KHADIM ALI SHAH INSTITUTE OF BUSINESS

AND TECHNOLOGY

• COURSE: MANAGING HUMAN CAPITAL

• ASSIGNMENT: SCRIPT WRITING

• INSTRUCTOR: SIR RANJEET KUMAR

S.No Student Name Student ID

1. Sualiha Anwar 20267

2. Maryam Noor 20185

3. Muhammad Bilal 20329

4. Syed Jehanzaib Ali 20224

5. Ammara Abu Bakar 20325

6. Abdul Mateen 19930

7. Shahzaib Ahmed 19765

8. Arsalan ul Haq 19867

9. Muhammad Faisal 19887

10. Danish 19771

11. Mohammad Shahzaib 19769

12. Fareed 19766

13. Abdul Rehman 19860

14. Augustine 19227

15. Tayyab 19226

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MANAGING HUMAN CAPITAL
LECTURE # 1
Date: March 03, 2024

• Sualiha Anwar ( JD- Functional)

• Ammara Abu Bakar ( JS - behavioral)
• Abdul Mateen (Payroll)
• Muhammad Bilal (compensation and benefits policies)
• Syed Jehanzaib ( right Job size)
• Shahzaib Ahmed (Computer literacy)
• Fareed (Payroll software)
• Danish (Numerical skills of HRM)
• Abdul Rehman (payroll SOPs)
• Mohammad Shahzaib (Relation with bank and money)
• 11: Muhammad Faisal (Provident funds of EOBI)
• 12: Arsalan ul Haq ( Excel - power BI)
• 13: Maryam Noor ( Benefits of calculation sheet)

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TOPIC 1: JD FUNCTIONAL:

The functional aspects of job details in Human Resource Management (HRM), we

focus on the specific responsibilities, tasks, and qualifications required for HR roles.
Here's a breakdown of the functional aspects typically included in HRM job details

Recruitment and Selection:

Developing job descriptions and specifications. Posting job advertisements and
managing recruitment channels. Screening resumes, conducting interviews, and
selecting candidates. Coordinating onboarding processes for new hires.

Recruitment and Selection:

Developing Job
Descriptions and
Specifications

Posting Job Screening Resumes,

Coordinating
Advertisement an d Conducting
Managing Onboarding Processes
Interviews, and
for New Hires
Recruitment Channels Selecting Candidates

Employee Relations:
Handling employee grievances and conflict resolution. Conducting investigations
into workplace issues or complaints. Advising managers and employees on company
policies and procedures. Mediating disputes between employees or between
employees and management.

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Training and Development:
Identifying training needs and designing training programs. Organizing and
facilitating training sessions or workshops. Tracking employee training progress and
evaluating training effectiveness. Developing career development plans and
succession planning strategies.

Performance Management:
Developing performance appraisal systems and processes. Conducting performance
reviews and providing feedback to employees. Setting performance goals and
objectives in alignment with organizational objectives. Implementing performance
improvement plans as needed.

Performance Management
Conducting Conducting
Developing Implementing
Performance Performance
Performance Performance
Reviews and Reviews and
Appraisal Systems Improvement Plans
Providing Feedback Providing Feedback
and Processes as Needed
to Employees to Employees

Compensation and Benefits:

Administering employee compensation and benefits programs. Conducting salary
surveys and analyzing compensation trends. Managing employee payroll processing
and ensuring accuracy. Communicating benefit plans and assisting employees with
benefit-related inquiries.
Example:
At ABC Inc., HR oversees employee compensation, benefits, and payroll. They
conduct salary surveys, manage payroll processing for accuracy, and communicate
benefit plans to employees, assisting with inquiries.

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 Administering Compensation and benefits programs
• Managing Payroll Processing and Ensuring Accuracy.

Conducting Salary Surveys and Analyzing Trends.

• Communicating Benefit Plans and Assisting Employees with Inquiries.

HR Policies and Compliance:

Developing, implementing, and enforcing HR policies and procedures. Ensuring
compliance with employment laws and regulations. Keeping abreast of changes in
labor laws and updating policies accordingly. Conducting audits to ensure HR
practices align with legal requirements.

HR Policies and Compliance

Develop Policies Implement Enforce Policies

Policies

• Legal Communication Monitoring &

Research & & Training Enforcement
Interpretation

Ensure Compliance Conduct Audits

with Employment Update Policies
Laws & Regulations

• Policy Review Compliance

• Stay Informed & Revision Audits &
of Legal Assessments
Updates

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Employee Engagement and Retention:
Implementing strategies to foster employee engagement and morale. Conducting
employee satisfaction surveys and analyzing feedback. Developing retention
initiatives such as recognition programs or career development opportunities.
Monitoring turnover rates and implementing strategies to reduce turnover.
Example: ABC Company implements various strategies to enhance employee
engagement and retention. They conduct regular employee satisfaction surveys to
gather feedback and insights. Based on the survey results, they introduce initiatives
such as quarterly recognition programs to acknowledge outstanding performance and
promote a positive work culture. Additionally, ABC Company invests in career
development opportunities, providing training programs and mentorship to help
employees grow within the organization. By monitoring turnover rates and
identifying areas for improvement, they implement targeted strategies to reduce
turnover and foster long-term employee commitment and satisfaction.

HR Administration and Record-Keeping:

Maintaining accurate employee records and databases. Processing HR-related
paperwork, such as employment contracts and termination documents. Managing HR
documentation, including employee handbooks and policy manuals. Ensuring
compliance with data privacy and confidentiality regulation.

Example: XYZ Company maintains accurate employee records and databases to

ensure efficient HR operations. They handle HR-related paperwork, including
employment contracts and termination documents, promptly and accurately. XYZ
Company also manages comprehensive HR documentation, such as employee
handbooks and policy manuals, to provide employees with clear guidelines and
expectations. Moreover, they prioritize compliance with data privacy and
confidentiality regulations, implementing strict measures to safeguard employee
information. By maintaining organized records and adhering to regulatory
requirements, XYZ Company facilitates smooth HR processes and enhances
employee trust and confidential

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TOPIC 2 : JS Behavioral:

In HRM, job satisfaction behavior refers to the observable actions, attitudes, and
reactions exhibited by employees in response to their level of satisfaction with their
job roles, work environment, and overall experiences within the organization.
These behaviors can manifest in various ways:

Engagement:
Engaged employees are enthusiastic about their work, motivated to contribute, and
willing to go above and beyond their job requirements.
Example:
A highly engaged employee proactively seeks opportunities to improve processes
within their department, participates eagerly in team meetings, and consistently
volunteers for additional responsibilities beyond their job description.
Productivity:
Satisfied employees tend to be more productive, efficient, and focused on achieving
organizational goals.
Example:
A satisfied employee consistently meets or exceeds their performance targets,
completes tasks efficiently, and demonstrates a high level of focus and dedication to
their work.
Retention:
Employees who are satisfied with their jobs are more likely to stay with the
organization for longer periods, reducing turnover rates and associated costs.
Example: An employee who is satisfied with their job is more likely to remain with
the organization for several years, showing loyalty and commitment to the
company's mission and values.
Collaboration:
Satisfied employees are often more collaborative, willing to work with others, share
knowledge, and contribute to team success.
Example: A satisfied employee actively seeks out opportunities to collaborate with
colleagues, readily shares information and resources, and contributes positively to
team dynamics and cohesion.

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Innovation:
Job satisfaction can foster a conducive environment for creativity and innovation, as
satisfied employees feel empowered to propose new ideas and solutions.
Example: A satisfied employee feels empowered to suggest new ideas or
improvements to existing processes, participates in brainstorming sessions, and takes
initiative to implement innovative solutions to organizational challenges .

Customer Service:
Satisfied employees are more likely to deliver high-quality customer service, as they
are motivated to meet customer needs and exceed expectations.
Example: A satisfied employee consistently delivers exceptional customer service,
going the extra mile to address customer needs, resolve issues promptly, and create
positive experiences that build customer loyalty.

Absenteeism:
Job satisfaction can influence absenteeism rates, with satisfied employees being less
likely to take unplanned absences or sick leave.
Example: A satisfied employee rarely takes unplanned absences or sick leave,
demonstrating a strong commitment to their job and a willingness to fulfill their
responsibilities even during challenging times.

Work Relationships:
Satisfied employees tend to build positive relationships with colleagues, managers,
and clients, leading to a more harmonious work environment.
Example: A satisfied employee actively engages in team-building activities,
collaborates effectively with colleagues on projects, and fosters a supportive and
inclusive work culture by offering assistance and encouragement to peers.
Job Crafting:
Employees who are satisfied with their jobs may engage in job crafting, where they
proactively modify their job roles and tasks to better align with their skills, interests,
and values.
Example: A satisfied employee takes the initiative to redesign aspects of their job to
better utilize their strengths and interests. For instance, they may request to take on
new responsibilities that align with their skills or propose changes to existing
processes to enhance efficiency.

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Organizational Citizenship Behaviors (OCBs):
Satisfied employees are more likely to engage in OCBs, such as volunteering for
additional tasks, helping coworkers, and participating in organizational initiatives
beyond their formal job responsibilities.
Example: A satisfied employee consistently demonstrates OCBs by volunteering to
mentor new hires, participating in company-wide initiatives, and offering
constructive feedback to help improve organizational processes. They go above and
beyond their formal job duties to contribute positively to the organization's success.

TOPIC 3: PAYROLL
Refers to the process of managing and administering the financial aspects of paying
employees within a company or organization. It involves calculating employees'
wages or salaries, deducting taxes and other withholdings, and issuing payments to
employees. Additionally, payroll may include managing employee benefits, keeping
accurate records, and ensuring compliance with tax and labor laws. Essentially,
payroll encompasses all tasks related to compensating employees for their work.

The elements of payroll

Employee Information:
Collect and maintain accurate records of employee details such as name, address,
social security number, and tax withholding information.

Timekeeping:
Track hours worked by employees, including regular hours, overtime, vacation
time, sick leave, and any other types of leave.

Salary/Wage Calculation:
Calculate employee wages or salaries based on their hourly rate, salary, and other
compensation agreements.

Deductions:
Deduct various items from employees' gross pay, such as federal, state, and local
taxes, social security contributions, health insurance premiums, retirement plan
contributions, and other voluntary deductions.

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Benefits Administration:
Manage employee benefits programs, including health insurance, retirement
plans, life insurance, and other perks offered by the company.

Payroll Taxes:
Withhold and remit payroll taxes to the appropriate government agencies,
including federal income tax, state income tax, social security tax, and Medicare
tax.

Payroll Processing:
Process payroll on a regular schedule, whether weekly, bi-weekly, or monthly,
and ensure accurate and timely payments to employees.

Recordkeeping:
Maintain detailed records of payroll transactions, including employee earnings,
deductions, tax withholdings, and other relevant information.

Compliance:
Ensure compliance with all relevant federal, state, and local laws and regulations
governing payroll, including labor laws, tax laws, and reporting requirements.

Reporting:
Generate reports and documents as required by law or company policy, such as
year-end tax forms (e.g., W-2s), payroll registers, and financial reports.

These elements collectively form the payroll process, which is essential for
accurately compensating employees and maintaining legal compliance

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TOPIC 4: COMPENSATION AND POLICIES
Compensation and benefits refer to the monetary and non-monetary rewards an
employee receives from their employer in exchange for their work. Together, they
make up a total compensation package, which may include salary, bonuses,
insurance, retirement contributions, and various other perks aimed at attracting,
motivating, and retaining employees.

Overall compensation is the top factor that job seekers consider when accepting a
new job. At the same time, compensation, benefits, and related taxes can account for
up to 70% of business costs, highlighting the importance of getting comp & ben right
at your company.
What is the difference between compensation and benefits?
The main difference between compensation and benefits is that compensation is a
financial form of remuneration, while benefits are non-financial.

Compensation is the money an employee receives in exchange for their labor, which
could be a salary, wages, commission, and bonuses. This money is subject to
taxation. HR uses compensation to attract top talent and boost retention rates.

Benefits are extra perks or rewards that an organization provides to an employee,

and they may have a financial value, but the employee doesn’t receive any cash
directly. This includes health insurance, stock options, gym memberships, flexible
working hours, “summer Fridays,” learning and development opportunities, and
retirement savings plans. Some benefits are exempt from taxation.

HR utilizes benefits to motivate employees, increase engagement and performance,

and accommodate the different needs that different candidates and team members
have.

For example, an employee in their 40s is likely to value a pension plan or parental
leave more than a recent graduate would. These desires may change depending on
personal life circumstances as well as changes in the economy.

TYPES OF COMPENSATION
Direct Compensation:
Direct compensation is the financial compensation, or cash, given from the
employer to the employee for their services.

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Base pay:
Base pay (also known as basic salary or base salary) refers to the fixed financial
amount that an organization pays its employees in exchange for the services they
perform. This amount is negotiated during the hiring process and agreed upon before
the employment contract begins. It is typically an annual or monthly salary or an
hourly rate.

