Human Resource Management Pakistan Institute of Management Human Resource Management Professional Diploma Course Session: Sep 2016 – Jan 2017 Human Resource Management Introduction Chapter 01 Sir. Mallick Mustafa Imam

Human Resource Management Managerial function that tries to match an organization’s needs to the skills and abilities of its employees.

Human Resource Management 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. Pakistan Institute of Management 3

Human Resource Management Acquiring, training, appraising, and compensating employees Attending to labor relations, health and safety, and fairness concerns

Human Resource People Who work in Organization. Also called Employees, Workforce, Personnel etc.

Point of Differentiation Personnel vs. HRM Point of Differentiation Personnel HRM Focus Employee Relations Partnership with internal & external Customers Role of HR Change follower and respondent Change Leader and Initiator Initiative Slow and reactive Fast and proactive Time horizon Short-term Short, medium or long-term, depending on requirement Controls Bureaucratic Flexible Job design Specialization Broad and flexible Accountability Cost center Investment center

Line and Staff Aspects of HRM Line manager A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization’s tasks. HR manager A manager who assists and advises line managers.

Line Managers’ HRM Responsibilities Placing the right person on the right job Starting new employees in the organization (orientation) Training employees for jobs that are new to them Improving the job performance of each person Gaining creative cooperation and developing smooth working relationships Interpreting the firm’s policies and procedures Controlling labor costs Developing the abilities of each person Creating and maintaining department morale Protecting employees’ health and physical condition

The Human Resource Manager’s Proficiencies New Proficiencies HR proficiencies Business proficiencies Leadership proficiencies Learning proficiencies

Human Resource Managers’ Duties Functions of HR Managers Line Function Line Authority Implied Authority Staff Functions Staff Authority Innovator Employee Advocacy Coordinative Function Functional Authority

Human Resource Specialties Recruiters EEO Coordinators Labor Relations Specialists Training Specialists Job Analysts Compensation Managers Human Resource Specialties

Human Resources Management Areas

Recruitment

Selection

Discipline

Employment Legislation

Trade Unions

Training

Development

Rewards Systems

Productivity

Human Resource Management Process

The Changing Environment of Human Resource Management Globalization Trends Technological Trends Trends in the Nature of Work Workforce Demographic Trends Changes and Trends in Human Resource Management

The Changing Role of Human Resource Management New Responsibilities for HR Managers Measuring the HRM Team’s Performance Managing with the HR Scorecard Process Creating High- Performance Work Systems Strategic Human Resource Management

Strategic HRM Formulating and executing human resource policies and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims.

The HR System Consists of interrelated and jointly supportive HR practices that together enable HRM goals to be achieved. One of the defining characteristics of SHRM has been the proposition that HR systems and not individual HRM practices are the sources of competitive advantage.

HR System An HRM system also develops HR strategies that define the direction in which HRM intends to go; HR polices that provide guidelines defining how these values, principles and strategies should be applied and implemented in specific areas of HRM; HR processes that provide the formal procedures and methods used to put HR strategic plans and policies into effect; Linked HR practices that consist of the approaches used in managing people; HR programs that enable HR strategies, policies and practices to be implemented according to plan.

High-Performance Work System An integrated set of human resource management policies and practices that together produce superior employee performance. These practices include: Employment security Selective hiring Extensive training Self-managed teams/decentralized decision making Reduced status distinctions Information sharing Contingent (pay-for-performance) rewards Transformational leadership (e.g. in terms of inspirational motivation) Measurement of management practices Emphasis on high-quality work

Benefits of a High-Performance Work System (HPWS) Generate more job applicants Screen candidates more effectively Provide more and better training Link pay more explicitly to performance Provide a safer work environment Produce more qualified applicants per position Hiring based on validated selection tests Provide more hours of training for new employees Conduct more performance appraisals