1. Human
Resource Management

2.  Presented By:
 Muhammad Wahaj Farooqui
 Ebrahim Haq
 Asad Ullah Khan
 Waqar Ahmed
 Sultan Junejo
• SUBMITTED TO:
• SIR ZEESHAN AHMED SIDDIQUE

3. Topics To Cover:
 What is Human Resource Management?
 Uniqueness of HRM
 Functions of HRM
 Human Resource Management in future

4. Human Resource Management:
 The process of attracting, developing and
maintaining a talented and energetic workforce to
support organisational mission, objectives and
strategies.

5. What is Unique About HRM?
 HR is multidisciplinary: It applies the disciplines of
Economics (wages, markets, resources), Psychology
(motivation, satisfaction), Sociology (organization
structure, culture) and Law (min. wage, labor
contracts, )

6. Human
Resource Planning
Assessing Future
Human Resource
Needs
Assessing Current
Human Resources
Developing a
Program to Meet
Needs
FOM
9.6

7. Functions Of Human Resource Management
 Recruitment
 Selection
 Discipline
 Development
 Training
 Reward System
 Employee and Labor Relations
 Productivity
 Trade Union etc

8. 1. Recruitment
 The process by which a job vacancy
is identified and potential employees are notified.
 Job description – outline of the role
of the job holder
 Person specification – outline
of the skills and qualities required
of the post holder.

9. 2. Selection
 The process of assessing candidates and appointing a
post holder.
 Applicants short listed
most suitable candidates selected
 Selection process
varies according to organisation

10. Selection (contd.)
 Interview – most common method
 Psychometric testing – assessing the personality of
the applicants. Will they fit in?
 Aptitude testing – assessing the skills
of applicants

11. 3. Discipline
 Firms cannot just ‘add’ workers
 Wide range of procedures and steps
in dealing with workplace conflict
Informal meetings
 Formal meetings
 Verbal warnings
 Written warnings
 Grievance procedures
 Working with external agencies


12. 4. Development
 Developing the employee
can be regarded as investing
in a valuable asset
A source of motivation
 A source of helping the employee fulfil potential


13. 5. Training
 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’

14. 6. 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.

15. 7. Employee and Labor Relation
 Serving as intermediary between the organization
and its union(s).
 Designing discipline and grievance handling system.

16. 8. Productivity
 Measuring performance.
 How to value the workers contribution
 Difficulty in measuring some types of output –
especially in the service industry

17. 9. Trade Union
 Importance of building relationships with employee
representatives
 Role of Trade Unions has changed
 Importance of consultation
and negotiation and working
with trade unions
 Contributes to smooth change management and leadership

18. Human Resource Management In the Future
 Human resource managers must be integrally
involved in organization’s strategic and policymaking activities
 Human resource managers need to:



Overcome negative impressions and biases sometimes
associated with this field
Become well-rounded businesspeople
Understand business complexities and strategies

19. Human Resource Management in Future
Becoming more familiar with the business:
 Know the company strategy and business plan
 Know the industry
 Support business needs
 Spend more time with the line people
 Keep your hand on the pulse of the organization
 Learn to calculate costs and solutions in hard numbers

20. Conclusion:
 After giving this presentation we can conclude that
Human Resource Management is the main element
of any Organization.
 Human resource management is responsible to
provide good relations among internal and external
to the Organization.

21. Thank you!!