1. HRM Policies and Practices
Course Code: MGT450
Dr. Saqib Yousaf

2. Introduction to Course
Nature and Scope of HRM
Challenges in HRM
An Investment Perspective of HRM
Human Resource Planning
Job Analysis and Job Design
Recruitment and Selection
Inducting and Placing New Hires
Performance Appraisal
Compensation Management (components of remuneration, incentives, benefits and services, fringe benefits, perquisites, top executives remuneration)

3. Introduction to Course
Health and Safe Environment
Managing Separations and Rightsizing
Industrial Relations
Trade Unions
Resolving Disputes
Labour Laws in Pakistan
Equal Employment Practices in Pakistan
International Human Resource Management
Evaluating HR effectiveness

4. Grading System Assignment 10 MARKS Quizzes 10 MARKS
Graded Discussion 05 MARKS
Sessionals (I and II) 25 MARKS
Final Exam MARKS
TOTAL MARKS

6. Lecture Overview HRM Definition Scope of HRM
Difference between HRM and PM
Functions of HRM Department
HRM Functions and Objectives
Human Resource Management

7. Reading Material Gary Dessler : Human Resource Management
Publisher National Book Foundation

8. UNDERSTANDING THE NATURE AND SCOPE OF HRM
CHAPTER 1
UNDERSTANDING THE NATURE AND SCOPE OF HRM

9. Lecture Overview What is HRM? HRM Activities Scope of HRM
Difference between HRM and PM
HRM Objectives and Functions

10. HUMAN RESOURCE MANAGEMENT (HRM)
HRM defined as
“HRM is management function concerned with hiring , motivating and maintaining people in an organization. It focuses on people in organization”
(Aswathappa, 2008, p.5)

11. HRM: Peoples Dimensions In Organizations
HRM: the application of management functions and principles related to employees
HRM functions applicable every where (not for profit and profit driven organizations)
Employees decisions are integrated
Employee decision brings effectiveness/efficiency in organization
HRM includes all major activities in professional life of a worker
All activities from employee entry to managing performance and training until he or she leaves

12. HRM Activities HR Planning Job Analysis and Design
Recruitment and Selection
Training and Development
Remuneration
Welfare
Safe and Healthy Work Environment
Industrial relations

13. SCOPE OF HRM Introduction to HRM Employee Hiring Employee Remuneration
Employee Motivation
Employee Maintenance
Industrial Relations
Prospects of HRM

14. Scope Of HRM HRM IR Introduction of HRM Prospects of Employee Hiring
Remuneration
Career
Development
HRM
Employee
Motivation IR
Employee
Maintenance
Source: Aswathappa, 2008, p.6

15. The Semantics There two terms PM (Personnel Management )
HRM (Human Resource Management )
PM and HRM are different in scope and orientation
HRM is broad concept
PM and HRD (Human Resource Development) are part of HRM

16. Differences Between HRM and PM
Dimensions PM
HRM
1.Employment contract
Care full delineation of written contracts
Aim to go behind contract
2.Rules
Importance of devising clear rules
Can do outlook, impatience with rule
3.Guide to management action
Procedures
Business need
4.Behaviour referent
Norms ,customs and practices
Values and mission
5.Managerial task vis-à-vis labor
Monitoring
Nurturing
6.Speed of decision
Slow
Fast
7.Management role
Transactional
Transformational leadership
8.Communication
Indirect
Direct
9. Prized management skills
Negotiation
Facilitation
10.Selection
Separate ,marginal task
Integrated, key task
11.Labour management
Collective barraging contracts
Individual contracts
12.Job categories and grade
Many
Few
13.Job design
Division of labour
Team work
14.Conflict handling
Reach temporary truce
Manage climate and culture

