1. Introduction to Human Resource Management Chapter 1 Reference Books:  Human Resource Management ( Gary Dessler)  Human Resource Management (Mondy)  Human Resources and Personnel Management ( Keith Davis)  Internet Resource Person: Furqan-ul-haq Siddiqui 3 rd Semester BBS/MPA (Morning) Program Session 2015-2017 Date: Wednesday, August 17, 2016

2. What is Management?  A set of activities (Planning, organizing, leading, and controlling) directed at an organization’s resources (human, financial, physical, and information) with the aim of achieving organizational goals in an efficient and effective manner.

3. The Management ORGANIZATIONAL GOALS Planning Leading Controlling Organizing INFORMATION RESOURCES PHYSICAL RESOURCES FINANCIAL RESOURCES HUMAN RESOURCES

4. Management in Organizations Inputs from the environment Human resources Financial resources Physical resources Information resources Planning and decision making Leading Organizing Controlling Goals attained Efficiently Effectively

5. Organizational Performance Efficiency: A measure of how well resources are used to achieve a goal “Doing Things Right” Effectiveness: A measure of the appropriateness of the goals chosen (are these the right goals?), and the degree to which they are achieved “Doing the Right Things Right”

6. Efficiency versus Effectiveness Efficiency : Operating in such a way that resources are not wasted Effectiveness : Doing the right things in the right way at the right times Successful Management

7. HRM  Human  Resource  Management

8. Human Resource Management  Managerial function that tries to match an organization’s needs to the skills and abilities of its employees. “Assets make things possible, people make things happen”.

9. Human Resource Management  Human Resource Management (HRM) is the approach of Management of an organization's most valued assets - the people working there who individually and collectively contribute to the achievement of the objectives of the business. In simple sense, HRM means employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements to achieve its goals effectively & efficiently.

11. Functions of HRM  Determining the nature, functions of each employee’s job  Planning HR 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  Communicating (interviewing, counseling, disciplining)  Training and developing managers  Building employee commitment

12. Some Common Consequences Caused by Poor HRM Practices  Hire the wrong person for the job  Experience high turnover/dissatisfaction  Have your people not doing their best  Employees will not know that what to do & how to do  Have your company in court because of discriminatory/unlawful actions  Have some employees think their salaries are unfair and inequitable internally & externally  Allow a lack of training to undermine your department’s effectiveness  Commit any unfair labor practices Why Is HRM Important to All Managers?

13. Successful HRM  Organization  Employee  Society Good for…

14. Competitive Advantage Competitive advantage means “any factors that allow an organization to differentiate its product or service from those of its competitors to increase market share” There is greater recognition that distinctive competencies are obtained through highly developed employee skills, distinctive organizational cultures, management processes, and systems. Competitive Advantage HR as

16. Effective HRM Effective HRM Effective Organization Effective Organization

17. Functions of HRM 1.Staffing Functions of HRM 5.Employee & Labor Relations 4.Safety & Health 3.Compensation & Benefits 2.Human Resource Development

18. 1.Staffing Process through which an organization ensures that it always has the proper number of employees with the appropriate skills in the right jobs at the right time to achieve the organization’s objectives.  It includes Personnel planning Job Analysis Recruitment Selection

19. 2.Human Resource Development Major Personnel function that consist not only of T&D but also individual career planning, developing activities and performance appraisal.  HRD is composed of Training Development Career planning Career Development Performance Appraisal

20. 3.Compensation & Benefits Consist of all direct, indirect, financial & non financial rewards given to employees in return of their services. Pay - Money that a person receives for performing a job Benefits – Additional Financial rewards in addition to base pay including paid vocations, sick leave, insurance etc. Non financial Rewards  The Job  The Environment

21. 4. Safety & Health Safety involves protecting employees from injuries caused by work related accidents. Health refers to employee’s freedom from physical or emotional illness. 5. Employee & Labor Relation Deals with employee employer relationship & dealing with labor unions

22. Managing Human Resources  Purpose of HRM is;  To attract  To Develop  To Motivate and  To Keep talented people  To achieve goals Challenges?