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Human Resource Management: Assignment# 01

The document discusses human resource management techniques used at work. It defines HRM as managing employees as valuable assets to maximize business returns. The five basic HRM techniques are planning, organizing, staffing, leading, and controlling. It then provides six examples of how these techniques are applied at work, such as in personnel management, employee welfare, industrial relations, developing workplace policies, ensuring worker protection, and providing training and development opportunities.

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Engr. Madeeha Saeed
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43 views

Human Resource Management: Assignment# 01

The document discusses human resource management techniques used at work. It defines HRM as managing employees as valuable assets to maximize business returns. The five basic HRM techniques are planning, organizing, staffing, leading, and controlling. It then provides six examples of how these techniques are applied at work, such as in personnel management, employee welfare, industrial relations, developing workplace policies, ensuring worker protection, and providing training and development opportunities.

Uploaded by

Engr. Madeeha Saeed
Copyright
© © All Rights Reserved
Available Formats
Download as DOCX, PDF, TXT or read online on Scribd
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Human Resource Management

ASSIGNMENT# 01

Madeeha Saeed
16-ARID-712 | 07-04-2020
Provide at least five examples showing how you used (or could have used) human
resource management techniques at work or university?

USAGE OF HUMAN RESOURCE MANAGEMENT TECHNIQUES AT WORK 


What is Human Resource Management?
HRM is really employee management with an emphasis on those employees as assets of the
business. In this context, employees are sometimes referred to as human capital. As with other
business assets, the goal is to make effective use of employees, reducing risk and maximizing
return on investment (ROI).
HRM Techniques:
Most experts agree that there are five basic techniques all managers perform at work: planning,
organizing, staffing, leading, and controlling. In total, these techniques represent the
management process. Some of the specific activities involved in each technique include:

 Planning: Establishing goals and standards; developing rules and procedures; developing
plans and forecasting.
 Organizing: Giving each subordinate a specific task; establishing departments;
delegating authority to subordinates; establishing channels of authority and
communication; coordinating the work of subordinates.
 Staffing: Determining what type of people should be hired; recruiting prospective
employees; selecting employees; setting performance standards; compensating
employees; evaluating performance; counseling employees; training and developing
employees.
 Leading: Getting others to get the job done; maintaining morale; motivating
subordinates.
 Controlling: Setting standards such as sales quotas, quality standards, or production
levels

HRM At Work Examples


Example#01:

 HRM in Personnel Management: This is typically direct manpower management that


involves manpower planning, hiring (recruitment and selection), training and
development, induction and orientation, transfer, promotion, compensation, layoff and
retrenchment, employee productivity. The overall objective here is to ascertain individual
growth, development and effectiveness which indirectly contribute to organizational
development.

It also includes performance appraisal, developing new skills, disbursement of wages,


incentives, allowances, traveling policies and procedures and other related courses of
actions.

Example#02:

 HRM in Employee Welfare: This particular aspect of HRM deals with working


conditions and amenities at workplace. This includes a wide array of responsibilities and
services such as safety services, health services, welfare funds, social security and
medical services. It also covers appointment of safety officers, making the environment
worth working, eliminating workplace hazards, support by top management, job safety,
safeguarding machinery, cleanliness, proper ventilation and lighting, sanitation, medical
care, sickness benefits, employment injury benefits, personal injury benefits, maternity
benefits, unemployment benefits and family benefits.

It also relates to supervision, employee counseling, establishing harmonious relationships


with employees, education and training. Employee welfare is about determining
employees’ real needs and fulfilling them with active participation of both management
and employees. In addition to this, it also takes care of canteen facilities, rest and lunch
rooms, housing, transport, medical assistance, education, health and safety, recreation
facilities, etc.

Example#03:

 HRM in Industrial Relations: Since it is a highly sensitive area, it needs careful


interactions with labor or employee unions, addressing their grievances and settling the
disputes effectively in order to maintain peace and harmony in the organization. It is the
art and science of understanding the employment (union-management) relations, joint
consultation, disciplinary procedures, solving problems with mutual efforts,
understanding human behavior and maintaining work relations, collective bargaining and
settlement of disputes.

The main aim is to safeguarding the interest of employees by securing the highest level of
understanding to the extent that does not leave a negative impact on organization. It is
about establishing, growing and promoting industrial democracy to safeguard the
interests of both employees and management.

Example#04:
 HRM in Making Workplace Policies: Every organization has policies to ensure fairness
and continuity within the organization. One of the jobs of HRM is to develop the
verbiage surrounding these policies. In the development of policies, HRM, management,
and executives are involved in the process. For example, the HRM professional will
likely recognize the need for a policy or a change of policy, seek opinions on the policy,
write the policy, and then communicate that policy to employees. It is key to note here
that HR departments do not and cannot work alone. Everything they do needs to involve
all other departments in the organization. Some examples of workplace policies might be
the following:

 Discipline process policy


 Vacation time policy
 Dress code
 Ethics policy
 Internet usage policy

Example#05:

 HRM in Workers Protection: Safety is a major consideration in all organizations.


Oftentimes new laws are created with the goal of setting federal or state standards to
ensure worker safety. Unions and union contracts can also impact the requirements for
worker safety in a workplace. It is up to the human resource manager to be aware of
worker protection requirements and ensure the workplace is meeting both federal and
union standards. Worker protection issues might include the following:

 Chemical hazards
 Heating and ventilation requirements
 Use of “no fragrance” zones
 Protection of private employee information

  Example#06:
 HRM in Training and Development

Once we have spent the time to hire new employees, we want to make sure they not only are
trained to do the job but also continue to grow and develop new skills in their job. This results in
higher productivity for the organization. Training is also a key component in employee
motivation. Employees who feel they are developing their skills tend to be happier in their jobs,
which results in increased employee retention. Examples of training programs might include the
following:
 Job skills training, such as how to run a particular computer program
 Training on communication
 Team-building activities
 Policy and legal training, such as sexual harassment training and ethics training.

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