HUMAN RESOURCE

MANAGEMENT: AN OVERVIEW

LECTURE 1

DR. QAZI MOINUDDIN MAHMUD

AFHEA
LEARNING OBJECTIVES

✔ To define HRM
✔ To understand the significance of HRM
✔ To analyze the core functions of HRM along with their
components and goals
✔ To identify the performers of HR functions
✔ To discuss the various types of assistance provided by the
HR department
✔ To describe how HR managers can affect organizational
performance
✔ To understand the evolving HR trends and opportunities
✔ To comprehend the challenges for HR managers
HRM: WHAT IT IS?
HRM is a modern term for what has traditionally
been referred to as personnel management.

HRM encompasses those activities designed to

provide for and coordinate the human resources
of an organization.

HRM is a process of acquiring, training,

appraising, and compensating employees, and of
attending to their labor relations, health and
safety, and fairness concerns.
WHY IS HRM IMPERATIVE FOR
US?
The concepts & techniques of HRM are vital for
every manager at workplace for the following
reasons:

To avoid personnel mistakes

To improve performance & profits
To spend time as an HR manager
To end up as an HR manager
STRATEGIC IMPORTANCE OF
HRM:

⚫ HRM has become increasingly important as firms have

come to realize the value of their human resources in
improving productivity.

⚫ HRM is critical to the bottom-line performance of the firm.

⚫ HR planning has become part of the strategic planning

process.
FUNCTIONS OF HRM
o Conducting job analysis
o Planning needs for employees / HRP
o Recruiting & selecting job candidates
o Orienting and training employees / HRD
o Managing wages and salaries / compensation
o Providing incentives and benefits
o Appraising performance / performance appraisal
o Assuring employee safety & health
o Building employee relations & engagement
o Conducting HR research
KEY HRM FUNCTIONS: COMPONENTS &
GOALS
Key HR Functions Components Goals
Hiring people / Acquisition / Staffing Strategic HRP, recruiting, & To locate & secure competent
selection employees
Preparing people / T&D Orientation, employee training, To adapt competent employees
employee development, to the organization & help them
organization development, & obtain up-to-date skills,
career development knowledge, & abilities for their
job responsibilities

Encouraging people / Motivation / Motivation theories, appropriate To provide competent, adapted

Stimulation job designs, reward and incentive employees having up-to-date
systems, compensation, and skills, knowledge, & abilities
benefits with an environment that
encourages them to exert high
energy levels

Keeping people / Retention / Safety and health issues, & To help employees maintain
Maintenance employee communications their commitment & loyalty to
the organization
WHO PERFORMS THE HR
FUNCTIONS?

Operating manager: Person who manages people directly

involved with the production of an organization’s products. For
example – production manager in a manufacturing plant, loan
manager in a bank.

HR generalist: Person who devotes a majority of working time to

human resource issues, but does not specialize in any specific
area.

HR specialist: Person specially trained in one or more areas of

HRM. For example – labor relations specialist, wage and salary
specialist.
TYPES OF ASSISTANCE HR DEPARTMENT
PROVIDES:

1. Specific services - such as maintaining

employee records, handling initial phases of
employee orientation, etc.

2. Advice on – disciplinary matters, EEO matters,

etc.

3. Coordination – performance appraisals,

compensation matters, etc.
HOW CAN HR MANAGERS AFFECT
ORGANIZATIONAL PERFORMANCE?

❖ Reducing unnecessary overtime expenses by

increasing productivity
❖ Instituting programs to reduce absenteeism
❖ Eliminating wasted time through sound job
design
❖ Minimizing employee turnovers and
unemployment costs by practicing sound human
relations and creating a work atmosphere that
promotes job satisfaction
❖ Installing and monitoring effective safety and
health programs
 HOW CAN HR MANAGERS AFFECT
ORGANIZATIONAL PERFORMANCE?

❖ Training and developing employees properly

❖ Decreasing costly material waste by eliminating
bad work habits and attitudes
❖ Hiring the best people available
❖ Maintaining competitive pay practices and benefit
programs
❖ Encouraging employees
❖ Installing HRIS to streamline many HR functions
 HR TRENDS & OPPORTUNITIES
HRM is evolving to meet strategic needs in the following ways:

1. Outsourcing: Outsourcing HR functions as a cost-saving measure is

increasing

2. Professional Employee Organization (PEO): This type of company

assumes all HR functions of a client company by hiring all of its
employees and leasing them back to the company (employee
leasing) – it gains popularity in small to medium sized businesses.

3. Shared services: Sharing HRM activities among geographically

dispersed divisions is a way to restructure HR to cut costs.
 CHALLENGES FOR HR
MANAGERS:
1. Workforce diversity / Globalization of HR
2. Regulatory changes
3. Structural changes to organizations – caused by
❑ Downsizing
❑ Outsourcing
❑ Rightsizing
❑ Reengineering
4. Technological and managerial changes within
organizations – such as
❑ Telecommuting
❑ Empowerment
❑ Self-managed work teams
CHALLENGES FOR HR
MANAGERS:
5. Managing Knowledge Workers
⚫ Knowledge workers
Employees whose contributions to an organization
are based on what they know (e.g., computer
scientists, engineers, and
physical scientists).
They tend to work in high-technology
areas and are experts in abstract
knowledge areas.
They like to work independently and
identify strongly with their professions.
Their skills require continual updating
and additional training.
THANK YOU