1. HUMAN RESOURCE MANAGEMENTBy
Prof. Dr. Salahuddin Khan
(Ph.D Sports Sciences)

2. Introduction
Human beings are social beings, hardly ever live, and work in isolation. We always plan, develop and manage our relations both consciously and unconsciously. The relations are the outcome of our actions and depend largely upon our ability to manage our actions. From childhood, every individual acquire knowledge and experience on understanding others, and how to behave in situations of life. Later we carry forward this learning and understanding in carrying and managing relations at our workplace. The whole context of Human Resource Management revolves around this core matter of managing relations at work place.

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Since mid-1980’s Human Resource Management (HRM) has gained acceptance in both academic and commercial circle.
HRM is a multidisciplinary organizational function that draws theories and ideas from various fields such as management, psychology, sociology and economics.

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There is no best way to manage people and no manager has formulated how people can be managed effectively, because people are complex beings with complex needs.
Effective HRM depends very much on the causes and conditions that an organizational setting would provide. Any Organization has three basic components, People, Purpose, and Structure.

5. What is Human Resource Management?
HRM is the study of activities regarding people working in an organization. A managerial function tries to match an organization’s needs to the skills and abilities of its employees.
Human resources management (HRM) is a management function concerned with hiring, motivating and maintaining people in an organization. It focuses on people in organizations.
Human resource management is designing management systems to ensure that human talent is used effectively and efficiently to accomplish organizational goals.

6. Human Resources Applies to Any Size of Organization
All organizations have people they have human resources.
Regardless of the size of an organization or the extent of its resources, the organization survives and flourishes because of the capabilities and performance of its people.
The activities to maximize those capabilities and that performance are necessary regardless of whether the organization refers to them as Human Resource Management, Human Resource Development or Human Resources or has no formal name for those activities at all.

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Those activities are the responsibility of all people in the organization.
Thus, members of organizations, regardless of size or resources, will benefit from using the resources.

8. Function of Human Resource Management (HRM)
The Human Resource Management (HRM) function includes a variety of activities, and key among them is responsibility for human resources.
For deciding what staffing needs and whether to use independent contractors or hire employees to fill these needs,

9. Continue----- Recruiting and training the best employees,
Ensuring they are high performers,
Dealing with performance issues,
In addition, ensuring your personnel and management practices conform to various regulations
Managing your approach to employee benefits and compensation,
Employee records and personnel policies

10. Aims of HRM The Government exists to serve the community:
Serving the Community is the Government's single most important aim, to which all civil servants should be committed. It requires the Government to provide the services the community needs, and to provide the leadership

11. Continue------ Foster stability and prosperity,
Improve the quality of life for the whole community,
Care for those who need help,
Protect the rights and freedoms of the individual,
Maintain the rule of law, and
Encourage people to play their part in the community

12. PRINCIPLES OF HRM
The Government establishes four main (Being accountable, living within in our means, managing for performance, and developing our culture for development) principles, which guide us in our work.
The following additional principles are adopted to guide departments in their Human Resource Management work:

13. Continue----- The Government should be a good employer;
People are our most important asset;
Staff are recruited and their careers managed on the basis of merit;
Staff should take their share of responsibility for developing their potential;
Staff management is the responsibility of all managers; and
Departmental Human Resource Management plans must be guided by departmental plans and objectives.

14. SCOPE OF HRM
The scope of HRM is indeed vast. All major activities in the working life of a worker – from the time of his or her entry into an organization until he or she leaves the organizations comes under the preview of HRM.
The major HRM activities include HR planning, job analysis, job design, employee hiring, employee and executive remuneration, employee motivation, employee maintenance, industrial relations and prospects of HRM.

15. Continue------ The scope of Human Resources Management extends to:
All the decisions, strategies, factors, principles, operations, practices, functions, activities and methods related to the management of people as employees in any type of organization.
All the dimensions related to people in their employment relationships, and all the dynamics that flow from it.

16. Continue----- Scope of HRM

17. RESPONSIBILITIES OF MANAGERS OR HEAD OF THE DEPARTMENT (HoD)
Managers or HoDs in departments are the implementers of Human Resource Management policy, and as such, vital to successful management practices - they hold the key to performance management.
To do so they should:

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Identify individual objectives for staff to work towards, based on those of the department;
Provide staff with on-going guidance and supervision, including regular performance feedback;
Conduct appraisals;
Counsel and initiate appropriate action where necessary to address poor performance or misconduct;

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Identify training and development needs for staff and match these where possible to the opportunities available;
Communicate regularly with staff on subjects that affect them; and
Take an interest in the welfare of staff.

20. Individual Managers or HoDs
Individual Managers or HoDs should be committed to the Government's aim to serve the Community. They should also:
Be committed to the mission, objectives and values of their departments;
Understand the duties and responsibilities of their job and to do their best to fulfill what is expected of them;
Work with their manager to identify their own training and development needs and where possible to take steps to meet these; and
Abide by Civil Service rules and regulations.

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THANK YOU SO VERY MUCH