17. Differences Between HRM and PM
Dimensions PM
HRM
15.Respect for employees
Labour is used as tool which is spendable and replaceable
Peoples are used as assets to be used for the benefit of organization
16.Shared interest
Interest of organizations are uppermost
Mutuality of interest
17.Evolution
Precedes HRM
Latest in evolution of subjects
18.Locus of control
External
Internal
19.Oganization principles
Mechanistic
Top down
centralized
Organic
Bottom-up
Decentralized
20.Key relations
Labour Management
Customers
21.Initiatives
Piecemeal
Integrated
22.Pay
Job evaluation
Performance related
23.Training and development
Controlled accessed to courses
Learning companies
Source: Aswathappa, 2008, p.7

18. HRM Functions and Objectives
The main objective of HRM is to ensure the availability of willing and competent force to an organization
There are other objective of HRM too
Societal objectives
Functional objectives
Organizational objectives
Personal objectives

19. HRM FUNCTIONS AND OBJECTIVES
Societal Objectives
Organizational
Objectives
Functional Objectives
Personal Objectives
Source: Aswathappa, 2008, p.8

20. HRM Functions and Objectives
1 Societal objectives
Societal objectives of HRM make sure that the organization is socially and ethically responsible
Minimizing negative impact of societal demands on organizations
For example: EOE laws forces organizations to be ethical in recruitment, to minimize the discrimination against hiring based on ethnicity, race, and religion etc.

21. HRM Functions and Objectives
2 Organizational objectives
To determine the role of HRM in organizational effectiveness
Its purpose is to assist/serve organization
HR department also serve other departments

22. HRM Functions and Objectives
3 Functional objectives
To maintain department contribution in organizational effectiveness
HR department services must fit into the organizational needs

23. HRM Functions and Objectives
4 Personal objectives
To assist employees in achieving their personal/individual goals
Maximum contribution to organization
Personal objectives are achieved when employees are satisfied, motivated and retained
Satisfied employees excellent services excellent organizational performance

24. HRM Functions and Objectives
HRM Objectives
Supporting Functions
Societal Objectives
Legal compliance
Benefits
Union-Management relationship
Organizational Objectives
Human Resource Planning
Employee Relations
Training and Development
Performance Appraisal
Placement
Functional Objectives
Personal Objectives
Compensation
Source: Aswathappa, 2008, p.10

25. Organization Of HR Department
Two issues
HR department placement in overall setup
Composition of HR department
Structure of HR
Structure of organization depend on whether organization is small or large
In small organization there is no need to have separate department to deals with activities relating to people
Many small organizations even do not have personnel managers
Outsourcing to firms specializing in managing accounts, pensions, funds and health & care

26. Organization Of HR Department
Earlier, in personnel department employee with little knowledge and competencies were placed
The responsibility was to arrange tours, picnics, and retirement/farewell parties
Now focus has changed, HR department has key place in overall organizations
Contrary to small-sized company, In large scale organization there is big department heading by Manager/Director

27. Organization Of HR Department
HR in Small Scale Unit
Owner
Accounts Manager
Office Manager
Production Manager
Marketing Managers
Personnel Assistant
Source: Aswathappa, 2008, p.10

28. Organization Of HR Department
HRM in large scale organization
Chairman
Director Finance
Director
R & D
Director HRM
Director Production
Deputy Director Recruitment
Deputy Director Training
Deputy Director Promotions
Source: Aswathappa, 2008, p.11

29. Composition Of HR and Personnel Department
Director HRM
Manager
Personnel
Administration
HRD
Manager IR HR
Planning
Hiring
Complaints
Compensation PR
Canteen
Welfare
Transport
Legal
Director HRM
Source: Aswathappa, 2008, p.12

30. Outsourcing HR Activities
Outsourcing or Subcontracting: Transfer activities to specialist organizations
Reasons
Restructuring
Downsizing
Growth in business
Decline in business
Benefits
Cost efficiency
Access to expertise

31. Summary What is HRM? HRM Activities Scope of HRM
Difference between HRM and PM
HRM Objectives and Functions