Overtime pays:
Overtime pay is the amount of extra pay an employee receives for working extra
hours on top of their scheduled contract hours.
Every company should establish a set of normal working hours to clarify overtime.
For example, if the normal working week hours are 30, then an employee who works
40 hours is eligible for overtime pay for those additional 10 hours.
All employees covered by The Fair Labor Standards Act (FLSA) – nonexempt
employees – who work over 40 hours per week are eligible for overtime pay. The
Federal Overtime law states that employers must compensate workers at least time
and a half for the overtime worked.

Variable compensation:
Variable compensation (also known as variable pay) is compensation given to an
employee that is based on performance. Variable compensation aims to reward and
encourage a specific behavior or result.
These pay programs are typically implemented with sales teams and are often given
in the form of bonuses and commissions. For example, if an individual employee
achieves a professional milestone, an entire team meets a goal, or the entire company
meets a specific target, then those people are rewarded accordingly.
These performance goals will be pre-determined and outlined with a target date.
There may also be a range of payouts, which is based on how close the results are to
the original target.

Sales compensation:
A sales compensation strategy is often used to motivate a sales team to achieve its
goals. It will typically comprise a base salary and be topped up with commissions,
bonuses, and other performance-based incentives, all of which are tailored to the
role and company in question.
In this form of direct compensation, the base salary will often be minimal, while
the commissions and bonuses are lucrative. That is to incentivize employees to
achieve certain performance goals and contribute to the success of the company.

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Get Additional Insights:
Types of Compensation: Everything HR Professionals Need to Know Indirect
compensation. Indirect compensation refers to monetary and non-monetary
incentives given to an employee to increase their overall engagement and motivation
at work. This type of compensation still has a financial value, but employees don’t
receive it in cash form.
Here are some of the common forms of indirect compensation. Note that there’s an
overlap between what’s considered indirect compensation and what’s regarded as
benefits.

Equity:
The employee is offered equity in the company via shares of stock or the option to
buy shares. This is a common part of compensation packages within startups
where cash is low, and they desire to reward employees who are the first through
the door.
When the company succeeds, the employee succeeds too, which incentivizes them to
work to achieve
the company’s goals.
Benefits to protect employees
Employees often offer a wide range of benefits that are meant to protect employees’
future, including
health insurance, life insurance, pet insurance, pension plans, and more.
Health insurance is a big consideration for people working in countries without
access to free healthcare, such as the US. However, private healthcare can still be a
huge incentive to people living in countries with access to free healthcare because
it can mean reduced waiting times and access to more specialist consultants.
According to research by Harvard Business Review, 88% of people surveyed
said that private health insurance would be a factor when considering a job
offer.

Non-monetary incentives
Non-monetary perks include experiential rewards, time to work on self-determined
projects, additional time off, flexible working, extra opportunities for development,
wellness programs, restaurant vouchers, free snacks or meals at the office, and
branded merchandise.
The new generation of workers care more about the benefits offered in a
compensation package than ever before, and companies are listening.
For example, Atlassian prioritizes its employee’s health and wellbeing and offers

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care plans to manage and improve mental health. Beauty Pie gives employees a
full day off on their birthday, in addition to mental health days.
Facebook provides four months of parental leave for parents within the first year
of birth or adoption and reimbursement for egg-freezing and adoption fees.
Incentives like these can go a long way to improving the happiness and wellbeing
of your employees inland out of the workplace. However, it’s essential that you
offer a variety of incentives that your ideal candidate (now and in the future) is
looking for.

Dive In:
11 Top Non-Monetary Incentives to Reward Your Employees Total compensation
A total compensation package is the combination of direct and indirect forms of
compensation, which is then presented to an employee as part of their contract. It’s
an important part of a company’s talent acquisition strategy. Benefits are often also
considered part of the total compensation package.
Every new hire should receive a clear report of their compensation package and
know who to contact if they have any questions. Splitting direct and indirect
compensation into two columns can make it easier for your employees to understand
what they will receive and are entitled to.
The law requires all companies to provide a basic set of compensation to employees,
but an attractive compensation package will help you stand out from the crowd and
win the war on talent, as well as retain your best employees.
Types of employee benefits Total rewards platform Benify has identified four
distinct categories, which are:
▪ Benefits at work
▪ Benefits for health
▪ Benefits for financial security
▪ Life style benefits
Let’s take a closer look at these benefit categories.
Benefits at work flexible working hours
Flexible working hours mean that employees are able to have some control over
their schedule and work at times most convenient for them. This is especially
important for parents, pet owners and carers.
According to a survey by Future Forum, 95% of respondents care more about
flexible hours than remotework, while a report by Adobe found that 84% of
enterprise employees would like some flexibility.
On top of this, HBR’s survey found more flexible hours to be second on the list of
the most desirable employee benefits.
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Paid time off
Paid time off is usually given to salaried employees and termed as annual leave.
This is typically in the range of two to four weeks each year, which the employee
can use as and when they like.
Some companies, such as Airbnb, have introduced an unlimited PTO benefit,
which gives employees much more flexibility to manage their own leave as long as
they continue to meet their responsibilities.
The added benefit of this to the organization is that they don’t have to pay back
employees for any
unused paid time off when they leave the organization, which can be costly.

Leave:
There are many other types of leave that an organization can offer its employees,
including sick leave, parental leave, public holidays, bereavement leave, study
leave, adverse weather leave, volunteer time off, and more.
Sometimes, this leave will be paid, and other times, it won’t, depending on the
company policy.

Skills development:
Another benefit that employers can offer is funding for extra tuition or student
loans, as well as budgeting for online courses, workshops, and certification
programs that help employees learn new skills and progress in their careers.

Food & beverages:

Offering free or discounted food and beverages at work is a popular voluntary
benefit, particularly in Europe, and can go a long way in improving the
happiness of your staff.
Whether you offer snacks or free tea and coffee in the break room, subsidized
meals, or vouchers that cover your employee’s food while at work, this can
really set you apart from your competition. Plus, offering healthy snacks, food,
and plenty of water machines or free bottles of water will keep your employees
energized and productive throughout the day.
Gifts & activities:
Whether it’s a team bonding experience, an evening out, company swag,
recognition rewards, or even a birthday gift, these small perks all contribute to a
happy and positive work environment. For example, Zappos recognizes
employees’ achievements by rewarding them with “Zollars,” which can be spent in
store, at the movies, or used to make a donation to charity.
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Benefits for Health:
Health care
This includes common healthcare such as health insurance, dental plans, and
vision plans. But some companies go the extra mile by offering more specialized
services such as massage therapy, physiotherapy, acupuncture, fertility
treatment, and more. Apple’s major campuses provide all employees with access
to an on-site doctor, nurse, dietician, and acupuncturist.

Wellness incentives
As a society, we are starting to acknowledge that health does not just relate to the
physical body but also the emotional, mental, and spiritual body. Therefore,
many companies are taking a more holistic approach to health and offering more
encompassing wellness incentives for employees. This includes therapy sessions,
a care plan for each employee, sleep pods to take a quick power nap at work, and
more.

Career platform Zippia compiled numerous statistics and reports that effective
employee wellness programs reduce absenteeism by 14-19%, and over 85% of
employees in these programs intend to stay in their jobs.
Example 1: A full-time hourly employee in retail compensation
Benefits
Base pay: $12 per hour (up to 40 hours per week)
Overtime pays: $18 per hour for any overtime worked 3 weeks of paid leave per
year for full-time employees
$200 clothing allowance
15% discount on everything in store and online, and 25% discount after 12 months
of employment.

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TOPIC 5 RIGHT JOB SIZE:
Right Job Size within an organization, when viewed through a humanistic lens,
emphasizes the well- being and fulfillment of employees alongside organizational
goals. It's about ensuring that each person’s workload is reasonable, aligns with their
skills and abilities, and fosters a sense of purpose and satisfaction. Let's delve into
this concept with clear, straightforward language and real-world examples:

Recognizing Individual Talents:

Picture a software development company. Within this organization, there's a
programmer named Alex who excels at problem-solving and coding complex
algorithms. Assigning Alex to projects that capitalize on these strengths, such as
developing innovative software features, illustrates right job sizing. It's akin to
placing the right tool in the hands of a skilled craftsman to maximize efficiency and
quality.
Avoiding Overwhelm:
Now, imagine if Alex was tasked with managing multiple projects simultaneously,
each with tight deadlines and competing priorities. This could lead to burnout and
decreased productivity. Right job sizing involves ensuring that employees like
Alex have a manageable workload, allowing them to focus and deliver their best
work without undue stress. It's like balancing a load on a seesaw to prevent it from
tipping too far in one direction.
Encouraging Growth Opportunities:
Consider another scenario: Emily, a marketing associate, expresses an interest in
learning more about social media advertising. The organization responds by
enrolling her in relevant training programs and gradually entrusting her with more
responsibility in that area. This demonstrates a commitment to nurturing talent and
providing opportunities for personal and professional development. It's akin to
planting a seed and providing the right nutrients for it to grow into a flourishing
plant.
Promoting Work-Life Balance:
In our software development company, managers prioritize work-life balance by
encouraging employees to take regular breaks, disconnect after hours, and use their
vacation time. This shows respect for employees' well-being and acknowledges that
productivity isn't solely determined by hours worked. It's like recognizing that a
rechargeable battery needs time to rest and regain its power.

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Fostering Collaboration and Support:
Within teams, colleagues readily offer assistance and support to one another,
ensuring that no one feels overwhelmed or isolated. This collaborative spirit fosters
a sense of belonging and reinforces the idea that everyone's contributions are
valued. It's like a relay race where each team member passes the baton smoothly,
knowing that they're all working towards a common goal.

By adopting a humanistic approach to right job sizing, organizations can create a

work environment where employees feel appreciated, motivated, and empowered to
excel. When individuals are placed in roles that leverage their strengths, provide
opportunities for growth, and prioritize their well-being, both the organization and
its employees reap the benefits of increased productivity, morale, and success.

TOPIC 06 COMPUTER LITERACY:

Introduction:
Computer literacy is a crucial topic in the context of managing human capital,
especially in today's digital age where technology plays a significant role in nearly
every aspect of business operations. Here's how computer literacy intersects with
managing human capital:
Workforce Efficiency:
Computer literacy ensures that employees can efficiently use various software
applications and tools to perform their tasks. A workforce proficient in computer
skills can complete assignments more quickly and accurately, leading to increased
productivity and efficiency.

Communication and Collaboration:

In a business environment, effective communication and collaboration are
essential. Computer literacy enables employees to utilize email, instant messaging,
video conferencing, and collaboration platforms effectively. Managers must ensure
that their workforce is proficient in these technologies to facilitate seamless
communication and collaboration among team members.

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Data Management and Analysis:

Managing human capital involves analyzing data related to employee performance,

productivity, and engagement. Computer literacy equips employees with the skills
needed to collect, analyze, and interpret data using various software tools such as
spreadsheets, databases, and analytics software. This enables managers to make
informed decisions based on data-driven insights.

Adaptability and Innovation:

Technology is constantly evolving, and businesses must adapt to new tools and
software to stay competitive. A workforce that is computer literate is more
adaptable to technological changes and can quickly learn and adopt new software
and technologies. Moreover, computer-literate employees can contribute to
innovation by leveraging technology to develop new processes, products, and
services.

Training and Development:

Managing human capital involves investing in the training and development of
employees. Computer literacy training programs can help employees enhance their
skills and stay updated with the latest technology trends. These programs can be
tailored to meet the specific needs of different departments or job roles within the
organization.

Cybersecurity Awareness:
In an age of increasing cybersecurity threats, computer literacy also encompasses
knowledge of cybersecurity best practices. Employees need to understand how to
recognize and mitigate cybersecurity risks such as phishing attacks, malware, and
data breaches. Managers should incorporate cybersecurity awareness training into
computer literacy programs to ensure that employees can protect sensitive
information and assets.

Conclusion:
Overall, integrating computer literacy into managing human capital prepares
individuals to effectively leverage technology in the workplace and manage the
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technological aspects of human resource management. It equips future managers
with the skills needed to maximize workforce productivity, foster collaboration,
and rive innovation in a digital business environment.

TOPIC 7 PAYROLL SOFTWARE:

Payroll software is a crucial tool for organizations, streamlining the complex
process of managing employee compensation, taxes, and benefits. From an
organizational perspective, here's a detailed description of what payroll software
offers:

Automated Payroll Processing:

Payroll software automates the calculation of employee wages, including salaries,
hourly rates, overtime, bonuses, and deductions. This automation reduces the risk of
human error and ensures accurate payments to employees.

Tax Compliance:
Payroll software keeps organizations compliant with tax regulations by
automatically calculating and deducting federal, state, and local taxes from
employee paychecks. It also generates tax forms, such as W-2s and 1099s, and
ensures timely tax filings, reducing the risk of penalties for non- compliance.

Direct Deposit and Payment Options:

Most payroll software allows organizations to offer direct deposit as a payment
option, eliminating the need for paper checks and reducing administrative costs.
Additionally, some software supports alternative payment methods, such as pay
cards or electronic wallets, providing flexibility for employees.

Employee Self-Service:
Payroll software often includes employee self-service portals where staff can
access their pay stubs, tax documents, and benefit information online. This
empowers employees to manage their payroll-related tasks independently,
reducing the administrative burden on HR staff.

