Human Resource Management

MBA & BBA

Course Overview & Introduction Lectures Week 1
Course Lecturer: Farhan Mir

Farhan Mir Farhan Mir IMS 2007 2007 IMS 2007 2007

Lectures 123 Administration Introducing Myself (which you

already know) Course Introduction Few Words on Articles & Additional Readings Suggestion for future course of action HRM Overview My Own Website as Online Resource Center
2007 2007

Farhan Mir IMS

Course Lecturer (Brief Introduction)

Farhan Azmat Mir
MIMS [Monash University Melbourne] MBA (MIS) [B.Z.U] Gold Medal

Some Words regarding my Academic and Professional Life

4 Years at IMS (as Lecturer) Academically Administratively Colleges & Students Learning Curve

Some Words on the Future

Farhan Mir
2007 2007

IMS

Current Responsibilities at IMS

Advisor Students (Evening)
All issues and queries relating to evening programs including BBA-IT, MBA-IT, MBA (Banking) and MBA (Executive) Coordination of all academic and extra-curricular functions relating to evening programs including Formal Orientations", "Welcome & Farewells Parties"

Coordinator BBA-IT Program

Curriculum Development and Review All office documentation (Course Files and Quality documents) Coordination with Permanent & Visiting Faculty members Student application and documentation evaluation Farhan Mir IMS Class Scheduling and Monitoring 2007 2007

Current Responsibilities at IMS Incharge Seminar & Drama

Society
Development of Seminar Calendar in close coordination with all faculty members All logistic and coordination support for Seminars, Conferences, Workshops & Drama activities Arrangement and Liaison-keeping with Speakers and Guest Lecturers

Admission Secretary
Incharge of the overall admissionFarhan Mir IMS
2007 2007

My Introduction: Consultation
Best through e-mail address

Method

(farhanmir_99@hotmail.com)

OR

In case of submission of assignment through email (farhanmir_99_pk@yahoo.com)

After/before lectures on lecture day OR Announced Timings in case of Assignments or Reports

Consultation Timings:
12:00 pm to 1:00 pm Thursday-Friday

Farhan Mir
2007 2007

IMS

My Introduction: Interests
Social & Cultural Change History & Art Religion Creativity & New Ideas

Sports Personality Development

Farhan Mir
2007 2007

IMS

My Inspirations

Farhan Mir
2007 2007

IMS

My Inspirations

Farhan Mir
2007 2007

IMS

Favourite Quotes
"Champions aren't made in gyms. Champions are made from something they have deep inside them: A desire, a dream, a vision. They have to have last-minute stamina, they have to be a little faster, they have to have the skill and the will. But the will must be stronger than the skill." -Muhammad Ali
Farhan Mir
2007 2007

IMS

Favourite Quotes
You are educated. Your certification is in your degree. You may think of it as the ticket to the good life. Let me ask you to think of an alternative. Think of it as your ticket to change the world. (Tom Brokaw)

Farhan Mir
2007 2007

IMS

Course Administration & Requirements

Farhan Mir Farhan Mir IMS 2007 2007 IMS 2007 2007

Lecture Notes
Available from Photostat shop before lectures or preferably one day before the start of new week

Usually the lecture material will cover the topics of one week Lecture Notes also now available online on the given website address (www.themirs.net/HRM.html)
Lecture Notes will not be in detail format rather these will contain topics of discussion and important announcements regarding assessments. Most Importantly Lecture Notes are just a supporting material and students must not forget to read books for detail and complete understanding (In case of HRM as a subject you need to do extensive reading on topics under discussion & look for majority of web sites Farhan Mir for practical know how) IMS 2007 2007

Course Administration
Sessionals
Written assignments (Small Tasks) (details in coming lectures) Idea is to initiate research oriented writing not cut-copy-paste Attendance, Presentations, Quiz & Class Discussion & Participation (as a regular activity) Volunteer presentations (you must not be that familiar with this kind of stuff but you need to respond to it quickly!) Formal Presentations in groups and if you want to take it one step ahead you could arrange small seminars for other classes (preferably your juniors) on given Research Topics
Farhan Mir
2007 2007

IMS

How to get more marks?

Requirements
Overall Class Attitude Things to Avoid (Referencing, Cut-CopyPaste Culture, Carelessness, legpulling) Things to do (Innovation, Confidence, Work Attitude) Sense of Maturity and continuous learning
Farhan Mir
2007 2007

IMS

One of the Major Sessionals

Case Study Presentation
Students in groups of 3-5 will choose an e-Business (Preferably a Pakistani Organization) Case should be developed on the given format (A model format will be discussed in upcoming lectures) Students need to develop a proper case study using the case study development guidelines Eventually will present their findings in the shape of a Presentation in front of the class or classes on Multimedia Students need to submit both Hard (Printed) and Soft copies (Computer files) of the Case itself and that of the PowerPoint Presentation This is day 1 so you can start working now! I will myself present at least one Case Study well before the presentation schedule so that you people Farhan Mir have an idea IMS 2007 2007

