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What is HRM?
Welcome to the class of Human Resource Management
Course Facilitator Asif Jalees The purpose of HRM is to improve the productive contribution of people to the organization in ways that are strategically, ethically and socially responsible.

Reason of HR Department within an Organization

HR itself is a Supporting Department it works strategically with organization. The department decides neither strategy nor a supervisors treatment of employees, although it strongly influences both.
a) b) c) d) e) f)

Supporting Functions
Typically HR department has following functions within an organization: Recruitment & Selection Training & Development Payroll Compensation & Benefits Industrial Relations Employee Communication & Performance Management

Secret The Secret of success for any organization is their employees. Thats why we call Employees are our Asset

Objectives of HRM Managers and HR department of any organization achieve their purpose by meeting Objectives. Objectives are benchmarks against which actions are evaluated.

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Types of Objectives in an Organization

Organizational Objective:

Functional Objective:

What Organization is looking for in future. It could be increase penetration in a market, increase number of shares, increase number of production, looking for new ventures with in the country or outside the country.

To maintain the departments contribution at a level appropriate to the organizations need. It could be like developing employees of any specific department, brining new technology and providing development opportunities for that technology.

Societal Objective:

Personal Objective:

To be ethically and socially responsive to the needs and challenges of society while minimizing the negative impact of such demands on the organization.

To assist employees in achieving their personal goals at least insofar as those goals enhance the individuals contribution to the organization.

Objectives in Human Resource Management

Management Objective Supporting Activities - Legal Compliance - Benefits - Union Management Relations

Objectives in Human Resource Management

Management Objective
-

Supporting Activities
Human Resource Planning Employee Relation Hiring of best fit Training and Development Appraisal Placement Assessment

a) Societal Objective

b) Organizational Objective

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Objectives in Human Resource Management

Management Objective
-

Objectives in Human Resource Management

Management Objective Supporting Activities
- Training and Development - Employees Appraisal - Placement - Compensation - Assessment

c) Functional Objective

Supporting Activities Departmental Appraisals Placement Assessment

d) Personal Objective

Line and Staff Concepts

Organizational structure involves the designation of jobs within an organization and the relationships among those jobs. There are numerous ways to structure jobs within an organization, but two of the most basic forms include simple line structures and line-and-staff structures.

Line Organization
In a line organization, top management has complete control, and the chain of command is clear and simple. Examples of line organizations are small businesses in which the top manager, often the owner, is positioned at the top of the organizational structure and has clear "lines" of distinction between him and his subordinates.

Line and Staff Organization

The line-and-staff organization combines the line organization with staff departments that support and advise line departments. Most medium and large-sized firms exhibit line-and-staff organizational structures. The distinguishing characteristic between simple line organizations and line-and-staff organizations is the multiple layers of management within line-and-staff organizations.

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Strategy

Strategic Planning
Strategic planning is an organization's process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy. In order to determine the direction of the organization, it is necessary to understand its current position and the possible avenues through which it can pursue a particular course of action.

What is Strategy? The art of planning a campaign.

Tenure / Duration
In many organizations, this is viewed as a process for determining where an organization is going over the next years more typically - 3 to 5 years (long term), although some extend their vision to 20 years.

Key Components of Strategic Planning

Vision Mission Values Strategy

Defining Key Components of Strategic Planning Vision: Outlines what the organization wants to be, or how it wants the world in which it operates to be. It is a long-term view and concentrates on the future.

Defining Key Components of Strategic Planning Mission: Defines the fundamental purpose of an organization or an enterprise, describing why it exists in the world.

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Defining Key Components of Strategic Planning

Values: Beliefs that are shared among the stakeholders of an organization. Values drive an organization's culture and priorities and provide a framework in which decisions are made.

Defining Key Components of Strategic Planning

Strategy: Strategy, narrowly defined, means "the art of the general." A combination of the ends (goals) for which the firm is striving and the means (policies) by which it is seeking to get there. A strategy is sometimes called a roadmap which is the path chosen to plow towards the end vision.

Tools for Strategic Planning

SWOT Analysis (Strength, Weakness, Opportunities and Threats) Balance Scorecards Scenario Planning PEST Analysis (Political, Economic, Social and Technological)

Cycle of Strategic Planning

Strategic Human Resource Management

Strategic Human Resource Management is the process of linking the human resource function with the strategic objectives of the organization in order to achieve the targets.

It may include: Hiring the best for the job. Giving good compensation packages. Retaining the employees. New development plans for employees. Re-Engineering of the organization. Employer Branding. Competitive Charter with Union.

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Human Resource Information System (HRIS)

HRIS, is a software solution for small to mid-sized businesses to help automate and manage their HR, payroll, management and accounting activities.

Benefits
Organization charts (Create professional looking, dynamic organization charts) Employee self service (Employees can update personal information, absence transactions and payroll information) Benefits Administration (Save paper, reduce administration time, and improve data accuracy) Track training for employees. Performance Results Applicant Information etc.

HR, Technology and Internet

In recent years technology has drastically changed our way of life. It has also introduced new ways of doing traditional practices.

HR, Technology and Internet

E Recruitment a) Short listing of CVs through Job Portals. b) Sending online employment forms, c) Conducting interviews through Skype and Video conferencing. d) Companys attractive website. e) Office Emails (Lotus, Outlook express etc.)

Competencies of HR Person
Thorough knowledge of the companys business. Good Facilitator Good Writing Skills Good Leader and Speaker Good Listener Good command of Finance and Computer Skills

Thank you