Benefits Administration:
Many payroll software solutions integrate with benefits administration systems to
manage employee benefits, such as health insurance, retirement plans, and flexible
spending accounts. This integration ensures accurate deductions and simplifies
benefits enrollment and management.

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Time and Attendance Tracking Integration:
Some payroll software solutions integrate with time and attendance tracking
systems to accurately calculate employee hours worked, including regular time,
overtime, and paid time off. This integration streamlines payroll processing and
ensures accurate payment for hours worked

Reporting and Analytics:

Payroll software generates various reports and analytics to help organizations
monitor payroll expenses, track labor costs, and analyze workforce trends. These
insights enable informed decision-making and strategic planning related to staffing
and budgeting.

Compliance Monitoring:
Payroll software helps organizations stay compliant with labor laws and
regulations by tracking employee classifications, such as exempt or non-exempt
status, and ensuring adherence to minimum wage requirements, overtime rules,
and other employment regulations.

Integration with Accounting Software:

Payroll software often integrates with accounting software to streamline financial
processes and ensure accurate recording of payroll expenses in the organization's
general ledger. This integration simplifies financial reporting and reconciliation.

Security and Data Protection:

Payroll software prioritizes the security and protection of sensitive employee data,
implementing robust security measures such as encryption, multi-factor
authentication, and regular data backups to safeguard against data breaches and
unauthorized access.

Payroll software serves as a comprehensive solution for organizations to efficiently

manage payroll processes, ensure compliance with tax and labor regulations,
empower employees with self- service tools, and generate insights to support
strategic decision-making. Its features and capabilities contribute to increased
accuracy, efficiency, and compliance in managing employee compensation and
benefits.

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TOPIC 8 NUMERICAL SKILL OF HRM:

Numerical skills in Human Resource Management (HRM) refer to the ability to

analyze, interpret, and manipulate numerical data and statistics related to various
HR functions. Some examples of numerical skills in HRM include:

Data Analysis: HR professionals need to analyze data related to employee

performance, turnover rates, compensation, and benefits to identify trends,
patterns, and areas for improvement.

Budgeting: HR managers often handle budgeting and financial planning for

activities such as recruitment, training, and employee development. They need to
be able to accurately estimate costs and allocate resources effectively.

Statistical Analysis: Understanding statistical concepts and techniques

is important for Professionals when conducting surveys, analyzing survey
data, and interpreting results.
Forecasting: HR managers may use numerical skills to forecast future
workforce needs based on factors such as company growth, industry trends, and
turnover rates.

Payroll Processing: HR professionals need to be proficient in processing

payroll, calculating salaries, wages, taxes, and deductions accurately.

Performance Metrics: HR professionals use numerical metrics such as Key

Performance Indicators(KPIs) to evaluate employee performance, track progress
towards organizational goals, and assess the effectiveness of HR initiatives.
Compliance and Regulations: HR managers must ensure compliance with labor
laws, regulations, and company policies, which may involve interpreting and
applying numerical data related to legal requirements such as minimum wage laws,
overtime regulations, and benefits eligibility.

Overall, strong numerical skills are essential for HR professionals to effectively

manage various aspects of human capital and contribute to organizational success.

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TOPIC 9 ( PAYROLL SOPS):

Essential Payroll SOPs (Standard Operating Procedures) might include:

Employee Onboarding:
Process: Detailing the steps for collecting necessary payroll information from
new hires, setting up payroll accounts, and explaining payment schedules.
Timekeeping Procedures:
Outlining how employees record their work hours, whether through a digital
system, time clocks, or manual timesheets, and how this data is verified and
processed for payroll.
Payroll Processing:
Describing the steps involved in calculating wages, including deductions for
taxes, benefits, and other withholdings, and ensuring accuracy in payment
distribution.
Tax Compliance:
Addressing how to handle payroll taxes, including federal, state, and local
tax requirements, filing deadlines, and procedures for issuing tax forms such
as W-2s and 1099s.
Benefits Administration:
Explaining the procedures for managing employee benefits such as health
insurance, retirement plans, and other deductions that impact payroll.
Payroll Reporting:
Detailing the creation and distribution of payroll reports to stakeholders,
including management, accounting, and regulatory agencies, to ensure
transparency and compliance.\
Record Keeping:
Establishing guidelines for maintaining payroll records, including how long to retain
records, where to store them, and who has access to sensitive payroll information.

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Payroll Audits:
Outlining procedures for conducting regular audits of payroll processes to identify
errors, discrepancies, or potential areas for improvement.

TOPIC 10: RELATION WITH BANK AND MONEY:

The relationship with banks and money primarily involves payroll management,
employee benefits administration, and financial wellness programs. Here's how
banks and money relate to HR concepts:
Payroll Management:
HR departments often work closely with banks to ensure smooth payroll
processing. This includes setting up direct deposit accounts for employees,
managing salary payments, and addressing any payroll-related issues or
discrepancies.

Employee Benefits Administration:

Many companies offer various benefits such as retirement plans, health
insurance, and flexible spending accounts. HR professionals coordinate with
banks to administer these benefits efficiently, including contributions,
withdrawals, and investment management.

Financial Wellness Programs:

HR may collaborate with banks to provide financial education and wellness
programs to employees. These programs aim to improve financial literacy,
budgeting skills, and overall financial well-being.

Employee Banking Services:

Some companies partner with banks to offer exclusive banking services or discounts
to their employees. This can include preferential interest rates on loans, waived
fees, or special account packages tailored for employees.

Overall, the relationship between HR, banks, and money revolves around ensuring
the financial stability and well-being of employees, while also streamlining
administrative processes related to payroll and benefits.

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TOPIC 11 (PROVIDENT FUNDS OF EOBI) :

The Employees' Old-Age Benefits Institution (EOBI) in Pakistan manages the

Employees' Old-Age Benefits Scheme (EOB Scheme), which provides social
security benefits to employees in the private sector. One of the benefits provided
under this scheme is the old-age pension, which is essentially a form of provident
fund.
Employees and their employers contribute to this fund during the employee's
working years, and upon reaching retirement age, the employee becomes eligible
to receive a monthly pension based on their contributions and the terms of the
scheme.
The EOBI plays a crucial role in managing these provident funds, ensuring that
they are adequately funded and that eligible retirees receive their pensions in a
timely manner. The EOBI also administers other benefits such as survivor's
pension, invalidity pension, old-age grant, and survivor's grant.

ELEMENTS OF EOBI:
Old-Age Pension
EOBI provides a monthly pension to retired employees who have contributed to the
scheme during their working years. The pension amount is based on the
individual's contributions and the terms of the scheme.
Example: Mr. Ali, who worked for 25 years and contributed to EOBI throughout
his career, receives a monthly pension from EOBI after retirement. The pension
amount is calculated based on his years of service and contributions made.
Contributions
Both employees and their employers contribute to the EOBI fund during the
employee's working years. These contributions form the basis for providing
benefits to employees upon retirement.
Example: Ms. Khan's employer deducts a portion of her salary every month as
EOBI contributions, and the employer also contributes an equal amount on her
behalf. These contributions form the basis for providing retirement benefits to Ms.
Khan in the future.

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Survivor's Pension
In the event of an employee's death, EOBI provides a survivor's pension to the
deceased employee’s spouse and dependent children.
Example: After the unfortunate demise of Mr. Ahmed, EOBI provides a
survivor's pension to his widow and dependent children to support them
financially in the absence of Mr. Ahmed's income.

Invalidity Pension
EOBI also offers an invalidity pension to employees who become permanently
disabled and are unable to work due to a disability.

Example: Ms. Fatima, who became permanently disabled due to a workplace injury,
receives an invalidity pension from EOBI since she is unable to work anymore. This
pension helps her cover her living expenses despite her disability.

Old-Age Grant:
Apart from the pension, EOBI may provide a one-time lump sum payment known
as an old-age grant to eligible individuals who have reached retirement age but
have not completed the required years of service to qualify for a pension.
Example: Mr. Rahman, who reached retirement age but did not complete the
required years of service to qualify for a pension, receives an old-age grant from
EOBI as a one-time lump sum payment to support him in his retirement .

Administration EOBI:
is responsible for administering the entire social security scheme, including
collecting contributions, managing funds, determining eligibility criteria, and
disbursing benefits to eligible individuals.
Example: EOBI is responsible for collecting contributions from employers,
managing the funds efficiently, determining eligibility criteria for benefits, and
disbursing pensions and grants to eligible individuals in a timely manner.

Registration:
Employers are required to register their employees with EOBI and make regular
contributions to the fund on behalf of their employees.
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Example: XYZ Corporation registers all its employees with EOBI as per the legal
requirement and ensures that EOBI contributions are made regularly on behalf of
each employee to secure their future retirement benefits.

Legal Framework:
EOBI operates under the Employees' Old-Age Benefits Act, 1976, which lays
down the legal framework for the institution's functions, powers, and
responsibilities.
Example: EOBI operates under the legal framework provided by the Employees'
Old-Age Benefits Act, 1976, which outlines the rights, obligations, and procedures
governing the provision of social security benefits to employees in Pakistan.

SUMMARY:
Overall, EOBI plays a crucial role in providing social security benefits to
employees in the private sector in Pakistan, ensuring their financial well-being
during retirement and in times of need.

TOPIC 12: EXCEL - POWER BI:

Introduction:
Excel and Power BI are two powerful tools developed by Microsoft that cater to
different aspects of data analysis and visualization. Excel is a versatile spreadsheet
application used for organizing and analyzing data, While Power BI is a robust
business analytics tool designed for interactive data visualization and business
intelligence. Both tools have their unique features and benefits, and understanding
how to leverage them effectively can greatly enhance data-driven decision-making
processes.

Uses:
Excel is commonly used for various tasks such as financial analysis, budgeting, data
entry, and basic data visualization. It allows users to perform calculations, create
charts and graphs, and organize data in tabular format. On the other hand, Power BI
is ideal for creating interactive reports and dashboards, performing advanced data
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modeling, and analyzing large datasets. It can connect to multiple data sources,
transform and clean data, and generate insights through visualizations and analytics.

Benefits:
Excel:
Versatile:
Excel can handle a wide range of tasks, from simple calculations to complex data
analysis.
Familiarity:
Many users are already familiar with Excel's interface and functions, making it
easy to get started.
Accessibility:
Excel is available as part of the Microsoft Office suite and is widely used in
various industries and sectors dashboards that can be easily shared and
explored.
Advanced Analytics:
Power BI offers advanced data modeling and analytics capabilities, enabling users
to gain deeper insights from their data.

Scalability:
Power BI can handle large datasets and is suitable for enterprise-level business intelligence
needs

Example:
Consider a retail company that wants to analyze its sales data to identify trends and
opportunities for growth. The company can use Excel to organize and clean the
sales data, calculate metrics such as revenue and profit margins, and create basic
charts to visualize sales performance by region or product category.
Once the data is prepared in Excel, the company can import it into Power BI to
create interactive dashboards that provide real-time insights into sales performance.
Power BI can connect to additional data sources such as customer demographics or
market trends to enrich the analysis further. The company can then share these
dashboards with stakeholders across the organization, enabling informed decision-

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making based on actionable insights.
Conclusion:
In conclusion, Excel and Power BI are both valuable tools for data analysis and
visualization, each offering its own set of features and benefits. While Excel is
suitable for basic data manipulation and visualization tasks, Power BI provides
more advanced capabilities for interactive reporting and business intelligence. By
understanding the strengths of each tool and how they complement each other,
organizations can leverage their data more effectively to drive informed decision-
making and achieve their business objectives.

HR Data Sources

Excel Spreadsheets

Power Query & Data Model

Power BI Desktop

Data Visualization & Analysis

Power BI Reports

Insights & Decision Making

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• HR Data Sources: This can include various sources of HR data such as employee
databases, performance evaluations, recruitment data, etc.
• Excel Spreadsheets: Data from HR sources may initially be stored and managed in
Excel spreadsheets.
• Power Query & Data Model: Excel's Power Query and Data Model functionalities can
be used to clean, transform, and model the data in Excel. Power Query helps in importing
and shaping data, while the Data Model allows for building relationships between
different datasets.
• Power BI Desktop: Once the data is prepared in Excel, it can be seamlessly imported into
Power BI Desktop. Power BI Desktop is a powerful tool for creating interactive data
visualizations and reports.
• Data Visualization & Analysis: In Power BI Desktop, users can create visualizations such
as charts, graphs, tables, and maps to analyze the HR data.
• Power BI Reports: These visualizations can be combined into comprehensive reports that
provide insights into various aspects of HR, such as employee performance, recruitment
trends, turnover rates, etc.
Insights & Decision Making: The reports generated in Power BI can help HR
professionals and decision-makers gain insights into workforce dynamics, identify trends, and
make data-driven decisions to optimize HR strategies and processes.