Last Year Case Studies

Harley Davidson (Motor Bike Company) PIA (Travel Industry) UBL (Banking Online) World Expeditions (Tourism & Travel) Mobilink (Telecommunication) IBM (Computer Giant)
Farhan Mir
2007 2007

IMS

Topics for Case Studies

Human Resource Planning Impact of Technological Changes on HR Management HRIS Selection Techniques & Tools Training as one of the key HR Function Performance Evaluation: Importance & Methods Compensation & Benefits: The Key Motivator Career Planning & Development Collective Bargaining & Unions Latest Trends & Issues in HRM
Farhan Mir
2007 2007

IMS

Course Orientation
Basically Theoretical focus
Introduction of Concepts and Issues regarding HRM (This subject is developed in case study mode: it means that there are lot of case studies)

But
The practical orientation will also be also be a major focus of the course (this will include practical demonstration on multimedia) Lecture notes will include more graphical explanation of things to give more practical orientation about concepts & applications especially the Organizational Examples Formal Presentation from Students will also work in this regard Video or Audio Presentation will also be part of the lectures Farhan Mir
2007 2007

Farhan Mir IMS

Text and References

Focus will be on topics rather Chapters of any text Many Text/books are available in market Lloyd L. Byars & Leslie W. Rue . (2004). Human Resource Management. (8th Ed). McGraw Hill Book Company
R. Wayne Mondy & Robert M. Noe (2003). Human Resource Management. (6thEd). Prentice Hall Company Gary Dessler. (2004). Human Resource Management. (8th Ed). McGraw Hill Book Company

But Not necessarily every thing is taught from the Text, Students need to broaden their view and consult as many additional references as possible (Preferably available in local market and from the Internet) This time few simple yet important articles also be discussed during the lectures Case Studies are now a definite part of the curriculum
Farhan Mir
2007 2007

IMS

Examination
I personally believe in thorough studies so usually no choices given in the exam Every thing discussed, during the class or given as reading material, could be part of the exams Questions will be formulated in a way to examine both bookish as well as conceptual thinking Other details will be given close to Mid I will try to follow my simple rule that is
Ill be very friendly in the lectures and very strict in the exam hall (believe me no chance Farhan Mir of misconduct) IMS 2007 2007

Learning not Teaching

Competency & Skills

Miscellaneous
(Regularity, Consultancy, Support etc)

Neutral Assessment (Objective)

Guidelines for me as an Instructor

Updated Teaching Methodology

True Knowledge not stories

Class Environment

Farhan Mir
2007 2007

IMS

Expected Topics
Introduction to HRM Legal Framework & Equal Employment Opportunity Implementing Laws & Pakistani Perspective HRM Functions
Job Analysis & Design
HR planning Recruitment Process Selection Orientation & Training Management development Performance Appraisal & Performance Management

Case Studies
Farhan Mir
2007 2007

IMS

Introduction to Human Resource Management

Basic Definitions & Key Terms

Farhan Mir Farhan Mir IMS 2007 2007 IMS 2007 2007

Management (Recall)
Management
the process of coordinating work activities so that they are completed efficiently and effectively with and through other people (Robbins)

Organization
A deliberate arrangement of people to accomplish some specific purpose (Robbins)
Farhan Mir
2007 2007

IMS

CHARACTERISTICS OF AN ORGANIZATION

Distinct Purpose

Deliberate Structure

People

Farhan Mir
2007 2007

IMS

It is all about People!

(NADRA Swift Registration Centre)

Farhan Mir
2007 2007

IMS

Human Resource Management

Activities design to provide for and coordinate the human resources of an organization Lloyd & Leslie The function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals. John Ivancevich The policies practices, and systems that influence employees behavior, attitudes, and performance. Noe, Hollenback,Gerhart & Wright In past it was known as
Personal Administration Personal Management
Farhan Mir
2007 2007

IMS

Historical Foundations of HRM

Scientific ManagementWelfare Work

Human Relations Industrial Psychology

Farhan Mir
2007 2007

IMS

Competitive Advantage through People

Human Capital
An organizations employees, described in terms of their training, experience, judgment, intelligence, relationships, and insight Core Competencies Integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers. Sustained competitive advantage through people is achieved if these human resources:
Have value. Are rare and unavailable to competitors. Are difficult to imitate. Are organized for synergy.
Farhan Mir
2007 2007

IMS

Developing Human Capital Human Capital

The knowledge, skills, and capabilities of individuals that have economic value to an organization. Valuable because capital: Is based on company-specific skills. Is gained through long-term experience. Can be expanded through development.
Farhan Mir
2007 2007

IMS

Major Organizational Subsystems

Human Resources
Finance Research & Development, Engineering Management

Materials, Production, and/or Services Management

Marketing

Farhan Mir
2007 2007

IMS

Specific HRM Functions

Human Resource Planning Analyzing Jobs Recruiting Selecting Appraising Training Developing Compensating Benefits Work Environment
Farhan Mir
2007 2007

IMS

HRM Practices
Important HRM practices are tailored in a way that they yield Performance and it is now seen as one of the strategic activity

