomplishing
a work product or result. The two major types are the individual job and the
team.
Classification: The systematic process for evaluating the size and
appropriate salary ranges for different jobs and roles in an organization.
Compensation: How an organization pays and rewards employees
(individuals and/or teams), through salary, bonuses, benefits and/or non-
financial rewards

11. Challenges of Human Resources
 Globalization
 Changes in political and legal environment
 Workplace Diversity
 Control and Measure Results
 Managing EIS

12. Globalization
At a political and economic level, globalization is the
process of denationalization of markets, politics and legal
systems i.e. the use of the so-called global economy.
Changes in political and legal environment
Changes in political and legal environment means changes
in political parties and rules regulation due to which new
laws are come and you have to follow all laws while doing
business.

13. Workplace Diversity
According to Thomas (1992), dimensions of workplace diversity
include, but are not limited to: age, ethnicity, ancestry, gender, physical
abilities/qualities, race, sexual orientation, educational background,
geographic location, income, marital status, military experience,
religious beliefs, parental status, and work experience
Control and Measure Results
A HR Manager must conduct regular organizational
assessments on issues like pay, benefits, work environment,
management and promotional opportunities to assess the
progress over the long term. There is also a need to develop
appropriate measuring tools to measure the impact of diversity
initiatives at the organization through organization-wide
feedback surveys and other methods.

14. Gain-sharing
Gain-sharing programs generally refer to incentive plans
that involve employees in a common effort to improve
organizational performance, and are based on the concept
that the resulting incremental economic gains are shared
among employees and the company.
Motivational Approaches
Workplace motivation can be defined as the influence that
makes us do things to achieve organizational goals: this is a
result of our individual needs being satisfied (or met) so
that we are motivated to complete organizational tasks
effectively

15. Managing EIS
As information is the basis of decision-making in an
organization, there lies a great need for effective managerial
control. A good control system would ensure the
communication of the right information at the right time
and relayed to the right people to take prompt actions.
When managing an Executive Information System, a
HR manager must first find out exactly what
information decision-makers would like to have
available in the field of human resource management,
and then to include it in the EIS.