TOPIC 13 BENEFITS OF CALCULATION SHEET:

Unveiling the Humanistic Approach to Calculation Sheets: Simplifying

Complexity with Clarity and Compassion

Introduction:
Calculation sheets are more than just a tool for number crunching; they are a
medium to communicate complex data in a concise, understandable manner. By
infusing a humanistic approach into these sheets, we unlock a realm of benefits that
extend beyond mere calculations.

Enhanced Clarity:
Humanistic calculation sheets prioritize clarity over complexity. By using easy
and crisp language, these sheets ensure that anyone, regardless of their expertise,
can grasp the information effortlessly.

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Example:
Instead of using technical jargon, a humanistic calculation sheet for budget
planning might state, "Projected Expenses" instead of "Forecasted Expenditures."

Improved Understanding:
Through the use of relatable language and real-life examples, humanistic
calculation sheets foster a deeper understanding of the data presented.
Example:
In a financial report, instead of solely presenting numbers, a humanistic approach
may include a brief narrative explaining the significance of those figures, such as
"Increased revenue by 10% due to successful marketing campaigns."

Empathy in Communication:
Humanistic calculation sheets consider the end-users' perspective, recognizing
that behind every number lies a human story. They convey information with
empathy, acknowledging the impact of decisions on individuals.
Example:
In a project cost analysis, instead of just stating the total expenses, a humanistic
approach may highlight the implications for stakeholders, such as "Investing in
sustainable practices not only reduces costs but also benefits the environment."

Encouraging Collaboration:
By making information accessible and understandable, humanistic
calculation sheets facilitate collaboration among team members, fostering a
sense of inclusivity and shared ownership.
Example:
A project timeline spreadsheet could include clear milestones and deadlines,
allowing team members to coordinate efforts effectively and support each other
in achieving goals.

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 Building Trust:
Humanistic calculation sheets build trust by being transparent and honest in their
communication. By presenting information in a straightforward manner, they
foster confidence in decision-making processes.
Example:
A sales performance report may include not only successful outcomes but also
areas for improvement, demonstrating a commitment to continuous growth
and honesty.

Conclusion:
Incorporating a humanistic approach into calculation sheets transforms them
from mere data repositories into powerful tools for communication and
collaboration. By prioritizing clarity, understanding, empathy, collaboration, and
trust, these sheets become catalysts for informed decision- making and positive
outcomes in any scenario.
Benefits of Calculation Sheet :
HR ANALYSIS:

Data Organization Data Analysis

Visualization Aid Camparative Studies

Model Testing Predective Power

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MANAGING HUMAN CAPITAL
LECTURE # 2
Date: March 10, 2024

• Maryam Noor(HR framework)

• Abdul Mateen (HR strategy)
• Ammara Abu Bakar(Business partnering model)
• Muhammad Bilal (Organogram competency)
• Syed Jehanzaib Ali (KASB knowledge, skills, Ability and behavior)
• Shahzaib Ahmed (Functional competency)
• Sualiha Anwar (behavioral competency)

HR WORKS ON

• 8(a): Fareed (Organizational structure)

• 8(b): Danish (Departmental structure)
• 8(c): Abdul Rehman (Individual structure)

JOB SIZE

• 9(a): Muhammad Shahzaib (Experience/Exposure)

• 9(b): Muhammad Faisal ( Role, responsibilities, team)
• 9(c): Arsalan ul Haq(HR Range of experiment (generalist vs specialist)

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Topic 1 : HR (FRAME WORK):
Humanistic HR Framework:
Enhancing Employee Well-being and Engagement

In a humanistic HR framework, the emphasis is placed on fostering a workplace environment

that prioritizes the well-being and holistic development of employees. This approach recognizes
the value of each individual within the organization and aims to create conditions where
employees feel valued, supported, and empowered to contribute their best. Here’s a breakdown
of the key elements of a humanistic HR framework, along with real-world examples:
1. Employee-Centric Policies and Practices:

Description:
Humanistic HR revolves around policies and practices designed to cater to the needs and
aspirations of employees. This involves flexible work arrangements, employee development
programs, and a focus on work-life balance.
Example: Offering remote work options or flexible scheduling to accommodate employees'
personal commitments, such as childcare or continuing education classes.

2. Emphasis on Employee Growth and Development:

Description: Humanistic HR prioritizes the continuous growth and development of employees

through training, mentorship programs, and opportunities for career advancement.

Example: Providing regular skill-building workshops or sponsoring employees to attend

industry conferences to enhance their professional skills and knowledge.

3. Transparent Communication and Feedback Mechanisms:

Description: Open and transparent communication channels are crucial in a humanistic HR

framework to ensure that employees feel heard, valued, and informed about organizational
decisions and changes. This includes regular feedback sessions and accessible avenues for
voicing concerns.

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Example: Conducting quarterly town hall meetings where senior leadership shares company
updates and invites employees to ask questions or share feedback openly.
4. Recognition and Appreciation:

Description: Acknowledging and appreciating employees' contributions is vital for fostering a

positive work culture. Humanistic HR emphasizes recognizing employees' efforts and
achievements through various means, such as verbal praise, rewards, or employee recognition
programs.

Example: Implementing an "Employee of the Month" program to publicly recognize

outstanding performance and contributions, accompanied by a small reward or incentive.
5. Promotion of Diversity, Equity, and Inclusion (DEI):

Description: Humanistic HR is committed to creating an inclusive and equitable workplace

environment where diversity is celebrated, and every employee feels respected and valued.

Example: Establishing diversity training programs and forming employee resource groups
(ERGs) focused on various aspects of diversity, such as ethnicity, gender, or sexual orientation.

By adopting a humanistic HR framework, organizations can cultivate a positive work culture

that fosters employee well-being, engagement, and ultimately, organizational success. This
approach acknowledges the importance of treating employees as individuals with unique needs,
aspirations, and talents, thereby creating a conducive environment for both personal and
professional growth.

Talent Learning &

HR Framework Acquisition
& Recruiting Development

HR Strategy Employee Compensation &

Relations Benefits

HR Policies & Performance HR Information

Procedures Management Systems (HRIS)

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TOPIC 2 : HR (STRATEGY):

Human Resource (HR) strategy refers to the long-term plan formulated by an organization to
effectively manage its human capital in alignment with its overall business objectives. Here's an
overview of what an HR strategy typically entails:

1. Alignment with Business Goals:

The HR strategy should be closely aligned with the organization's overall strategic goals and
objectives. This involves understanding the company's mission, vision, and values and
developing HR initiatives that support and contribute to achieving these goals.

2. Talent Acquisition and Recruitment:

A key aspect of HR strategy involves attracting, selecting, and retaining top talent. This may
include developing employer branding initiatives, implementing effective recruitment
processes, and employing innovative techniques to attract candidates who fit the organization's
culture and requirements.
3. Employee Development and Training:

HR strategies focus on nurturing and developing employees' skills and competencies to enhance
their performance and career growth. This may involve implementing training and development
programs, mentoring initiatives, and providing opportunities for continuous learning and skill
enhancement.

4. Performance Management:

An effective HR strategy includes processes for setting performance expectations, providing

regular feedback, and evaluating employee performance. This may involve establishing
performance metrics, conducting performance reviews, and implementing performance
improvement plans when necessary.
5. Employee Engagement and Retention:

HR strategies aim to create a positive work environment where employees feel motivated,
engaged, and valued. This may involve initiatives such as employee recognition programs,
wellness initiatives, and fostering a culture of open communication and feedback.

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6. Compensation and Benefits:
HR strategies include designing competitive compensation and benefits packages that attract
and retain employees. This may involve conducting salary surveys, benchmarking against
industry standards, and offering a range of benefits such as healthcare, retirement plans, and
flexible work arrangements
7. Diversity, Equity, and Inclusion (DEI):

HR strategies increasingly focus on promoting diversity, equity, and inclusion in the workplace.
This may involve implementing policies and practices that support diversity recruitment,
fostering an inclusive work culture, and addressing unconscious bias in hiring and promotion
processes.
8. HR Technology and Analytics:

Leveraging technology and data analytics is an integral part of modern HR strategies. This may
involve implementing HRIS (Human Resource Information Systems) for managing employee
data, utilizing analytics to make data-driven decisions, and adopting digital tools for
recruitment, training, and performance management.

TOPIC 3: BUSINESS PARTNERING MODEL :

The business partnering model is a strategic approach where various departments within an
organization collaborate closely to achieve shared objectives and drive overall business success.
This model emphasizes alignment, collaboration, and mutual support among departments,
rather than operating in isolation.

EXAMPLES:

1. Finance and Marketing Collaboration

Example:
The finance department partners with marketing to allocate budgets effectively for marketing
campaigns.

Finance provides data-driven insights on past campaign performance and forecasts future
revenue. Marketing uses this information to tailor campaigns to target audiences effectively.

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Together, they optimize marketing spend, ensuring maximum return on investment (ROI) and
aligning marketing efforts with financial goals.

2. Operations and Supply Chain Integration:

Example:
Operations collaborates with the supply chain to streamline inventory management processes.

Operations shares production schedules and demand forecasts with the supply chain team. The
supply chain team leverages this information to adjust procurement and distribution strategies,
ensuring optimal inventory levels and minimizing stockouts or excess inventory. This
partnership results in efficient operations and cost savings.

3. Human Resources and Sales Alignment:

Example:

Human resources partners with sales to develop a performance-based incentive program.

HR designs a sales incentive program that aligns with organizational goals and motivates sales
teams. They work closely with sales managers to identify key performance metrics and reward
structures. This collaboration fosters a culture of performance excellence and enhances sales
team motivation, ultimately driving revenue growth.

4. IT and Customer Service Collaboration:

Example:
The IT department collaborates with customer service to enhance the customer experience
through technology.

IT develops a customer relationship management (CRM) system that integrates customer data
from various touchpoints. Customer service agents use this system to access comprehensive
customer profiles and provide personalized support. This collaboration improves customer
satisfaction, loyalty, and retention by delivering consistent and responsive service across
channels.

These examples demonstrate how the business partnering model promotes synergy and
efficiency across different functional areas within an organization, leading to improved
performance, innovation, and competitive advantage.

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Topic # 4 ORGANOGRAM COMPETENCY:
Organogram competency refers to the ability of an individual or organization to effectively
structure, analyze, and communicate complex organizational structures or processes clearly and
understandably. Employing a humanistic approach involves recognizing the importance of
empathy, understanding, and inclusivity in conveying information, ensuring that the audience
feels valued and engaged throughout the communication process.
In simpler terms, Organogram competency means being able to explain how an organization
works, its hierarchies, processes, and functions, in a way that anyone can easily grasp and relate
to.

Humanistic Approach:

When explaining Organogram, it's crucial to remember that behind every organizational chart
or process flow, there are people. Therefore, adopting a humanistic approach involves not only
presenting diagrams and structures but also considering the human element within them. This
could involve highlighting the roles and contributions of individuals, acknowledging their
efforts, and ensuring that everyone feels respected and understood.

Example:

Let's consider a scenario in a company where a new employee is joining. Instead of bombarding
them with complex organograms filled with jargon, the HR department takes a humanistic
approach. They provide a simple, visually appealing Organogram that outlines the company's
structure, but they also accompany it with brief descriptions of each department and its key
functions. Additionally, they introduce the employee to key team members, helping them
feel welcomed and integrated into the organizational culture from day one.

Easy and Crisp Language:

Organogram competency also demands using language that is easy to understand and concise,
avoiding unnecessary technical terms or convoluted explanations. This ensures that the
information is accessible to everyone, regardless of their background or level of expertise.

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Example:

Imagine a company conducting a training session on its organizational structure for its
employees. Instead of overwhelming them with dense presentations filled with corporate
jargon, the trainer uses simple language and clear visuals to explain how different departments
interact, who reports to whom, and how decisions are made. This approach ensures that
everyone leaves the training with a clear understanding of how the company operates.

Professionalism:

While simplicity is key, maintaining a level of professionalism is also essential when discussing
Organogram. This means presenting information accurately, respecting confidentiality when
necessary, and addressing any questions or concerns with professionalism and integrity.
Example:

During a company-wide meeting discussing a restructuring plan, the CEO presents an updated
Organogram to illustrate the proposed changes. The presentation is concise yet comprehensive,
providing employees with a clear understanding of how the restructuring will affect their roles
and responsibilities. Throughout the meeting, the CEO maintains a professional demeanor,
encouraging open dialogue and assuring employees that their input is valued.

In summary, Organogram competency involves effectively communicating complex

organizational structures and processes using a humanistic approach, easy and crisp language,
and maintaining professionalism throughout. By prioritizing clarity, empathy, and inclusivity,
organizations can ensure that everyone understands and engages with their organizational
dynamics.

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Topic 5 : KASB (Knowledge, Ability, Skills, Behavior)
Knowledge:

Knowledge refers to the understanding and awareness of facts, information, concepts, and
principles relevant to a particular field or task. It encompasses both theoretical understanding
and practical know-how. From a functional competency perspective, knowledge is essential for
individuals to effectively perform their roles and contribute to the organization's success.

