1. Human Resource Management
Lecture-13

2. Summary of Lecture-12

3. Human Resources Planning (HRP)

4. The systematic review of human resource requirements.

5. The Human Resource Planning Process

6. Taking appropriate actions
Forecasting the supply of human resources
Forecasting the demand for human resources
Comparing forecasted supply and forecasted demand
Taking appropriate actions

7. Outcomes of Human Resource Planning

8. Comparison of demand and supply
Supply larger than demand
Demand higher than supply
Demand equal to supply
Plan for workforce reduction
Plan for growth
Plan for stability

9. Today’s Topics

10. Strategic Planning
Human Resource Information Systems (HRIS)
Relationship of HRIS with overall MIS

11. Strategic Planning

12. Determine the organizational mission.
Scan the organizational environment.
Set strategic goals.
Formulate a strategic plan.

13. 1. Determine the Organizational Mission

14. Mission statement organization’s overall purpose
basic business scope and operations

15. Answer questions Why does our organization exist?
What unique contributions can it make?

16. 2: Scan the Organizational Environment

17. External Environment Political Legal Economic Social Technological
Industry
Internal Environment
Organization culture
Structure
Current mission
Past history
Layers of management
Span of control

18. S W O T Internal Strengths Internal Weaknesses External Opportunities
External Threats

19. 3: Set Strategic Goals

20. Desired outcomes to accomplish mission
Specific
Challenging
Measurable

21. 4. Formulate a Strategic Plan

22. Courses of action to meet strategic goals
Specifies functional or departmental goals

23. The Strategic Direction-HRM Linkage

24. Mission
Objectives & Goals
Strategy
Structure
People

25. What is Strategic Management?

26. analyze competitive situation develop strategic goals
devise plan of action
allocate resources
implement plan
evaluate results
SM is a process for
analyzing a company’s competitive situation,
developing the company’s strategic goals,
and devising a plan of action,
and allocation of resources
human
organizational
physical
that will increase the likelihood of achieving those goals

27. Strategic Human Resource Management

28. The pattern of planned human resource deployments and activities intended to enable an organization to achieve its goals.

29. ‘Help, I need information!’

31. What is an Information System?

32. A set of interrelated components that collect (or retrieve), process, store, and distribute information to support decision making and control in an organization

33. Components of Information Systems

34. An information system is not a computer alone.
Information systems consist of…
Technology
Organizations
People

35. The Management Information System

36. Management Information System
Environment
Micro-
forces
Macro-
environment
Manager
Analysis
Planning
Leading
Control
Management Information System
Developing information
Assessing
information
needs
Internal
records
Management
intelligence
Management
decision
support
analysis
Research
Distributing
information
Management decisions and communication 1

37. Business Information Systems

38. H R M Marketing Finance Production Operations Accounting
This slide corresponds to Figure 10.2 on pp. 406 and relates to the material on pp
Instructor's Note: This slide provides an overview and introduction into business information systems. Functional areas are covered in greater detail on subsequent slides.
Marketing
Production
Operations
H R M
Business Information Systems refer to the use of an IS to support a specialized business function such as those shown on the slide. End users in organizations typically come in contact with IS through their job area specialty. Key function areas for business information systems include:
Production/Operations. This involves the use of IS to assist in the transformation process of an organization to produce physical products for sale. (Manufacturing resource planning, manufacturing execution systems, and process controls)
Marketing. This involves the use of IS to assist in the placement and promotion of products and to facilitate feedback from customers. (Interactive marketing, sales force automation, advertising and promotion, and market research).
Human Resource Management. This involves the use of IS to assist in recruiting, selecting, training, and advancement of the personnel resources needed by the firm to meet its strategic objectives. (Compensation analysis, employee skills inventory, and personnel requirements forecasting).
Accounting. This involves the use of IS to assist in managing the debts and credits of the organization and to meet tax obligations and take advantage of tax opportunities. (Order processing, inventory control, accounts receivable, accounts payable, payroll, and general ledger)
Finance. This involves the use of IS to assist in acquiring and managing the capital resources necessary to operate an organization. (Cash management, credit management, investment management, capital budgeting, and financial forecasting).
Accounting
Finance 3 3 3 3

39. HR Information Systems

40. Compensation Analysis Personnel Record-Keeping Requirements
This slide relates to the material on pp
Compensation
Analysis
Personnel
Record-Keeping
Requirements
Forecasting
Governmental
Reporting
Employee Skills
Inventory
Training and
Development
Human
Resource
Management 6 7 7 7

41. HR Information System

42. The system used to acquire, store, manipulate, analyze, retrieve, and distribute pertinent information regarding an organization’s HR.

43. Name: Kamran Tayyab DOB: 01/1/79 Job: Programmer. Hired:
Name: Kamran Tayyab DOB: 01/1/79 Job: Programmer Hired: 05/1/04 Education: MSE Performance: Rising to the top Pay: Rs. 25,000+12, KSA: JAVA & C

44. Determining Information Needs

45. Types of information General work activities
How the job relates to other jobs
Procedures used on the job

46. behaviors required on the job
physical movements and demands
machines, tools, equipment, and work aids

47. physical environment of the job
organizational and social context of the job
work schedule and incentive compensation

48. personal requirements (i. e
personal requirements (i.e., skills, education, training, experience, physical demands)

49. Human resource information systems are designed to support

50. Planning to meet the personnel needs of the business.
Development of employees to their full potential.
Control of all personnel policies and programs.

51. Common HRIS Functions

52. Job analysis information can be placed in the HRIS.
The program can write job descriptions and job specifications.
Constant monitoring of compliance with EEO legislation.

53. Maintain records of rejected applicants.
Saves money and time in compiling reports.
Ensure that women and minorities or not be adversely affected.

54. Track minority hiring, recruitment, and advancement.
Forecast supply and demand of labor from both the internal and external labor markets.

55. Useful for internal recruiting.
Can post job opening for employees to access.
Can search for match between job specifications and applicant qualification.

56. Applicant tracking system.
Administering and scoring ability tests.
Scanning resumes submitted online (web based or ) or in person (or mail).

57. Structured interviews.
Matching qualifications with open positions (finding a good fit).
Also, consider budgetary concerns.

58. Help with registration, tracking training, monitor training costs, and schedule training.
Used to deliver training.
Career and managerial succession planning.

59. Used to provide assessment tests to help employee’s plan their own career.
Predict career paths.
Provide PA instruments and results.

60. Comparisons between employees, groups, or supervisors ratings.
Monitor attendance.
Monitor compliance with Labor Standards.

61. Individual sale data can be accessed (tracking commissions).
Benefits can be managed and administered by computers.
Planned raises and wage histories.

62. Provides reports for Occupational Safety and Health Administration (OSHA).
Track hazardous materials.
Track accidents and costs of accidents.

63. Record employee safety training.
Record employee exposure to various conditions and chemicals.
Track disciplinary actions and grievances.

64. Labor contract data.
Worker seniority list.
Etc.. 

65. So…..

66. Let’s stop it here

67. Summary

68. Strategic Planning
Human Resource Information Systems (HRIS)
Relationship of HRIS with overall MIS

69. Next….

70. Job Analysis

71. Human Resource Management
Lecture-13