The document discusses the importance of human resource management (HRM) and its evolution in Pakistan. Until 2000, HRM in Pakistan primarily took a traditional approach of personnel management and dealing with trade unions. After 2000, HRM shifted to focus on maintaining HR policy and procedure manuals that outline job descriptions, qualifications, workforce needs, and HR planning. However, HRM is still inadequately practiced in Pakistan due to a lack of commitment from management, a belief that formal HRM is unnecessary, and challenges implementing credible HRM systems.
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
The HR Goals and Objectives 2014 will be challenging again. The economy is still not improving enough to support the easy job of Human Resources. HR Department will have to stay focused on increasing productivity, attracting the best talents and simplifying its operations to cut costs.
HR Goals and Objectives 2014 will not change dramatically from 2013. Just social media and HR Big Data will be the next big thing in Human Resources.
Human Capital Management is defined as "A strategic approach to people management that focuses on the issues that are critical to an organization's success"
Theme
Establishing performance management department in a company main features to address are:
1. Strategy Statement.
2. Process.
3. Need of the department
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Human Resource Planning Professional
Notes
Introduction:
Human resource planning is concerned with assessing a company's current human resources, identifying its future staff requirements and arranging for skills training for its current, new and future employees. The company's HR department is responsible for its human resource planning and for organising its recruitment drive. The planning process helps the company figure out what type of talent it needs and which company departments will benefit from an infusion of new talent.
Difference Between HR Management Professional and HR Planning Professional
Human Resource Management Professional
(Just for Knowledge- Human Resource Management entails overseeing all facets of an organization's human resources. This includes, but is not limited to, performance management, organisational growth, security, health, benefits, employee engagement, communication, policy administration, and training)
Human Resource Management Professional create and manage the entire employee lifecycle from the time they enter the company until they leave. This includes the employee orientation and induction procedure, as well as policy structuring, pay, incentives, and perks.
Objective
Recruit & retain the right talent for the right job roles.
Improve employee turnover rate & prevent attrition.
Employee improvement in regard of their performance, growth and skill development.
Create a robust system to handle the entire employee lifecycle with maximum efficiency and minimum costs.
Enable employee engagement & increase productivity.
Employee motivation
Provide avenues for grievances & assure swift redressals
Enable a system of continuous feedback.
Create a culture of positivity & high energy.
Human Resource Planning Professional
(Just for Knowledge-Human Resource Planning is the method of predicting an organization's potential human resource needs & deciding how the organization's current human resource resources can be used to meet those requirements)
(Creating a policies & procedures guide, which details areas such as expense report submissions, applying for vacation days, office attire, misconduct policies, safety procedures, and the employee evaluation process, is also part of the planning process)
Human Resource Planning Professional Ensure sufficient staffing in various company departments to complete work requirements and meet the organization’s goals.
HRP professional primarily determines a company's current plans and strategically plans for the upcoming future prospects
It's responsible for balanced workload, timely completion of assigned tasks, reducing heightened stress levels for employees, burnout, missing deadlines and mistakes and errors.
Human Resource Planning is considered to be a part of Human Resource Management. Therefore, HRM Professionals have a wider scope than HRP Professionals.
Human resource planning and development Gladys Wakat
Human Resource Management is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities (Juneja, 2019)
Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management
Human Capital Management is defined as "A strategic approach to people management that focuses on the issues that are critical to an organization's success"
Theme
Establishing performance management department in a company main features to address are:
1. Strategy Statement.
2. Process.
3. Need of the department
Objective of this presentation is to get quick insight on different aspects of human resource management. This talks about the fundamental as
What is HRM?
Why HRM?
What is authority and its types?
In the 20th century HR is no more a departmental function. It is a core process determining the viability of your strategies. Strategies fail if they are not supported by the appropriate Human resource. Learn & Understand How.!
Human Resource Planning Professional
Notes
Introduction:
Human resource planning is concerned with assessing a company's current human resources, identifying its future staff requirements and arranging for skills training for its current, new and future employees. The company's HR department is responsible for its human resource planning and for organising its recruitment drive. The planning process helps the company figure out what type of talent it needs and which company departments will benefit from an infusion of new talent.
Difference Between HR Management Professional and HR Planning Professional
Human Resource Management Professional
(Just for Knowledge- Human Resource Management entails overseeing all facets of an organization's human resources. This includes, but is not limited to, performance management, organisational growth, security, health, benefits, employee engagement, communication, policy administration, and training)
Human Resource Management Professional create and manage the entire employee lifecycle from the time they enter the company until they leave. This includes the employee orientation and induction procedure, as well as policy structuring, pay, incentives, and perks.
Objective
Recruit & retain the right talent for the right job roles.
Improve employee turnover rate & prevent attrition.
Employee improvement in regard of their performance, growth and skill development.
Create a robust system to handle the entire employee lifecycle with maximum efficiency and minimum costs.
Enable employee engagement & increase productivity.
Employee motivation
Provide avenues for grievances & assure swift redressals
Enable a system of continuous feedback.
Create a culture of positivity & high energy.