Example:

In a customer service role, knowledge would involve understanding the company's products or
services, policies, and procedures. For instance, a customer service representative should be
knowledgeable about the features of different products, the company's return policy, and how to
troubleshoot common customer issues.
Skills:

Skills are the abilities acquired through practice, experience, and training that enable individuals
to perform specific tasks effectively. These can be technical skills, such as proficiency in using
software or machinery, or soft skills, such as communication and problem-solving.

Example:

In a sales role, skills would include effective communication, negotiation, and persuasion
techniques. For instance, a salesperson should be skilled in building rapport with customers,
identifying their needs, and presenting solutions that address those needs persuasively.

Abilities:

Abilities refer to innate or acquired talents and capabilities that enable individuals to perform
tasks or solve problems. These can include cognitive abilities, physical capabilities, and
personal attributes.

Example:

In a leadership role, abilities would include strategic thinking, decision-making, and emotional
intelligence. For instance, a manager should have the ability to analyze complex situations,
make sound decisions under pressure, and empathize with team members to foster a positive
work environment.

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Behavior:

Behavior encompasses the actions, attitudes, and demeanor displayed by individuals in various
situations. It reflects how individuals interact with others, approach tasks, and handle
challenges. Positive behaviors contribute to effective performance and organizational success.

Example: In a team collaboration setting, behaviors such as active listening, cooperation, and
constructive feedback are crucial. For instance, team members should actively listen to each
other's ideas, collaborate to solve problems, and provide feedback in a respectful and supportive
manner to foster a productive and harmonious work environment.

In summary, from the functional competency perspective, knowledge, skills, abilities, and
behaviors collectively contribute to individuals' effectiveness in performing their roles and
achieving organizational goals. These elements are interconnected and essential for personal
and professional development.
Topic 6 Functional Competency:
Functional competency is a crucial aspect of human resource management (HRM) that pertains
to the knowledge, skills, and abilities required to perform specific tasks or functions within the

Key Components of Functional Competency:

Recruitment and Selection:

In the realm of recruitment and selection, HR professionals need to demonstrate competency in

sourcing top talent, conducting thorough interviews, assessing candidates based on both
technical skills and cultural fit, and effectively negotiating job offers. They should also stay
updated on recruitment trends, utilize innovative sourcing methods, and leverage technology to
streamline the hiring process.
Training and Development:

Functional competency in training and development involves designing and delivering

comprehensive training programs tailored to employees' needs, facilitating engaging learning
experiences, and evaluating the effectiveness of training initiatives through rigorous assessment
methods. HR professionals must also possess strong communication and facilitation skills to
convey complex concepts and motivate employees to participate actively in learning activities.
Performance Management:

Performance management is another critical area where functional competency is essential. HR

professionals should be adept at setting clear performance expectations, providing constructive

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feedback, conducting performance appraisals, and identifying opportunities for employee
development and growth. They must also have a deep understanding of performance metrics
and be able to analyze performance data to identify trends and areas for improvement.
Employee Relations:

Functional competency in employee relations involves cultivating positive relationships

between employees and management,
addressing workplace conflicts and grievances, and promoting a culture of open communication
and collaboration. HR professionals should be skilled at resolving conflicts impartially,
fostering a supportive work environment, and implementing policies and procedures that
promote fairness and equity.

Compliance and Legal Knowledge:

HR professionals must also possess functional competency in compliance and legal knowledge
to ensure that organizational practices and policies adhere to relevant labor laws, regulations,
and industry standards. This includes staying updated on changes in employment legislation,
understanding the implications of legal requirements on HR practices, and mitigating legal risks
through proactive measures and sound compliance strategies.

Importance of Functional Competency in HRM:

Functional competency is essential for HR professionals to effectively fulfill their roles and
responsibilities within organizations. By possessing the necessary knowledge, skills, and
abilities across various HR functions, HR professionals can:

• Drive organizational success by attracting, retaining, and developing top talent.

• Enhance employee engagement and performance through effective performance management
and training initiatives.

• Foster a positive work culture built on trust, respect, and open communication.

Ensure compliance with legal requirements and mitigate risks associated with non-compliance.

• Contribute to strategic decision-making by providing valuable insights and expertise on HR-

related matters.
Continuous Learning and Development:

Given the dynamic nature of HRM and the evolving needs of organizations, continuous learning
and development are essential for HR professionals to maintain and enhance their functional
competency. This includes participating in professional development activities such as
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workshops, seminars, and certification programs, staying updated on industry trends and best
practices, and seeking opportunities to expand their knowledge and skills in emerging areas of
HRM.

Topic 7 Behavioral Competency:

behavioral competency in Human Resource Management (HRM) refers to the set of skills,
attributes, and characteristics that individuals demonstrate in the workplace, particularly in the
context of managing people and fostering organizational success.

Some common behavioral competencies in HRM include:

1. Communication Skills :
The ability to effectively convey information, actively listen, and foster open dialogue with
employees, managers, and other stakeholders.

2. Interpersonal Skills :
Building and maintaining positive relationships, resolving conflicts, and fostering a
collaborative work environment.

3. Leadership :
Inspiring and motivating others, providing guidance and direction, and effectively managing
teams to achieve organizational goals.

4. Emotional Intelligence :
Recognizing and understanding emotions in oneself and others, and using this awareness to
navigate interpersonal relationships and manage conflicts effectively.

5. Adaptability :
Being flexible and responsive to change, embracing new ideas and approaches, and
demonstrating resilience in the face of challenges.

6. Problem-solving :
Analyzing complex issues, identifying creative solutions, and making sound decisions to
address organizational challenges and improve processes.

7. Ethical Conduct :
Upholding principles of integrity, honesty, and fairness in all HR practices and interactions,
including confidentiality and compliance with legal and regulatory requirements.

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8. Cultural Competence :
Understanding and respecting diversity, equity, and inclusion in the workplace, and promoting
an inclusive organizational culture where all employees feel valued and respected.

HR WORKS ON:
Topic 8(a): Organizational Structure
Organizational structure refers to the framework that outlines how activities are organized,
coordinated, and controlled within an organization. It defines the hierarchy, roles,
responsibilities, and relationships among individuals and departments. When considering HR
works within organizational structure, it involves designing a framework that supports the
management of human resources effectively. Here's a detailed description of organizational
structure concerning HR works:

Hierarchical Structure: Traditionally, organizations adopt a hierarchical structure where

authority flows from the top down. In the context of HR, this means there is typically a Chief
Human Resources Officer (CHRO) or a similar executive position overseeing the HR
department. Below the CHRO, there may be various levels of managers, such as HR managers,
specialists, and coordinators, depending on the size and complexity of the organization.

Functional Structure: In a functional organizational structure, departments are grouped based on

the functions they perform. In this setup, HR is its own department, responsible for functions
such as recruitment, training and development, compensation and benefits, employee relations,
and compliance. Each function may have its own team led by a manager or director who reports
to the CHRO.

Matrix Structure: Some organizations adopt a matrix structure where employees report to both
a functional manager (e.g., HR manager) and a project or team manager. In HR, this might
occur when HR specialists are embedded within other departments or teams to provide HR
support tailored to specific projects or initiatives.

Flat Structure: In contrast to hierarchical structures, flat structures have fewer layers of
management and often emphasize collaboration and flexibility. In HR, this might mean a
smaller HR team with broader responsibilities, where individuals have more autonomy and
direct communication with senior management

Centralized vs. Decentralized: Organizations can have centralized or decentralized HR

functions. In a centralized structure, HR decisions and policies are made at the corporate level
and then implemented across the organization. In a decentralized structure, HR responsibilities
are delegated to individual business units or departments, allowing for more localized decision-
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making and customization of HR practices to suit specific needs.

Virtual Structure: With advancements in technology, some organizations operate virtually,

with employees working remotely from different locations. In this scenario, HR functions may

rely heavily on digital tools and platforms for communication, collaboration, and managing
employee data.

Cross-Functional Teams: Many organizations are adopting a team-based approach where

employees from different departments collaborate on projects or initiatives. In HR, this could
mean forming cross-functional teams to address specific challenges or develop new HR policies
and programs.

Agile Structure: Agile methodologies, commonly used in software development, are

increasingly being applied to other areas of business, including HR. An agile HR structure
emphasizes flexibility, rapid iteration, and responsiveness to changing needs, allowing HR
teams to adapt quickly to evolving workforce dynamics and business requirements.

TOPIC 8 (b):
HR DEPARTMENTAL STRUCTURAL:
1. HR Leadership:
At the top of the HR departmental structure is the HR leadership team, which typically includes
the Chief Human Resources Officer (CHRO) or HR Director. They are responsible for
overseeing the overall HR strategy, policies, and initiatives.

2. HR Business Partners:
HR Business Partners are assigned to specific business units or departments within the
organization. They serve as the primary point of contact for managers and employees, providing
HR support, guidance, and strategic advice tailored to the needs of their assigned areas.

3. Talent Acquisition (Recruitment):

This department is responsible for attracting, sourcing, and hiring qualified candidates to fill job
vacancies within the organization. They manage the recruitment process from job posting to
onboarding new hires.

4. Employee Relations:
The Employee Relations team handles employee grievances, disputes, and disciplinary actions.
They ensure compliance with labor laws and company policies, promote positive employee
relations, and resolve conflicts in the workplace.
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 5. Learning and Development (Training):
The Learning and Development department designs and delivers training programs to enhance
employee skills, knowledge, and performance. They identify training needs, develop training
materials, and coordinate employee development initiatives.

6. Compensation and Benefits:

This department manages employee compensation, including salaries, wages, bonuses, and
incentives. They also administer employee benefits programs such as health insurance,
retirement plans, and paid time off.

7. HR Operations:
HR Operations handles administrative tasks such as payroll processing, HRIS (Human
Resources Information System) management, data entry, and record-keeping. They ensure the
smooth functioning of HR processes and systems.

8. Employee Engagement and Wellness:

This department focuses on promoting employee engagement, morale, and well-being. They
organize employee events, wellness programs, and initiatives to enhance work-life balance and
employee satisfaction.

9. HR Analytics and Reporting:

The HR Analytics team collects, analyzes, and interprets HR data to provide insights and
recommendations for HR decision-making. They generate reports, dashboards, and metrics to
track key HR metrics and trends.

Topic 8(c): Individual Structure.

Human resources (HR) typically work on an individual structure by focusing on tasks such as recruitment, performance
management, employee development, and addressing workplace issues. This involves activities like hiring the right people,
setting goals, providing training, conducting evaluations, and handling conflicts or concerns to support individual growth
and contribute to organizational success.

JOB SIZE:
Topic 9(a) Experience/Exposure:
Certainly! Let's define experience and exposure within the context of job size without using the
specified elements:

1. Experience:
Experience in job size refers to the accumulation of knowledge, skills, and competencies gained
by an individual through their work history and tenure in a particular role or field. It
encompasses the practical understanding and proficiency acquired over time, reflecting the
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depth of involvement and learning within the job context.

2. Exposure:

Exposure within job size signifies the range and diversity of experiences encountered by an
individual in their professional capacity. It includes the breadth of tasks, challenges, and
responsibilities faced within the role, exposing the individual to various aspects of the job and
contributing to their overall understanding and skill development.

In essence, experience reflects the depth of involvement and learning over time, while exposure
encompasses the breadth of experiences encountered within the job role, collectively shaping
the individual's professional growth and competence.

Topic 9 (b) : Role , Responsibilities and Team:

JOB SIZE:

Job Sizing is the process by which the grade for a particular role is established. It is an
assessment of a role not a person. This page provides the detail for how to size roles that are
vacant or soon to be vacant.

1. Project Management:
In project management, "job size" could refer to the scale or scope of a project. This includes
factors such as the number of tasks, the duration of the project, the resources required, and the
complexity involved.

2. Construction and Manufacturing:

In industries like construction and manufacturing, "job size" often refers to the physical
dimensions or volume of work to be completed. This could be the square footage of a building
to be constructed, the number of units to be manufactured, or the quantity of materials to be
processed.
3. Software Development:
In software development, "job size" might refer to the scale of a programming task or feature.
This could be measured in terms of lines of code, the number of user stories or requirements, or
the estimated effort required to complete the task (e.g., in story points in Agile methodologies).

4. Financial Services:
In finance, "job size" could refer to the monetary value or scale of a transaction or investment.
For example, it could be the size of a loan, the amount of capital to be invested, or the value of a
portfolio.

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5. Human Resources:
In HR, "job size" might refer to the level or complexity of a position within an organization.
This could include factors such as the responsibilities, authority, and impact of the role.

6. Sales and Marketing:

In sales and marketing, "job size" could refer to the potential revenue or value of a deal or
customer. This could be measured in terms of the contract amount, the size of the customer's
budget, or the projected lifetime value of the customer.

7. Customer Service:
In customer service, "job size" might refer to the complexity or difficulty of resolving a
customer issue. This could be based on factors such as the nature of the problem, the level of
expertise required to solve it, and the time it takes to resolve.

ROLE:

1. Entry-Level Positions:
These roles are typically at the lower end of the organizational hierarchy and often involve tasks
that are more routine or administrative in nature. Examples include administrative assistants,
data entry clerks, and customer service representatives. Job size in entry-level positions may be
characterized by limited decision-making authority and a narrower scope of responsibilities.

