Human Resources Management (MNGT313) Lecturer: Dr. Salim Abdullah Alshukaili University of Nizwa

INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Why Study HRM? People (human resources) are the essential resource of all organizations These human resources create organizational innovations and accomplishments Organizational success depends upon careful attention to human resources

Definition Human resource management is the planning, organizing, directing and controlling of the procurement, development, resources to the end that individual and societal objectives are accomplished.

Personnel Management VS Human Resource Management

Objectives of HRM Organizational Objectives Human Resource Management Societal Objectives Employee Objectives (adopted from Schwind et al., 2005)

Objectives of HRM: Organizational Contribute to organizational effectiveness Means of helping the organization to achieve its primary objectives Help to identify the right quality, type and number of employees Provide level of service appropriate to the organization Not too or insufficiently sophisticated (adopted from Schwind et al., 2005)

Objectives of HRM: Societal Respond to the needs and challenges of society Minimize negative impacts on the organization Reflect society’s concerns

Objectives of HRM: Employee Assist employees in achieving their personal goals Employee performance may decline or employees may leave the organization if personal objectives are not considered

Objectives of Human Resource Management To ensure effective utilization of human resources, all other organizational resources will be efficiently utilized by the human resources. To establish and maintain an adequate organizational structure of relationship among all the members of an organization by dividing of organization tasks into functions, positions and jobs, and by defining clearly the responsibility, accountability, authority for each job and its relation with other jobs in the organization. To generate maximum development of human resources within the organization by offering opportunities for advancement to employees through training and education.

To ensure respect for human beings by providing various services and welfare facilities to the personnel. To ensure reconciliation of individual/group goals with those of the organization in such a manner that the personnel feel a sense of commitment and loyalty towards it. To identify and satisfy the needs of individuals by offering various monetary and non-monetary rewards.

Functions of Human Resource Management

Functions of Human Resource Management 1. Staffing Job analysis is the systematic process of determining the skills, duties, and knowledge required for performing specific jobs in an organization. Human resource planning (HRP) is the process of systematically reviewing human resource requirements to ensure that the required numbers of employees, with the required skills, are available when needed. Recruitment is the process of attracting such individuals in sufficient numbers and encouraging them to apply for jobs with the organization. Selection is the process through which the organization chooses, from a group of applicants, those individuals best suited both for open positions and for the company.

2. Human Resource Development Training is designed to provide learners with the knowledge and skills needed for their present jobs. Development involves learning that goes beyond today’s job; it has a more long-term focus. Human resource development (HRD) helps individuals, groups, and the entire organization become more effective. It is essential because people, technology, jobs, and organizations are always changing.

3. Compensation and Benefits The term compensation includes all rewards that individuals receive as a result of their employment. The reward may be one or a combination of the following: Pay: The money that a person receives for performing a job. Benefits: Additional financial rewards other than base pay include paid vacations, sick leave, holidays, and medical insurance. Non-financial rewards: Non-monetary rewards, such as enjoyment of the work performed or a pleasant working environment.

4. Safety And Health Safety involves protecting employees from injuries caused by work-related accidents. Health refers to the employees’ freedom from illness and their general physical and mental well-being.

Importance of Human Resource Management 1. It helps management in the preparation adoption and continuing evolution of personnel programmes and policies. 2. It supplies skilled workers through scientific selection process. 3. It ensures maximum benefit out of the expenditure on training and development and appreciates the human assets. 4. It prepares workers according to the changing needs of industry and environment.

5. It motivates workers and upgrades them so as to enable them to accomplish the organization goals. 6. Through innovation and experimentation in the fields of personnel, it helps in reducing casts and helps in increasing productivity.

Future Challenges Before The Managers 1. Increasing Size of Workforce : The size of organizations is increasing. A large number of multinational organizations have grown over the years. The number of people working in the organization has also increased. The management of increased workforce might create new problems and challenges as the workers are becoming more conscious of their rights. 2. Increase in Education Level : The governments of various countries are taking steps to eradicate illiteracy and increase the education level of their citizens. Educated consumers and workers will create very tough task for the future managers.

3. Changes in Political Environment : There may be greater Government‘s interference in business to safeguard the interests of workers, consumers and the public at large. Government‘s participation in trade, commerce and industry will also pose many challenges before management. 4. Computerized Information System : a) The use of electronic computers for the collection and processing of data, and (b) The direct application of computers in the managerial decision making process.

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