Human Resource Planning Professional
(Just for Knowledge-Human Resource Planning is the method of predicting an organization's potential human resource needs & deciding how the organization's current human resource resources can be used to meet those requirements)
(Creating a policies & procedures guide, which details areas such as expense report submissions, applying for vacation days, office attire, misconduct policies, safety procedures, and the employee evaluation process, is also part of the planning process)
Human Resource Planning Professional Ensure sufficient staffing in various company departments to complete work requirements and meet the organization’s goals.
HRP professional primarily determines a company's current plans and strategically plans for the upcoming future prospects
It's responsible for balanced workload, timely completion of assigned tasks, reducing heightened stress levels for employees, burnout, missing deadlines and mistakes and errors.
Human Resource Planning is considered to be a part of Human Resource Management. Therefore, HRM Professionals have a wider scope than HRP Professionals.
Human resource planning and development Gladys Wakat
Human Resource Management is the process of managing people in organizations in a structured and thorough manner. This covers the fields of staffing (hiring people), retention of people, pay and perks setting and management, performance management, change management and taking care of exits from the company to round off the activities (Juneja, 2019)
Human capital management informs decisions on the issues critical to the organisations success by systematically analyzing, measuring and evaluating how people policies and practices create value. HCM is concerned with obtaining, analyzing and reporting on data that inform the direction of value-adding people management, strategic, investment and operational decisions at corporate level and at the level of front line management
Importance of Human Resource Management in 21st Century12inch
Human beings are the most important resource of an organization. These are the people who plan all the activities and then they carry on all the activities. And managing human beings is the toughest duty of the manager as no two persons are alike. Every individual has separate values, aspirations, motivations, assumptions, goals, etc. Today we are discuses about Importance of human resource management in 21st century
Supply chain and production management and Industrial management and sustaina...AbdulAziz1282
Management with regards to Raw material procurement to supply chain and production management in manufacturing industries. Industrial management and sustainability issues.
Introduction to HR Management and HR Management Process for beginners. What is HR Management? Key focused areas under HR Management is discussed under the study.
Human Resource Management and Its Importanceprachimba
Human Resource Management (HRM) is a crucial function within organizations that focuses on managing the people who work for the organization. Its primary objective is to maximize employee performance to achieve the organization's goals effectively.
1. Importance of Human Resource
Management (HRM)
by: Dr. H.R. Sheikh, Professor
Emiritus, Textile Institute of Pakistan.
The management of all industrial
enterprises endeavour to utilize resources
comprising of raw-materials, man-
power, machinery, adopt modern
manufacturing techniques, manage all
activities efficiently to achieve optimum
results, market the products at
competitive prices and ensure a fair
margin of return on the investment.
Thus, they ensure success of their
companies and survival in business.
Man-power is an important resource and
needs to be managed scientifically and
efficiently.
Dr. Farooq-E-Azam Cheema, chief
consultant of ‘Strategic HR Promotion,
2. Karachi’ Visited Textile Institute of
Pakistan on 12th August, 2009, delivered
an interesting and informative lecture on
Human Resource Management (HRM)
which is briefly reported as follows:-
1. Status of HRM in Pakistan
Uptil the year 2000 traditional and
conventional approach formed the basis
of HRM in Pakistan as reported below:-
a. Clarks of works approach
The clerks of works approach was
mainly concerned with routine personal
file keeping, dealings with Trade Unions
and maintenance of Industrial Relations.
b. Personnel management approach
The Personnel Management Approach
was mainly concerned with negotiations
between Employer and Trade Unions.
3. 2. HR policy and procedure manual
After the year 2000 the HRM approach
has changed significantly. It is now
based on, “Maintenance of HR Policy
and Procedure Manual.” Main concerns
of this approach are listed below:
Job descriptions.
Person specification.
Demand for work force.
HR planning.
The aforesaid approach is illustrated
as a chart given as under:
4. 3. HRM inadequately practiced
Dr. Cheema discusseed the causes of
inadequately practiced HRM in our local
environments in general as follows:-
Lack of commitment to HRM among
owners and senior managements.
Top managements do not believe that
HRM System is really required for
the purposes it claims to achieve, i.e.,
attracting quality employees,
developing them for future and
retaining them with the organisation.
HRM system is not required because
our’s is Employer’s Market.
Almost all HRM functions wield a lot
of power within them.
Formulating the binding policies
means ceding the vital powers to
HRM professionals which is not
5. acceptable to the top managements
especially the owners and managers.
Some of the other reasons are listed
below:
Pakistani employer prefers to deal
with employees on one to one basis.
In the short run HRM practices incur
cost without any tangible monetary
return. This is usually unacceptable to
Employers seeking quick return on
investment.
HRM is a staff function with only an
indirect role in productivity and this
compromises its first hand
imperativeness.
Non – abidance of Labour Laws.
Lack of expertise and proven
knowledge on the part of HRM
practitioner.
6. In general HRM practitioners are
unable to convince the Employers
regarding long term benefits of the
formal HRM practices for the
business
They are unable to prepare and
implement a credible HRM System
within their organisations. The end
result is that HRM functions are
assigned to the Line Managers, are
practiced informally and lose their
identity.
At the end of the Lecture Dr. Cheema
answered questions raised by some of the
faculty members of the TIP. Mr. Umair
Saeed, Academic Coordinator of TIP
thanked Dr. Cheema for sparing his time
and delivering an interesting lecture on
HRM Systems.