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This document discusses concepts related to human resource management including productivity, profitability, management, and human resource planning. It covers key HR processes like recruitment, selection, placement, and job analysis. Recruitment methods include internal recruitment through referrals and external recruitment through advertisements. Selection techniques include tests, interviews, and assessment centers. The objectives of recruitment and selection are to find the most appropriate candidates.

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214 views46 pages

WWW - Pakassignment.Blog: Send Your Assignments and Projects To Be Displayed Here As Sample For Others at

This document discusses concepts related to human resource management including productivity, profitability, management, and human resource planning. It covers key HR processes like recruitment, selection, placement, and job analysis. Recruitment methods include internal recruitment through referrals and external recruitment through advertisements. Selection techniques include tests, interviews, and assessment centers. The objectives of recruitment and selection are to find the most appropriate candidates.

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Pakassignment
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WWW.PAKASSIGNMENT.

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HUMAN
RESOURSE
MANAGEMENT
by Bilal Chaudhry
BASIC CONCEPTS
PRODUCTIVITY

Productivity
 Input-----process-------output
 Productivity is Output/input
 Optimum productivity: Max output
with Min output
PROFITABILITY
 More than actual or original
 Surplus
In the form of
 Money
 Market share (FV: 10; MV 400)
 Market segment
 Large no of customers
PRODUCTIVITY OF A
SYSTEM

TIME HR

Money Technical
PRODUCTIVITY OF A
SYSTEM

 Time is the boundary of any system


 Productivity within time is marvelous
GOAL VS OBJECTIVES

Goals: Objective:
Goals are 5 Objectives
year plans are yearly
planned
Vision

Mission

Goal/Objectiv
s

Procedure

Policy

Role

Programme
et
Object dg
Hirarchy Bu
MANAGEMENT

 Is a process, chain of activities, cycle


 Design, draw, make create, innovate something
MANAGEMENT

 Is designing and maintaining an


‘Environment’ where individuals
can work together in groups to
accomplish a goal/objective,
effectively and efficiently
KEY TERMS USED
 Designining and maintaining: creation and sustaining
something new
 Environment: a particular atmosphere, objects,
directions, proper communication, peaceful
condition, that can help in work properly and
feasibly.
 Group: different departments
 Effectiveness: achieving a project within a given
domain ( 100,000+ 4 W.F, 30 Days)
 Efficiency: using minimum resources (saving in
input)
HUMAN RESOURCE
MANAGEMENT

 “HRM is the planning, organizing, leading,


controlling of procurement integration,
development, compensation and separation
of HR so they cab achieve their personal,
organizational and societal goal easily”
 Framework, structure, infrastructure and
function of HR.
 Advance programming is planning of
objective.
 What we have to do/obtain is planned in advance.
 Achievement of goal is dependant on planning
 Refining objective: everything should be in quantitative
manner
 Verification of goal: policies, procedures, methods are course
of action.
 Justification, feasibility of object, benefit, people, time,
quantity of product
 Advantages and disadvantages
 Object with greater advantages & less drawbacks is selected.
ORGANIZING

 Implementation of plan
 Identification of activities required to achieve
objective
 Classification of activities (marketing, finance,
accounting)
 Assigning the work (structure, positions &
authority in org)
 Authority is the legal right.
 Persons selected, appointed, hired, designated are
called authorized persons
 Power is ability to influence, inspire others
without legality
 Who is using power is called leader.
 Social leaders…. Quaid,
 Iqbal, Edhi
 HR is staffing itself
 Controlling start with planning

PROCESS OF CORRECTING:
 Review last performance
 Sorting out problems
 Positive criticism
PROCESS OF CORRECTING(STEPS)

1. Establishing the standards of performance (job


expectations)

2. Matching actual performance with SOP


 Measuring the variation to guide people
 Stopping the repetition

3. Controlling is ongoing process


 Regards, bonuses, incentives
placement Selection test Recruitment
• orientation • interviews • Internal
• socialization • Assessment • External
centers
PROCUREMENT
PROCUREMENT/HIRING/STAFFI
NG

1. Recruitment

2. Selection

3. Placement

Organizations job analysis (vacancies, positions)

Selection: to get most appropriate candidate


OBJECTIVES OF
HIRING
Selection: to get most appropriate candidate
 Recruitment: Maximization of no of applicants
 Maximization of choice set
 Internal screening ( screening irrelevant)
 Selection process is for eligible applicant
 Selection techniques

tests

interviews

assessment centers
TEST TYPES
1. Intelligence test : to check IQ level
2. Aptitude test: for competency of
candidate, Maths, English, Gen knowledge
3. Professional test (occupational test):
explore interests, skills, techniques.
4. Psychological test: check moods, atitude,
behavior, response to stress
5. Medical test: for physical fitness
INTERVIEWS
1. Structured

