This document provides an overview of human resource management (HRM) concepts including: 1. It outlines the complete training theme which includes HR definitions, functions, team management, interview skills, performance management, and recruitment and selection. 2. The origin and definition of HRM are discussed, noting how the HR function has evolved from a personnel department focused on employee well-being to a strategic partner supporting organizational objectives. 3. Key HRM functions like staffing, orientation, training and development, compensation management, health and safety, and labor relations are defined and their importance to organizations is explained at a high level.

1. > > > > > > > >
HRM
Human Resource Management
Hijrat ullah Tahir(MBA-HRM)
HRM-Master Trainer
OHPM
Hijrat.hrm@gmail.com
0093 777 07 65 85

2. Complete Training theme:
• HR Definition
• HR Functions
• Team management
• Interview skills
• Performance Management
• Recruitment and Selection
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3. Pre-training test
Lets start………
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4. Origin of HRM?
• Prior to the mid-1960, Personnel department ”
health and happiness”
• Their primary job activities involved planning,
scheduling vacations and planning retirement
parties.
• Now a days HR department has become a back
bone to the organization .
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5. About HRM?
Human resource management (Generally)
function of attracting, developing, and retaining
enough qualified employees to perform the activities
necessary to accomplish organizational objectives.
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6. Need of HRM?
• Minimize favoritism & discrimination
• Create & develop employee
enthusiasm and loyalty
• To have standards of performance
• Actual results can be compared
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7. Definition
What Is Human Resource Management
(HRM)?
• The process which Manager Selection, train, motivate and
retain employee to achieve organizational goal effectively
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8. Human Resource
Responsibilities
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9. Nature of HRM
• Concerned with managing people
• Concerned with employee both as individual as
well as group
• Concerned with helping employee to develop
their potentialities
• Concerned with developing the maximum
satisfaction of employees
• It is continuous in nature
• Directed towards achievement of objectives
• Universal existence12/20/15 9

10. Functions
Staffing
• Process of selecting right person for right place at right time
• Staffing compress of the following three Process:
A- Strategic HR Planning
B- Recruitment
C- Selection
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11. Staffing?
o mission formulating
o establishing organization goals,
o Assessing current human resources,
o Estimating((‫تخمینه‬ the supplies(‫)تدارکات‬
and demand(‫)نیاز‬ for labor then matching
both
A- Strategic HR planning
• HR planning consists of:
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12. Staffing Continue..
B- Recruiting
•Recruiting is usually done by announcing job
vacancies through different sources.
•Sources of recruitment are:
a-Internal search.
b-External search.
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13. Staffing Continue..
C- Selection
1. initial screening interview
2. employment tests,
3. comprehensive interviews,
4. background investigation
5. conditional job offer
6. physical and medical examination
Process through which differentiate talented
employee from non-talented
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14. Orientation?
• Objective
– to reduce the anxiety level that all new employees
feel;
– to familiarize them with the job, the work unit, and
the organization; and
– to know organizational values, beliefs, and
accepted behaviors.
• Definition
Process, for new employees to know about their job,
Organization and Organization policies as well
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15. Orientation Conti….?
• Process to introduce new employees to
organization
• Familiarize new employee to job and work
unit
• Help employee to understand values, beliefs,
and acceptable behaviors
• Employee hand book / operations manual
• Office tour
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16. Orientation Conti….?
Successful orientation maximizes new hire on-
the-job success and minimizes turnover.
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17. Training &
Development
• Training and development is important
– to ensure that people continue to learn skills, etc.
– to help the company be successful
• Employee training is a learning experience that
seeks a relatively permanent change in employees
such that their ability to perform at their current
job improves.
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18. Training &
Development Conti….
A- Training
• Short Term
• Fixed on current job performance improvement
B- Development
• Long term
• Not fixed on current job but
• Improve the career or future of employee
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19. Types of T& D
A- On the job training
• Employees received training by performing their job
B- Off the job training
• Employees received training and not performing their
Own job
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20. T & D diagram
What deficiencies, if any,
does job holder have in
terms of skills, knowledge
and behaviors?
What deficiencies, if any,
does job holder have in
terms of skills, knowledge
and behaviors?
Is there a
need for
training?
Is there a
need for
training?
What are
the strategic
goals of the
organization?
What are
the strategic
goals of the
organization?
What tasks must
be completed
to achieve
goals?
What tasks must
be completed
to achieve
goals?
What behaviors are
necessary?
What behaviors are
necessary?
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21. Compensation Mgt.
• Process of determining cost-
effective pay structure
• Designed to attract and retain
• Provide an incentive to work hard
• Structured to ensure that pay
levels are perceived as fair
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22. Compensation
Conti…
• How does management decide who will get paid
$500 a month and who will receive $1000 per month?
The answer lies in compensation administration:
• Common rule for Compensation:
High skills, knowledge and abilities
High Authority and Responsibilities
Higher pay rate
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23. Compensation
Conti…
Factors affecting Compensation
– the nature of the business,
– the environment surrounding the job,
– geographic location, and
– employee performance levels and seniority.
• Regardless of these factors, there is one other
most critical factor: management’s
compensation philosophy (Salary Scale).
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24. Compensation Conti…
Unionization
Level of
Compensation
and
Benefits
Employee’s
tenure and
performance
Kind of job
performed
Size of
company
Management
philosophy
Kind of
business
Geographical
location
Market Salary
Scale
Company
profitability
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25. Compensation Conti…
Employee Benefits
• Indirect financial rewards
• Pension rights
• Designed to enrich employees’ lives
• Vary widely in scope (health insurance, education fee, etc.)
• Holidays and exposure visits
• Flexibility in job
• Transport12/20/15 25

26. Health & Safety
• Employers are responsible for ensuring a
healthy and safe work environment
• Employees are required for follow instructions
and any legal requirements
• Workplace violence is a growing concern
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27. Labour Relationship
• Relationship between union and employer
• Union functions as the voice of employees
• Collective bargaining is a process to negotiate terms
and conditions of employment
• Bargaining produces a written document called a
collective agreement
• Unions are is a force on the employer
• In case of any violence may cause demonstrations
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28. Aspects of HR?
• Line manager
– A manager who is authorized to direct the work of
subordinates and is responsible for accomplishing
the organization’s tasks.
• Staff manager
– A manager who assists and advises
line managers.
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29. Line Manager’s HR
Responsibilities?
1. Placing the right person on the right job
2. Starting new employees in the organization (orientation)
3. Training employees for jobs that are new to them
4. Improving the job performance of each person
5. Gaining creative cooperation and developing smooth working
relationships
6. Interpreting the firm’s policies and procedures
7. Controlling labor/employees costs
8. Developing the abilities of each person
9. Creating and maintaining department morale
10. Protecting employees’ health and physical condition
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30. HRIS?
• Human resource information systems (HRIS)
– An integrated system of hardware, software, and databases
designed to provide information used in HR decision
making.
– Benefits of HRIS
• Administrative and operational efficiency in compiling HR data
• Availability of data for effective HR strategic planning
– Uses of HRIS
• Automation of payroll and benefit activities
• Availability of processed HR data at any time
• Safe record of HR data
• Can be used for future planning
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31. HRIS Vs HMIS?
HRIS Vs HMIS ?
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32. Uses of HRIS?
• HR Planning & Analysis
• Equal Employment:
• Staffing:
• HR Development:
• Compensation and Benefits:
• Health Safety and Security:
• Employee and Labor relations:
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33. The End
Thank you to all of you!!!
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