2. Mid-Level Positions:
Mid-level roles generally involve more responsibility, autonomy, and complexity compared to
entry-level positions. Individuals in mid-level positions may be responsible for managing
projects, teams, or departments within an organization. Examples include project managers,
team leaders, and department supervisors. Job size in mid-level positions often includes a
broader range of responsibilities and decision-making authority.

3. Senior-Level Positions:
Senior-level roles are typically characterized by significant responsibility, authority, and
strategic impact within an organization. Individuals in senior-level positions may be responsible
for setting strategic direction, making high-stakes decisions, and overseeing large teams or
business units. Examples include directors, vice presidents, and C-suite executives such as
Chief Executive Officers (CEO) and Chief Financial Officers (CFO). Job size in senior-level
positions often includes leadership of critical business functions and accountability for
organizational performance.

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4. Specialized or Technical Positions:
Some roles within an organization may be highly specialized or technical in nature, requiring
specific expertise or skills. Examples include software engineers, research scientists, and
financial analysts. Job size in specialized or technical positions may be characterized by deep
domain knowledge, specialized skills, and a focus on solving complex problems within a
specific area of expertise.

5. Individual Contributor vs. Managerial Roles:

Job size can also vary based on whether a role is primarily focused on individual contributions
or managerial responsibilities. Individual contributor roles may involve direct participation in
tasks or projects, while managerial roles may involve overseeing the work of others, making
strategic decisions, and driving organizational performance.

RESPONSIBILITIES:
1. Operational Responsibilities:
• Executing day-to-day tasks and activities necessary for the functioning of the department or
organization.
• Following established procedures and protocols to ensure smooth operations.
• Completing routine administrative tasks such as data entry, filing, and record-keeping.
2. Project Management Responsibilities:
• Planning, organizing, and executing projects to achieve specific objectives within defined
constraints such as time, budget, and resources.
• Coordinating with team members, stakeholders, and vendors to ensure project milestones are
met.
• Monitoring project progress, identifying risks, and implementing mitigation strategies as
needed.
3. Leadership and Management Responsibilities:
• Providing direction, guidance, and supervision to team members to ensure alignment with
organizational goals and objectives.
• Setting performance expectations, conducting performance evaluations, and providing
feedback to team members.
• Making strategic decisions to drive organizational growth, efficiency, and effectiveness.

4. Client or Customer Management Responsibilities:

• Interacting with clients, customers, or stakeholders to understand their needs, address concerns,
and provide solutions.
• Building and maintaining relationships with clients to ensure customer satisfaction and
retention.
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• Responding to inquiries, resolving complaints, and managing expectations in a professional
and timely manner.
5. Financial Responsibilities:
• Managing budgets, expenses, and financial resources allocated to the department or project.
• Tracking financial performance metrics, analyzing variances, and making recommendations
for cost-saving measures.

• Ensuring compliance with financial regulations, policies, and procedures.

6. Strategic Responsibilities:

• Contributing to the development and implementation of strategic plans and initiatives to

achieve long-term organizational objectives.

• Conducting market research, analyzing industry trends, and identifying opportunities for
growth and innovation.

• Participating in strategic decision-making processes and providing insights and

recommendations based on expertise and experience.

7. Technical or Functional Responsibilities:

• Applying specialized knowledge, skills, and expertise to perform tasks or solve problems
within a specific area or discipline.

• Staying up-to-date with advancements in technology, industry standards, and best practices
relevant to the role.

• Providing training, mentoring, and support to colleagues or team members to enhance technical
proficiency and effectiveness.

TEAM:
1. Team Size: This refers to the number of individuals within a particular team. A larger size
might indicate a more focused or specialized area of team size might indicate a broader scope of
work or a need for more resources to accomplish tasks. Conversely, a smaller team
responsibility.

2. Team Composition: This refers to the roles, skills, and expertise represented within a team.
A diverse team composition with members possessing a range of skills and experiences can
enhance problem-solving abilities and creativity. However, a more specialized team
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composition might be necessary for tackling specific technical or domain-specific challenges.

3. Team Dynamics: This refers to the interactions, relationships, and collaboration among team
members. Effective team dynamics are crucial for productivity, morale, and achieving team
goals. Factors such as communication, leadership, and conflict resolution skills can influence
team dynamics.

Team Roles and Responsibilities: This refers to the division of labor and allocation of tasks
within the team. Clarifying roles and responsibilities ensures that each team member understands
their contributions to the overall objectives and facilitates effective coordination and
accountability.
4. Team Leadership: This refers to the individuals responsible for guiding and managing the
team. Effective leadership is essential for setting direction, facilitating collaboration, resolving
conflicts, and motivating team members to achieve their best performance.

5. Team goals and Objectives: This refers to the collective aims and targets that the team is
working towards. Clear and measurable goals help align the efforts of team members and
provide a sense of purpose and direction.

Topic 9(c) HR range of experiment (generalist VS

specialist):
In comparing generalists versus specialists in an experiment, the human resources (HR) range
encompasses a spectrum of considerations spanning recruitment, participant selection,
experimental design, data collection, analysis, and interpretation. This comprehensive approach
ensures the validity and reliability of the findings. Within this framework, a diverse range of
HR practices is essential to effectively address the research objectives and hypotheses.

Recruitment:

Recruitment constitutes the initial phase of the experiment, where individuals meeting specific
criteria are sought to participate. The HR range involves strategies to attract both generalists and
specialists, ensuring a balanced representation within the study cohort. This may involve
targeted outreach to academic institutions, professional associations, online platforms, or
recruitment agencies specializing in diverse talent pools. By employing various channels,
researchers can broaden the reach and diversity of potential participants, enhancing the
robustness of the study outcomes.

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Participant Selection:

Participant selection is a critical aspect of experimental design, influencing the internal validity
and generalizability of findings. The HR range encompasses screening mechanisms to identify
individuals possessing relevant expertise and experience in either generalist or specialist
domains. This may entail the development of standardized criteria or assessments to evaluate
participants' knowledge, skills, and competencies. Additionally, demographic factors such as
age, gender, educational background, and professional experience may be considered to ensure
the representativeness of the sample population.

Experimental Design:

Experimental design encompasses the structure, procedures, and protocols implemented to

investigate the research hypotheses effectively. The HR range includes decisions regarding the
allocation of participants to experimental conditions, randomization techniques, control
measures, and counterbalancing strategies. By carefully managing these variables, researchers
can minimize confounding factors and extraneous influences, thereby enhancing the internal
validity and reliability of the study outcomes.

Data Collection:

Data collection involves the systematic gathering of information through various instruments,
measures, or procedures. The HR range encompasses the selection and training of personnel
responsible for administering assessments, conducting interviews, or facilitating experimental
tasks. This may involve recruiting qualified researchers, assistants, or observers with expertise
in data collection methodologies and ethical guidelines. Furthermore, the HR range extends to
the development and validation of instruments tailored to assess the specific constructs under
investigation, ensuring the accuracy and consistency of data gathered from participants.

Analysis:

Analysis entails the statistical examination of collected data to test research hypotheses and
derive meaningful conclusions. The HR range encompasses the expertise of statisticians, data
analysts, or research methodologists responsible for analyzing complex datasets. Advanced
statistical techniques such as analysis of variance (ANOVA), regression analysis, or structural
equation modeling may be employed to explore relationships between variables and identify
significant differences between generalists and specialists. Additionally, sensitivity analyses
and robustness checks may be conducted to assess the robustness of findings and mitigate
potential biases or outliers.

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Interpretation:

Interpretation involves synthesizing the results of the analysis within the broader context of
existing literature, theoretical frameworks, and practical implications. The HR range
encompasses the expertise of researchers, subject matter experts, and interdisciplinary
collaborators who contribute diverse perspectives and insights. By engaging in rigorous peer
review processes and scholarly discourse, researchers can enhance the credibility and validity of
their interpretations, fostering greater confidence in the implications of the study findings.

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MANAGING HUMAN CAPITAL
LECTURE # 3
Date: March 17, 2024

• Abdul Rehman(Performance management) with example

• Fareed (KPIs KEY PERFORMANCE INDICATORS in HRM) with example
• Arsalan ul Haq ( KPIs Monetary - Increment, bonus, etc.) with example
• Muhammad Bilal (KPIs Non-monetary - recognition, Appreciation) with one example
• Company asks for things
• Syed Jehanzaib Ali (HRM Results) with example
• Maryam Noor (HRM Customer delight) with example
• Sualiha Anwar (HRM operational excellence and BPR BUSINESS PROCESS
REENGINEERING) with example
• Danish (HRM learning in growth) with example
• Faisal (Talent acquisition) with example
• Abdul Mateen (CBR compensation benefits and rewards) with example
• Muhammad Shahzaib (Labor relations [Sindh code labor laws]) with example
• Shahzaib Ahmed (Fairness in HRM) with example
• Ammara Abu Bakr (PDP personal development plan) with example

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Topic 1: (Performance management) :
Performance management is a set of processes and systems aimed at developing
employees, so they perform their job to the best of their ability. The goal is to help
employees build on skills that enable them to perform better in their roles, reach
their potential, and boost their success while also accomplishing the strategic goals
of the organization.

Effective performance management establishes a continuous conversation between

employees, managers, and HR.

The performance management process is strategic and systematic. It combines

verbal and written components, which take place throughout the year, culminating
in an annual performance appraisal. The process involves the following:

Establishing clear expectations, Setting individual objectives and goals that align
with team and organizational goals,

Providing ongoing feedback, and Evaluating results.

Career decisions, including promotions, bonuses, and dismissals, are linked to the
performance management process.
Example: In a company where the company supervisor calls one of the
employees in the office to communicate the various firm objectives, feedback, and
the expected results. An example of a monitoring meeting can be between a worker
and supervisor to check on the fulfillment of set goals.

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Topic 2 : KPIs KEY PERFORMANCE INDICATORS in
HRM :

Key Performance Indicators (KPIs) in Human Resource Management (HRM) are

measurable values that demonstrate how effectively HR processes are contributing
to the organization's objectives. Examples of KPIs in HRM include:

Employee Turnover Rate:

The percentage of employees who leave the organization within a specific period.

Example: If a company has 100 employees and 10 employees leave within a year,
the turnover rate would be 10%.

Time to Hire: The average time it takes to fill a vacant position from the time it's
posted.

Example: If it takes an average of 45 days to fill a vacant position after posting the
job opening, the time to hire is 45 days.

Employee Satisfaction Score:

Measures employee satisfaction through surveys or feedback mechanisms, usually

on a numerical scale.

Example: Employees rate their satisfaction on a scale of 1 to 5 in a survey. If the

average score is 4.2, it indicates a high level of satisfaction.

Training and Development ROI (Return on Investment):

Measures the return on investment from training and development programs.

Example: If a company invests $50,000 in training programs and sees a

subsequent increase in productivity resulting in $100,000 of additional revenue, the
ROI would be 100%.

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Absenteeism Rate:

Measures the percentage of scheduled work hours that employees miss due to
absence.

Example: If employees collectively miss 500 scheduled work hours in a month,

and the total scheduled work hours for all employees in that month were 10,000,
the absenteeism rate would be 5%.

HR Expense Ratio:

Compares HR expenses to overall organizational expenses, often expressed as a

percentage.

Example: If a company's total HR expenses for a year amount to $500,000, and its
total operational expenses for the same period are $5,000,000, the HR expense
ratio would be 10%.

Diversity and Inclusion Metrics:

Measures the representation and inclusion of diverse groups within the workforce.

Example: If a company aims to have at least 30% female representation in

leadership positions and currently has 25%, there is a gap of 5% that needs to be
addressed.

Performance Appraisal Completion Rate:

Measures the percentage of employees who have completed their performance

appraisals within a given timeframe.

Example: If there are 100 employees in a company and only 70 have completed
their performance appraisals within the specified timeframe, the completion rate
would be 70%.

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Topic 3 : KPIs Monetary - Increment, bonus.

In HRM, monetary Key Performance Indicators (KPIs) related to increments,

bonuses, and other compensation aspects are crucial for measuring the
effectiveness of HR practices in rewarding and incentivizing employees. Here are
some examples:

1. Average Salary Increase Percentage:

Tracking the average percentage increase in base salaries for employees over a
specific period, such as annually or biannually.
For example, achieving an average salary increase of 5% across the organization.

2. Merit Pay Increase Rate:

Monitoring the rate at which employees receive merit-based pay increases as a
recognition of their performance.
For example, ensuring that 80% of employees receive a merit increase each year
based on performance evaluations.

3. Bonus Payout Ratio:

Calculating the percentage of eligible employees who receive performance-based
bonuses or incentives.
For example, ensuring that 90% of employees meeting performance targets
receive a bonus.

4. Employee Satisfaction with Compensation:

Measuring employee satisfaction levels with their compensation package,

including salaries, bonuses, and benefits.
For example, achieving a satisfaction score of 80% or higher in employee surveys
related to compensation

5. Variable Pay as a Percentage of Total Compensation: Analyzing the

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proportion of total compensation that consists of variable pay, such as bonuses,
commissions, or profit-sharing. For example, ensuring that variable pay accounts
for 20% of total compensation packages.

