Introduction to Human

Resource Management

Prepared by:
Ms. Ghazala Danish

Human Resource Management

The policies and practices involved in carrying
out the people or human resource aspects of a
management position, including recruiting,
training, appraising and rewarding.
The process of acquiring, training, appraising,
and compensating employees, and of attending
to their labor relations, health and safety, and
fairness concerns.

 Organization
People with formally assigned roles who work
together to achieve the organizations goals.

Manager
The person responsible for accomplishing the
organizations goals, and who does so by
managing the efforts of the organizations
people.

Management Process

HRM Process
Acquisition

Training

Fairness

Human Resource
Management (HRM)

Appraisal

Health and Safety

Labor Relations

Compensation

HR aspects of a managers Job

Conducting job analyses (determining the nature of

each employees job)

Planning manpower needs and recruiting job

candidates

Selecting job candidates

Orienting and training new employees

Managing wages and salaries (compensating
employees)
Providing incentives and benefits
Appraising performance

Cont

Communicating (interviewing, counseling,

disciplining)
Building employee commitment

Understanding employment laws

Knowing employee health and safety issues

Handle grievances and employment relations

HRM Mistakes
Hire the wrong person for the job

Experience high turnover

Your people not doing their best

Waste time with useless interviews

Cont

Have your company sued for discriminatory

actions

Have your company fined for unsafe practices

Some employees think their salaries are unfair

and inequitable relative to others in the
organization

Allow a lack of training to undermine your

departments effectiveness

Commit any unfair employment practices

Basic HR concepts
The bottom line of managing:
Getting results
HR creates value by engaging in activities that
produce the employee behaviors that the
organization needs to achieve its strategic goals.
Looking ahead: Using evidence-based HRM to
measure the value of HR activities in achieving
those goals.

Line and Staff Aspects of HRM

Authority
The right to make decisions, direct
others work, and give orders.
Staff authority (Advisory)
The authority gives right to the HR
manager to advise other managers or
employees.
Line authority (Superior-Subordinate)
The authority of managers to direct
people in his or her own department.

Cont
Line manager (Line Authority)

A manager who is authorized to direct

the work of subordinates and is
responsible for accomplishing the
organizations tasks.

Staff manager (Staff Authority)

A manager who assists and advises line

managers.

Line Managers HRM Responsibilities

Place the right person on the right job
Orientate new employees
Train employees for jobs new to them
Improve the job performance of each
person
Gain creative cooperation and developing
smooth working relationships

Cont
6. Interpret the companys policies and
procedures
7. Control costs

8. Develop the abilities of each person

9. Maintain morale

10.Protect employees health and physical

condition

Functions of HR Manager
Line Function

Direct activities in own department and in service

related areas.
Have staff authority over other departments in
employment related issues.

Coordinative
Function

Coordinate HR activities and HR related issues.

e.g: Safety and Health practices

Staff
Function

Advice and assist CEO and other managers to

understand HR issues.
e.g hiring employees, comply with safety rules.

Size of HR department
Depends on company size

Small Company:

Only a few personnel

Large Company:

Full range of HR specialist for each

different function

Example of HR department in a
small company

Example of HR department in a
large company

Duties of HR Specialists

Training Specialist
Plan, organize and direct training
Advise managers on training
Job Analyst
Collect information about jobs
Prepare job description
Recruiter
Collect information about jobs
Interview and recommend suitable candidates

Cont

EEO (Equal Employment Opportunity) Coordinator

Investigate EEO grievances
Examine HR practices for potential violations
Compensation Manager
Develop compensation plans
Handle employee benefits program
Employment relations specialist
Advise managers on ER issues
Negotiate with unions

Cooperative Line and Staff HR

Management

Differentiating HR duties to be carried out by line managers and

HR managers:

No standard rule for all organizations

Some common practices:

The Changing Environment Of

HR Management
HR managers must be able to respond to
changes that are happening every day
Major changes or trends as follows:

Globalization
Technological advances
Changes in nature of work
Changes in workforce demographics

Globalization

Tendency of companies to extend sales,

ownership, or production to other
countries

More competition more pressure to be

world class Lower costs and to
increase productivity of employees

E.g. Toyota produces cars in China,

Thailand and many other countries.

Technological Advances

Use of internet and information

communication technology (ICT) to
increase competitiveness in business
Enabled businesses to outsource their
non-core activities to other countries
where costs are lower
Causes changes in nature of work

Changes in nature of work

Caused by technological advances as well

From manufacturing jobs to service jobs

Usage of non-traditional workers staff

holding multiple jobs, or part-time staff

Changes on workforce
demographics

Diversified workforce staff employed

are of different race, religion, nationality,
gender, age and culture
Challenge for HR managers
E.g. Workers from Bangladesh, China,
India, Indonesia, Pakistan and Thailand
in Singapores construction sector

Important trend in HRM

The New HR Managers

Strategic
HRM

Human
Resource
Management
Trends

Evidence-Based HRM

HR
Certification

High-Performance Work
Systems

Managing
Ethics

The New HR Manager

High-Performance Work
Systems
Increase productivity and performance by:

Recruiting, screening and hiring more effectively

Providing more and better training
Paying higher wages
Providing a safer work environment
Linking pay to performance

Managing Ethics
Ethics
Standards that someone uses to decide what his
or her conduct should be
HRM-related Ethical Issues
Workplace safety
Security of employee records
Employee theft
Affirmative action
Comparable work
Employee privacy rights

HR Certification
HR is becoming more professionalized.
Society for Human Resource Management (SHRM)
SHRMs Human Resource Certification Institute (HRCI)

SPHR (Senior Professional in HR) certificate

GPHR (Global Professional in HR) certificate
PHR (Professional in HR) certificate

Evidence-Based HRM
Providing Evidence for HRM
Decision Making

Actual
measurements

Existing
data

Research
studies

Strategic HRM
Strategic Planning

The companys long-term plan for how it will

balance its internal strengths and
weaknesses with its external opportunities
and threats to maintain a competitive
advantage.
3 questions in strategic planning

Current business position

Future business position expected to be
How to get to expected future business
position

Strategic HRM
Formulating HR policies and introducing practices
that produce staff competencies and behaviors that
the company needs to achieve its strategic goals.
HR managers today are more involved in partnering
with their top managers in both designing and
implementing their companies strategies.
Top management wants to see, precisely, how the
HR managers plans will make the company more
valuable.