Farhan Mir
2007 2007

IMS

Four Major Categories of Activities

The Acquisition of Human Resources The Rewarding of Human Resources The Development of Human Resources The Maintenance of Human Resources

Farhan Mir
2007 2007

IMS

How HR Functions Relate to HR Activities

The Acquisition of Human Resources Planning Analyzing Jobs Recruitment Selection

The Development of Human Resources Appraising Training Developing

Farhan Mir
2007 2007

IMS

How HR Functions Relate to HR Activities, continued

The Maintenance of Human Resources Employee Benefits The Rewarding of Safety & Health Human Resources Labor Relations Compensating (Wages & Salaries) (Incentives)
Farhan Mir
2007 2007

IMS

Responsibilities of HR Departments

Farhan Mir
2007 2007

IMS

General Goals of Human Resource Management

Facilitating organizational competitiveness Enhancing productivity and quality

The human resource function in contemporary organizations Complying with legal and social obligations Promoting individual growth and development
2007 2007

Farhan Mir IMS

Desired Outcomes of HRM

Attraction Retention Job Performance Productivity Employee Safety and Health Attendance Job Satisfaction Competitive Advantage Company Performance

Farhan Mir
2007 2007

IMS

Impact of Human Resource Management

Farhan Mir
2007 2007

IMS

Overall Framework for Human Resource Management COMPETITIVE HUMAN EMPLOYEE

CHALLENGES
Globalization Technology Managing change Human capital Responsiveness Cost containment

RESOURCES
Planning Recruitment Staffing Job design Training/development Appraisal Communications Compensation Benefits Labor relations

CONCERNS
Background diversity Age distribution Gender issues Educational levels Employee rights Privacy issues Work attitudes Family concerns

Farhan Mir
2007 2007

IMS

Competitive Challenges and Human Resources Management

The most pressing competitive issues facing firms:
Going global Embracing technology Managing change Developing human capital Responding to the market Containing costs
Farhan Mir
2007 2007

IMS

Business Strategy: Issues Affecting HRM

Farhan Mir
2007 2007

IMS

Human Resource Management

Who is responsible for HRM Practices?

Farhan Mir Farhan Mir IMS 2007 2007 IMS 2007 2007

View #1: A Separate Department is Useful

HR Professional (specialists) perform the Job
Importance of Human Resources Competitive Advantage Increasing Complexity Global workforce External Influences Legal Requirements Consistency in Treatment
Farhan Mir
2007 2007

IMS

View #2 -- Every Supervisor or Manager is an HR Manager

Anyone who deals with subordinates plays a HRM role The Line perspective Tasks Completed by Line Managers
Interview job applicants Provide orientation, coaching, and on-the-job training Provide and communicate job performance ratings Recommend salary increases Carry out disciplinary procedures Investigate accidents Settle grievance issues
Farhan Mir
2007 2007

IMS

HR Responsibilities of Supervisors

Figure 1.5
Farhan Mir
2007 2007

IMS

HR Management as a Career Field

HR Generalist
A person with responsibility for performing a variety of HR activities.

HR Specialist
A person with in-depth knowledge and expertise in a limited area of HR.

Professional Organization
Society for Human Resource Management (SHRM) http://shrm.org Has student memberships available Farhan Mir IMS
2007 2007

Overall Framework for Human Resource Management COMPETITIVE HUMAN EMPLOYEE

CHALLENGES
Globalization Technology Managing change Human capital Responsiveness Cost containment

RESOURCES
Planning Recruitment Staffing Job design Training/development Appraisal Communications Compensation Benefits Labor relations

CONCERNS
Background diversity Age distribution Gender issues Educational levels Employee rights Privacy issues Work attitudes Family concerns

Presentation Slide 11

Figure 1.1

Farhan Mir
2007 2007

IMS

HR Laws

(Basic Functions)

Ethics
Ethics: The fundamental principles of right and wrong

Contemporary HRM (involving both Managers & HR Specialists) IMS 2007 2007
Farhan Mir

Standards for Identifying Ethical Practices

Farhan Mir
2007 2007

IMS

Why Ethics

(Ethical Standards Poll suggests implications)

Farhan Mir
2007 2007

IMS

A Guide To Internet Sites

American Management Association (http://www.amanet.org/start.htm) AMA membership, programs, training, etc. Society for Human Resource Management (http://www.shrm.org) Current events, information, connections, articles. HR Professionals Gateway to the Internet (http://www.hrisolutions.com/index2.html) Links to HR-related web pages. Training and Development Homepage (http://www.tcm.com/trdev/) Job mart, training links, T&D electronic mailing list links.
Farhan Mir
2007 2007

IMS

A Guide To Internet Sites (contd)

FedWorld (http://www.fedworld.gov) A gateway to many government web sites. U.S. Department of Labor (http://www.dol.gov) Job bank, labor statistics, press releases, grants, contract information. Occupational Safety and Health Resources (http://osh.net) OSHA-related sites, government pages, resources, etc. AFL-CIO (http://www.aflcio.org/home.htm) Union news, issue papers, press releases, links to labor sites.
Farhan Mir
2007 2007

IMS