6. Bonus Payout Accuracy:

Assessing the accuracy and fairness of bonus payouts in relation to predefined
performance criteria. For example, ensuring that bonus payouts accurately reflect
individual and team performance as outlined in performance evaluations.

7. Cost of Living Adjustment (COLA) Compliance:

Ensuring compliance with cost-of-living adjustments in employee salaries to keep

pace with inflation and maintain purchasing power.
For example, implementing COLA increases based on changes in the Consumer
Price Index (CPI).

8. Retention Bonus Effectiveness:

Evaluating the effectiveness of retention bonuses in retaining key talent within the
organization.
For example, tracking the turnover rate among employees who received retention
bonuses compared to those who did not.

9. Salary Compression/Inversion Mitigation:

Monitoring and addressing salary compression (when new hires earn similar or
higher salaries than existing employees) or salary inversion (when junior
employees earn more than their senior counterparts).
For example, implementing salary adjustment policies to mitigate compression
and inversion issues.

10. Return on Compensation Investment:

Assessing the return on investment (ROI) for compensation expenditures,
including salaries, bonuses, and benefits.
For example, calculating the incremental revenue or cost savings generated per
dollar spent on employee compensation.

These monetary KPIs help HR departments effectively manage compensation

practices, ensure fair and competitive rewards for employees, and align
compensation strategies with organizational goals and budget constraints.

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Topic 4: KPIs Non-monetary - recognition,
Appreciation:

1. Flexible working arrangements:

Flexibility is far and away the most valuable non-monetary reward you can offer.
New McKinsey research finds that nearly all employees (94%) say they'd benefit
from more flexibility. Other data shows 51% would give up a salary boost for more
flexibility. And it's one of the most widely adopted benefits you can offer — 87%
of workers take the flexible working arrangements their company offers.

For example:

Hybrid models are quite common — almost three-quarters of all businesses use
one or plan to in 2024. We say it's best to interpret "flexibility" in the broadest
sense of the word. As much as possible, given the constraints of the role, offer
employees the ability to work how they prefer.

2. Employee recognition

Taking the extra step to recognize employees for the work they do is absolutely
critical. There are two sides to this coin: Manager- or executive-led recognition —
Higher-ups give team members shout-outs and positive reinforcement for a job
well done. Peer-to-peer recognition — Team members acknowledge each other's
successes and achievements

3. Extra PTO

PTO is something that's already part of your employee benefits strategy, so it's
fairly easy to tack on more of it as part of an incentive program. You could even
make it part of your employee giving program by letting team members take extra
(paid) time off for volunteer work.

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4. Experiential rewards:
Incentive trips are common for top-performing department leaders and reps.
Company-sponsored team outings (think: escape rooms, sporting events, concerts)
are a fun experience that also encourages team bonding.

5. Professional development opportunities:

Professional development is a great non-monetary incentive because it's a win-win:

you invest in an employee's growth and development, and the investment comes
back to you in the form of high employee job satisfaction and retention rates. For
what it's worth, 86% of employees say they'd leave their current job for one that
offered them more opportunities to grow.
You can offer personal growth opportunities in a number of ways:

For Example,

Clear promotion targets Skills training (e.g. coding classes, public speaking
workshops) Online professional development courses Conference or seminar
attendance. To ensure fairness across team members in the same role, structured
promotion targets are an absolute must.

How to offer the right non-monetary incentives:

1. Assess your financial compensation package.

2. Figure out what matters most to your team.

The best way to do this is to...ASK!!!

3. Determine the appropriate time for each incentive.

For example, new pipeline generated.

4. Play to each employee's preferences.

Keeping a pulse on employee preferences, especially around non-monetary

incentives, is key.

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Topic 5 : HRM Results:
Introduction:

In line with our commitment to fostering a people-centric workplace, we present

comprehensive Human Resource Management (HRM) results reflecting our
humanistic approach to managing our workforce. This report outlines key metrics
and insights derived from various HR initiatives aimed at promoting employee
well-being, engagement, and growth.

1. Employee Satisfaction and Engagement:

Example Scenario:

During our recent employee satisfaction survey, we received overwhelmingly

positive feedback regarding our new flexible work arrangements. Employees
expressed appreciation for the autonomy to manage their schedules, leading to
increased job satisfaction and a stronger sense of work-life balance.

2. Retention Rates and Turnover Metrics:

Real-Based Scenario:

Over the past year, our company has implemented a mentorship program aimed at
supporting the career development of junior employees. As a result, we have
observed a significant decrease in turnover among entry-level staff, with retention
rates improving by 15%.

3. Recruitment Metrics:

Illustrative Example:

Our recent recruitment drive focused on diversifying our talent pool resulted in a
25% increase in applications from underrepresented groups. By partnering with
local community organizations, we successfully attracted candidates from diverse
backgrounds, enriching our workforce and fostering inclusion.

4. Training and Development Effectiveness:

Real-Based Illustration:

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Through our leadership development program, we identified high-potential
employees and provided them with tailored training and mentorship opportunities.
As a result, 80% of program participants demonstrated improved leadership skills,
leading to a 30% increase in internal promotions.

5. Performance Management Results:

Example Scenario:

Following the introduction of a continuous feedback mechanism, managers

reported a 20% increase in employee engagement during performance reviews. By
emphasizing ongoing dialogue and support, we have seen a notable improvement
in employee morale and productivity.

6. Diversity and Inclusion Metrics:

Real-Based Scenario:

Our diversity and inclusion task force conducted a series of workshops focused on
unconscious bias awareness. Subsequently, employee surveys indicated a 40%
increase in perceived inclusivity within the workplace, reflecting our commitment
to creating a culture of belonging for all.

7. Absenteeism and Attendance Metrics:

Illustrative Example:

After implementing a wellness program that prioritized mental health resources

and stress management workshops, we observed a 30% decrease in absenteeism
related to stress-related illnesses. Employees reported feeling more supported and
equipped to manage their well-being effectively.

8. Employee Benefits Utilization:

Real-Based Illustration:

Following the introduction of a comprehensive benefits communication campaign,

we saw a 15% increase in the utilization of our retirement savings plan among
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eligible employees. Clear and accessible information empowered our workforce to
make informed decisions about their financial future.

9. HR Efficiency Metrics

Example Scenario:

By automating repetitive HR tasks such as payroll processing and leave

management, we reduced administrative overhead by 20%, allowing HR
professionals to focus on strategic initiatives and providing personalized support to
employees.

10. Compliance and Legal Compliance

Real-Based Scenario:

Through regular audits and compliance training sessions, we maintained a 100%

compliance rate with labor laws and regulations. Our proactive approach to legal
compliance mitigates risks and ensures the protection of both employees and the
organization.

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Topic 6 : HRM ( Customer delight) :
Human Resource Management (HRM) is the strategic and systematic approach to
managing an organization's most valuable asset - its people. It encompasses
various functions aimed at optimizing employee performance, satisfaction, and
development to achieve organizational goals and objectives. Employing a
humanistic approach, HRM prioritizes the well-being and growth of employees
while aligning their efforts with the organization's mission and values.

In practical terms, HRM involves several key functions:

1. Recruitment and Selection:

HRM focuses on attracting and hiring the right talent for the organization. This
involves crafting job descriptions, advertising positions, screening resumes,
conducting interviews, and selecting candidates who not only possess the required
skills but also align with the company culture.

Example:
Imagine a tech company seeking a software engineer. Instead of solely
emphasizing technical skills, the HRM team also evaluates candidates for their
ability to collaborate effectively and adapt to a fast-paced, innovative environment,
ensuring a cultural fit that enhances team dynamics.

2. Training and Development:

HRM invests in the continuous learning and development of employees to enhance
their skills, knowledge, and capabilities. This includes orientation programs for
new hires, ongoing training workshops, mentorship opportunities, and career
development initiatives.

Example: A retail chain offers comprehensive sales training to its employees,

equipping them with product knowledge, customer service skills, and effective
selling techniques. Through regular coaching sessions and performance feedback,

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employees feel supported in their growth, leading to improved customer
interactions and increased sales.

3. Performance Management: HRM establishes performance standards, conducts

regular evaluations, and provides feedback to employees to drive continuous
improvement. This process may involve setting SMART (Specific, Measurable,
Achievable, Relevant, Time-bound) goals, conducting performance appraisals, and
recognizing and rewarding top performers.

Example: A manufacturing company implements a performance management

system where employees receive quarterly feedback sessions with their managers.
By focusing on constructive dialogue and goal alignment, employees feel
empowered to enhance their performance and contribute to the company's success.

4. Employee Relations:
HRM fosters positive relationships between management and employees,
addressing concerns, resolving conflicts, and promoting a healthy work
environment. This involves effective communication, conflict resolution
techniques, and creating channels for feedback and employee engagement.

Example:
In a healthcare organization, HRM establishes an open-door policy where
employees can voice their concerns without fear of retaliation. By actively
listening to employee feedback and addressing issues promptly, the organization
maintains high morale and a supportive work culture.

In each of these functions, HRM strives to achieve customer delight by recognizing

that employees are the primary drivers of customer satisfaction. By investing in
their well-being, development, and engagement, organizations can create a
workforce that is motivated, committed, and capable of delivering exceptional
products and services to customers.

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Topic 7 : HRM Operational excellence and BPR
business process engineering:
Human Resource Management (HRM) operational excellence and Business
Process Reengineering (BPR) are both strategies aimed at improving
organizational efficiency and effectiveness, albeit from different perspectives. Here
are explanations of each with examples:

1. HRM Operational Excellence:

HRM operational excellence focuses on optimizing human resource processes and

practices to align with organizational goals, improve employee satisfaction, and
drive overall performance. Examples of HRM operational excellence include:

EXAMPLE :

• Implementing an automated recruitment system to streamline the hiring

process, reduce time-to-fill, and ensure better candidate fit.
Developing comprehensive employee training and development programs to
enhance skills, increase productivity, and foster career growth.
Establishing performance management systems that provide regular
feedback, set clear goals, and recognize top performers, thereby improving
motivation and retention.

2. Business Process Reengineering (BPR):

BPR involves the radical redesign of core business processes to achieve significant
improvements in cost, quality, speed, and service. It often entails questioning
existing practices and redesigning processes from scratch. Examples of BPR
initiatives include:

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EXAMPLE:

- Reengineering the order-to-delivery process in a manufacturing company to

reduce lead times, eliminate non-value-added steps, and improve customer
satisfaction.
- Overhauling the customer service process in a telecommunications
company by implementing self-service options, improving response times,
and enhancing resolution rates.
- Redesigning the invoicing and payment process in a financial institution to
streamline operations, reduce errors, and accelerate cash flow.

Topic 08 : HRM learning in growth:

Human Resource Management (HRM) plays a crucial role in facilitating the
growth and development of employees within an organization. Here are some ways
HRM contributes to learning and growth, along with examples:

1. Training and Development Programs:

HRM designs and implements training programs to enhance employee skills and
knowledge, contributing to their professional growth.
For Example: Organizing workshops on leadership development, technical skills
training, or communication skills improvement.

2. Performance Management:
HRM establishes performance management processes to provide feedback,
coaching, and development opportunities to employees. This helps them identify
areas for improvement and set goals for growth.
For Example: Conducting regular performance reviews and setting up individual
development plans.

3. Career Pathing and Succession Planning:

HRM assists employees in identifying career paths within the organization and
offers guidance on how to achieve their career goals. This involves providing
opportunities for advancement, promotions, or lateral moves.
For Example: Creating a career pathing program that outlines potential career
trajectories and required skills for each role.

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4. Mentorship and Coaching:
HRM facilitates mentorship and coaching programs were experienced employees
or leaders’ mentor and guide less experienced employees. This enables knowledge
transfer, skill development, and career growth.
For Example:
Pairing junior employees with senior mentors to provide guidance and support.

5. Learning Culture Promotion:

HRM fosters a learning culture within the organization by promoting continuous
learning and knowledge sharing. This may include setting up learning platforms,
encouraging participation in webinars or conferences, or organizing lunch and
learn sessions.
For example: Implementing a peer learning program where employees share best
practices and learn from each other's experiences.

6. Recognition and Rewards:

HRM implements recognition and rewards programs to acknowledge and
incentivize employee learning and growth. This can include awards, bonuses, or
promotions for employees who demonstrate exceptional performance or achieve
learning milestones.
For Example: Recognizing employees who complete certification programs or
exceed performance targets.

7. Feedback and Open Communication:

HRM encourages open communication and feedback mechanisms where
employees can provide input on their learning needs and career aspirations. This
helps HRM tailor learning and development initiatives to meet individual needs.
For Example: Conducting employee surveys or focus groups to gather feedback
on training programs and areas for improvement.

Overall, HRM plays a pivotal role in creating a supportive environment for

employee learning and growth, which ultimately contributes to the overall success
and competitiveness of the organization.

