Introduction

to
Human Resource Management

Human Resource Management at Work

Human Resource Management (HRM)
The policies and practices involved in carrying out

the people or human resource aspects of a

management position, including recruiting,
screening, training, rewarding, and appraising.

Line and Staff Aspects

Line Manager - A manager who is authorized to

direct the work of subordinates and is responsible for

accomplishing the organizations tasks.
Staff Manager - A manager who assists and advises
line managers.

Strategic Human Resource Development

Recruitment & Placement

Job Analysis
HR Planning and Recruiting
Employee Testing and Selection

Training & Development

Training
Apprising and Managing Performance
Managing Careers and Fair Treatment

Compensation

Establishing Strategic Pay Plans

Pay for performance and Financial Incentives
Benefits and Services

Employee Security and Safety

Labour Relations and Collective Bargaing

Employee Safety and Health

International HRM

STRATEGIC PLANNING & STRATEGIC

TRENDS
THE THREE LEVELS OF STRATEGY

i) Corporate level strategy

ii) Business level competitive strategy
iii) Functional Strategies

THE STRATEGIC PLANNING PROCESS

SWOT ANALYSIS

BASIC STRATEGIC TRENDS

Globalization
Technological Advances
Changing Nature of Work
Workforce Demoraphics

JOB ANALYSIS
Job Analysis : Job Analysis is the process by means of which a description is
developed of the present method and procedures of doing a job , physical
conditions in which the job is done , relation of job to other jobs and other
conditions of employment.
The various points on which information may be gathered for job analysis are
as follows:

Job Titles
Alternative titles
Tasks / Activities
Equipment used
Tools used
Materials used
Reports and records made

Relation of the job to other job

Education
Experience
Physical effort required
Mental effort required
Visual Attention required
Responsibility

Obtaining Data for Job Analysis

Questionnaires
Checklist
Interview
Observation
Participation
Technical Conference
Self- recording or Diary
Critical Incident

JOB DESCRIPTION

Job description is a written statement that defines the duties,

relationships and results expected of anyone in the job. It is an
overall view of what is to be done in the job. Typically it includes

Job Title
Location of job Division , department or section
Title of immediate supervisor
Job Grade

Description of the Purpose of the Job

Primary Responsibilities
General Information related to the job
Details of the equipment or tools used
Special circumstances such as shifts or night work , overtime or

weekend

Job Specification

A job specification is a statement of the minimum acceptable

competencies necessary to perform a job satisfactorily.
Competencies can be divided into five main types:

Knowledge
Skills
Abilities
Orientation
Experience

Role Analysis Techniques : Each role is analyzed by a group

consisting of the role incumbent, his boss , subordinates and peers.

Task Analysis : Task analysis is defined as the process of identifying

the tasks of a particular job in a particular organizational context by
analyzing activities , establishing performance criteria , determining
required competencies and analyzing any discrepancies uncovered
by this process.

REDESIGNING JOBS
Job Rotation The periodic shifting of an
employee from one task to another
Job Enlargement The process of job
enlargement , also known as the horizontal
loading of the job, aims to expand the workers
job to include the tasks which were previously
performed by other workers
Job Enrichment The process of job
enrichment accounts for adding more variety of
tasks to be performed in addition to granting the
worker more control over the job.

SELECTION

Application Scrutiny
Interview

Tests

Direct Planned Interview

Indirect Non directive Interview
Patterned Interview
Stress Interview
Systematic Depth Interview
Panel or Board Interview
Group Interview
Tests of Intelligence
Interest tests
Knowledge Tests
Ability or Proficiency
Aptitude Tests
Personality Tests
Psychological Tests

References
Physical Examination
Factors Determining the Functional Value of a Selection Technique Reliability ,
Validity , Selection Ratio and Ability to increase the percentage of satisfactory
employees

KEY TERMS
human resource management
(HRM)
line manager
staff manager
strategic human resource
management
organizational structure
organizational plan
enterprise structure
personnel structure

globalization
human capital
strategy
strategic plan
metrics
HR Scorecard
outsourcing
jobs
positions
tasks
job analysis
job description
job specification
role analysis
task analysis