2. Semi-structured (formal & informal)

3. Assessment centrers: artificial enviornment


 engineer
 Lecturer
 Police shooting
PLACEMENT
 Issuance of appointment letter to finally selected
candidate
 Adjusting them in organization
 Training about their job
PLACEMENT TYPES

 Orientation: complete verbal introduction of


organization, dept, people, products, services,
history, volume of business, segment, culture of
organization, procedures, style etc
 Socialization: generating familiarity after proper
introduction with supervisor, colleges,
subordinates
HUMAN RESOURCE PLANNING

 The process of analyzing and identifying the


need for and availability of HR of a firm,
industry, country and global level
 Micro: process of forecasting demand and
supply of HR for specific organizations.
Demand & supply of labour after analysis
 Macro: assessing and forecasting the
demand of HR and availability of skills at
individaual, national & global level
OBJECTIVES OF MICRO
HRP
1. To prevent organization from overstaffing or
understaffing
2. To ensure availability of alternativest
3. To ensure that the organization is responsive to
enviornment according to change in enviornment.
Like change in style fashion, technology and
season
4. To provide directions to all HR activities, manuals,
compansations, reward, policies
5. To built line and staff partnership
OBJECTIVES OF MACRO HRP

1. To forecast economic & business environment,


ups & downs by advance programming

2. To estimate future demand of no & type of skills


by various industries

3. To ensure effective labour supply through


interacting with educational institutions like
colleges and universities
OBJECTIVES OF HRP

 To maximise the productivity of HR


 HR requirements from HRP
 Strategic implications of proposed strategic plan
 Implication of strategic plan for staffing, training,
development and management succession(step by step
progress)
 How shortfall in the supply of skilled labour impacts
various firms
 Attracting, retaining, motivating & rewarding
employees
PROCUREMENT
 Process of maximizing the no of applicants
towards vacant seats
 Internal: employees of the organizations apply
 External: people outside the organization apply
for a vacant seat
TYPES OF
PROCUREMENT

1. Internal recruitment
 Employee referrals: people referred by the
employee working in organization
 Nepotism: to give favour to the dear or relative
of the authority
2. External recruitment:
 Advertisement: TV, radio, internet, papers,magazines etc
 Colleges & institutions
 Head hunters: organizations that help finding the right
person. They work n commission. E.g. Rozee.pk,
Brightspyre etc.
 Walk in/ Write in:
 Govt. employment agencies: CSS, PCS
 Military forces:
JOB ANALYSIS & JOB
DESIGN

 Fundamental activity after HRP


 Job analysis
 Job design
 Job Analysis:

Analysis of position, infrastructure, hirarchy of


organization.
 Excess of resourses or over-employment can be
considered by seeing hirarchy.
 Analysis is used to identify & determine the particular
job, duties and requirement.
Job Position Employee
requirement requirement requirement
• Budget • Experience • people
• hiring • Qualifications
• skills
 Relevant importance: work in chain process
 Job analysis: judgments are made about data
collected regarding a particular job.
 Every person should have adequate amount of
work

1. Analysis

2. Design
OBJECTIVES OF JOB
ANALYSIS

 It indicate the training needs.


 Salary survey information
 To select a selection plan
 Good together work of individual and team
 Various position physical need
 Validity discrimination complains
 Compensation system & payroll system
 Salary packages, allowances
 ….work activities
 …human behaviur
 …SPO’s
 Human reqirement
 Performance standards
METHODS OF JOB
ANALYSIS
 Data gathering
 Questionnare
 Desk auditing
 Individual/group interview
 Observation
 Diary methods
 Critical instance
 Recording Job performance
WHICH SORT OF DATA IS
GATHERED

 List of tasks
 List of decision made by employee
 Supervision made
VARIOUS ASPECTS TO BE
ANALYZED

 Duties in task environment


 Relationship environment
 Tools & equipments
 requirements
JOB DESIGN

 Job rotation
 Job enlargement
 Job enrichment
JOB DESCRIPTION

 Supply customer chain is performed


 Job in & job out concept
JOB SPECIFICATION

 Minimum requirement

Job evaluation

Scenario of job
 Downsizing
 Rightsizing
 Outsourcing
Thank you

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