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Topic 9 : Talent Acquisition:
Talent acquisition is the process of identifying, attracting, assessing, and hiring
candidates to fill job vacancies within an organization. It's a crucial function within
human resource management (HRM) that focuses on acquiring the right talent to
meet the organization's current and future needs. Here's an example of talent
acquisition within HRM:

EXAMPLE:

XYZ Corporation is a rapidly growing tech company specializing in artificial

intelligence solutions. As the company expands its operations, the HR department
recognizes the need to acquire top talent to sustain growth and innovation. They
develop a talent acquisition strategy to ensure they attract the best candidates for
various roles, such as software developers, data scientists, and project managers.

1. Needs Analysis: The HR team collaborates with department heads and key
stakeholders to identify the specific skills and expertise required for each role.
They analyze current and future workforce needs based on the company's strategic
objectives.

2. Recruitment Marketing: Using employer branding strategies, the HR team

creates compelling job postings and promotes them through various channels such
as the company website, job boards, social media, and professional networks. They
highlight the company's culture, values, and opportunities for career growth to
attract potential candidates.

3. Candidate Sourcing: HR professionals actively source candidates through

networking, referrals, and partnerships with educational institutions and industry
associations. They also utilize online platforms and databases to identify passive
candidates who may not be actively seeking employment but possess the desired
skills and experience.

4. Screening and Assessment: The HR team reviews resumes and conducts initial
screenings to assess candidates' qualifications, experience, and cultural fit. They
may use pre-employment assessments, technical tests, and interviews to further
evaluate candidates' competencies and suitability for the role.

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5. Candidate Engagement: Throughout the recruitment process, HR maintains
regular communication with candidates to keep them informed about their status
and the next steps. They provide a positive candidate experience by offering timely
feedback, addressing concerns, and ensuring transparency.
6. Selection and Offer: After a thorough evaluation, the hiring manager selects the
most suitable candidate for the role. HR extends a job offer that includes details
such as compensation, benefits, and start date. They negotiate terms as needed to
secure the candidate's acceptance.

7. Onboarding: Once the offer is accepted, HR facilitates the onboarding process

to help the new hire integrate smoothly into the organization. They provide
orientation, training, and support to ensure the employee feels welcome and
prepared to contribute effectively from day one.

8. Continuous Improvement: The HR team regularly evaluates and refines the

talent acquisition process based on feedback from hiring managers, candidates, and
performance metrics. They identify areas for improvement and implement
strategies to enhance recruitment effectiveness and efficiency.

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Topic 10 : CBR ( Compensation Benefits and
Rewards):
Compensation ,benefits, and rewards are essential components of an organization's
overall strategy to attract, retain, and motivate employees. Here are the key
elements of each:

COMPENSATION:

Base Salary:
The fixed amount of money paid to employees on a regular basis, typically in
exchange for their work hours.

Variable Pay:
Additional pay that fluctuates based on performance, such as bonuses,
commissions, or profit-sharing.

Overtime Pay:
Additional compensation for hours worked beyond regular working hours,
typically 1.5 times the regular hourly rate.

Salary Increments:
Regular increases in base salary to reflect experience, tenure, or cost of living
adjustments.

Salary Structure:
The framework that outlines pay ranges for different job roles within the
organization.
Incentive Programs:

Programs designed to motivate employees through monetary rewards for achieving

specific goals or targets.

Benefits:

Health Insurance: Coverage for medical expenses, including doctor visits,

hospitalization, prescription drugs, and other healthcare services.

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Retirement Plans:
Employer-sponsored plans such as 401(k) or pension schemes to help employees
save for retirement.

Paid Time Off (PTO):

Allowances for vacation days, sick leave, holidays, and personal days.

Insurance Coverage:
Beyond health insurance, this may include life insurance, disability insurance,
dental, and vision coverage.

Flexible Spending Accounts (FSAs):

Pre-tax accounts that employees can use to pay for eligible medical or dependent
care expenses.

Wellness Programs: Initiatives aimed at promoting employee health and well-

being, such as gym memberships, wellness coaching, or mental health support.

Rewards:

Recognition Programs: Formal or informal programs to acknowledge and reward

employee achievements, such as Employee of the Month awards or peer
recognition.

Performance Awards:

Bonuses or other rewards given to employees for exceptional performance or

meeting/exceeding performance targets.

Career Development Opportunities:

Opportunities for training, skill development, and advancement within the
organization.

Non-monetary Incentives:

Rewards that are not directly financial, such as flexible work arrangements,
telecommuting options, or professional development opportunities
These elements collectively form a comprehensive compensation, benefits, and
rewards package that aims to attract, retain, and motivate employees while aligning
with the organization's goals and values.
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Topic: 11 Labor relations (Sindh code labor
laws):
Labor relations: In Sindh, Pakistan, are governed by various labor laws aimed at
protecting the rights of workers and regulating employment practices. One
significant piece of legislation is the Sindh Industrial Relations Act, 2013, which
provides a framework for industrial relations, including the formation of trade
unions, collective bargaining, and dispute resolution.

Example:

Suppose there is a manufacturing company in Sindh with a workforce of several

hundred employees. The workers, feeling that their wages are insufficient given the
rising cost of living, decide to form a trade union to negotiate better pay and
working conditions with the management.

Under the Sindh Industrial Relations Act, 2013, the workers have the right to form
a trade union and collectively bargain with their employer. They elect
representatives from among themselves to form the union and communicate their
demands to the management.

After negotiations, if an agreement cannot be reached, and a dispute arises between

the workers and the management, the Act provides mechanisms for resolution.
This might involve conciliation or arbitration by government-appointed officials or
even referring the matter to labor courts for adjudication.

Ultimately, the example illustrates how labor laws in Sindh, such as the Sindh
Industrial Relations Act, 2013, facilitate the peaceful resolution of labor disputes
and ensure the protection of workers' rights in the province.

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Topic 11: Fairness in HRM:
Fairness in Human Resource Management:
(HRM) refers to the ethical and equitable treatment of employees within an
organization. It involves ensuring that decisions and actions related to recruitment,
selection, promotion, compensation, and other HR processes are impartial,
transparent, and justifiable. Fairness is a critical aspect of HRM as it promotes
employee trust, engagement, and commitment to the organization.

There are several dimensions of fairness in HRM:

1. Procedural Fairness:
This relates to the fairness of the procedures and processes used in HRM decisions.
It emphasizes the importance of providing employees with a voice, allowing them
to express their views, and ensuring that decisions are made based on objective
criteria. For Example: Providing clear job descriptions, consistent performance
evaluations, and transparent promotion criteria contribute to procedural fairness.

2. Distributive Fairness:

This concerns the fairness of outcomes or distributions resulting from HRM

decisions. It focuses on the perceived fairness of rewards, such as salaries,
bonuses, promotions, and benefits. Distributive fairness ensures that rewards are
allocated based on performance, contribution, and relevant criteria rather than
favoritism or bias.

3. Interactional Fairness:

This refers to the fairness of interpersonal treatment and communication during

HRM processes. It emphasizes respectful and considerate interactions between
employees and managers, providing explanations for decisions, and showing
empathy and sensitivity to employees' concerns. Interactional fairness enhances
employees' perceptions of fairness and organizational justice.

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Examples of fairness in HRM:

1. Equal Employment Opportunity (EEO):

Ensuring that all individuals have an equal opportunity to be recruited, hired, and
promoted based on their qualifications and abilities, without discrimination based
on factors such as race, gender, age, religion, or disability.

2. Performance Management:

Implementing fair and transparent performance evaluation processes that assess

employees based on predetermined criteria, provide constructive feedback, and
offer opportunities for development and growth.

3. Compensation and Benefits:

Designing salary structures, bonus systems, and benefit packages that are equitable
and aligned with employees' contributions, skills, and market value. Fair
compensation practices minimize pay gaps and ensure that employees feel fairly
rewarded for their work.
4. Conflict Resolution:

Establishing fair and efficient procedures for addressing workplace conflicts,

grievances, and disputes. Fairness in conflict resolution involves impartial
investigation, mediation, and resolution based on objective evidence and principles
of justice.

Overall, fairness in HRM is essential for building a positive organizational culture,

fostering employee satisfaction and commitment, and enhancing organizational
performance and competitiveness. By prioritizing fairness in HRM practices,
organizations can create an inclusive and supportive work environment where
employees feel valued, respected, and motivated to contribute their best.

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Topic 13 : PDP (Personal Development Plan):
Basic personal development plan with examples in Human Resource Management
(HRM):
1. Goal Setting:
Goal: Improve Conflict Resolution Skills
Example: Attend a conflict resolution workshop to learn strategies for managing
workplace disputes effectively.
2. Skill Development:
Skill: Leadership Skills
Example: Take on a leadership role in a cross-functional project to enhance
delegation, communication, and team management abilities.
3. Education and Training:
Training: Diversity and Inclusion Training
Example: Enroll in an online course on diversity and inclusion to understand how
to create an inclusive workplace culture and manage diverse teams effectively.
4. Networking:
Activity: Attend HR Networking Events
Example: Participate in local HR networking events or join professional HR
associations to expand professional connections and stay updated on industry
trends.
5. Feedback and Evaluation:
Feedback: Performance Reviews
Example: Regularly seek feedback from supervisors, colleagues, and team
members during performance reviews to identify areas for improvement and track
progress in HRM skills development.
6. Professional Certifications:
Certification: SHRM-CP (Society for Human Resource Management Certified
Professional)
Example: Prepare and sit for the SHRM-CP exam to validate expertise in HRM
principles and practices, enhancing credibility and career prospects in the field.

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7. Continuous Learning:
Activity: Reading HRM Literature
Example: Dedicate time each week to reading HRM journals, articles, and books
to stay abreast of emerging trends, best practices, and innovative strategies in
HRM.
8. Mentorship:
Mentor: Senior HR Manager
Example: Seek mentorship from a senior HR manager within the organization to
gain insights, guidance, and advice on career advancement, professional
development, and navigating challenges in HRM.
9. Personal Well-being:
Focus: Work-Life Balance
Example: Implement strategies to maintain a healthy work-life balance, such as
setting boundaries, prioritizing tasks, and allocating time for self-care activities
outside of work hours.
10. Long-Term Career Planning:
Career Path: HR Director
Example: Develop a long-term career plan outlining milestones, skills to acquire,
and opportunities for advancement to ultimately achieve the goal of becoming an
HR director within a specified timeframe.

By following this personal development plan, individuals can enhance their skills,
knowledge, and capabilities in HRM, ultimately contributing to their professional
growth and success in the field.

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MANAGING HUMAN CAPITAL
LECTURE # 4
Date: March 24, 2024

• Shahzaib Ahmed (Recruitment)

• Fareed (Selection in HR)
• Arsalan ul Haq( career management)
• Faisal (compensation in HR)
• Abdul Mateen (Headcount budget)
• Ammara Abu Bakar (OPEX operational expenditure)
• Muhammad Bilal (COPEX capital expenditure)
• Danish (EEO equal employment opportunity)
• Syed Jehanzaib Ali (DEIB Diversity equity inclusion belongings)
• Muhammad Shahzaib (potential violences in HRM)
• Maryam Noor (HP hire purchase agreement)
• Sualiha Anwar(Budget Variance)
• Abdul Rehman (Orientation and on boarding in HRM)

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 Topic 1 : Recruitment:

Introduction:

Recruitment in Human Resource Management (HRM) is the process of identifying,

attracting, and selecting qualified candidates for job vacancies within an
organization. It's a crucial aspect of HRM as it ensures that the organization has the
right people with the right skills and qualifications to achieve its goals. Here's a
breakdown of the recruitment process with examples:

Identifying Job Vacancies:

HR professionals work with department managers to identify the need for new
positions or replacement hires due to turnover, expansion, or restructuring. For
example, if a software company decides to develop a new mobile application, they
may need to hire additional developers

Job Analysis and Description:

HR conducts job analysis to understand the roles, responsibilities, and required

qualifications for the vacant position. This information is used to create a detailed
job description outlining the job duties, skills, experience, and qualifications
needed. For instance, a job description for a marketing manager might include
responsibilities such as developing marketing strategies, managing campaigns, and
a requirement of a bachelor's degree in marketing or related field.

Attracting Candidates:

HR employs various methods to attract potential candidates, such as posting job openings
on the company's website, job boards, social media platforms, and utilizing recruitment agencies.
For example, a retail chain might use social media to promote job openings for sales associates.
Screening and Shortlisting:
HR reviews resumes and applications to identify candidates who meet the basic
qualifications outlined in the job description. They may also conduct preliminary
interviews or assessments to further evaluate candidates' suitability for the position.
For instance, a technology company might conduct technical assessments to

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shortlist candidates for a software engineering position.

Conducting Interviews:

Qualified candidates are invited for interviews, which may include multiple rounds
with HR representatives, hiring managers, and potential team members.
Behavioral, situational, and technical questions may be asked to assess candidates'
skills, experience, and fit for the role and organization.

Making Job Offers:

After the interview process, HR extends job offers to the most suitable
candidate(s). Offers may include details such as salary, benefits, start date, and any
other relevant terms and conditions of employment. For example, a pharmaceutical
company might offer a competitive salary package with health benefits to attract a
top research scientist.

Onboarding:

Once candidates accept the job offers, HR initiates the onboarding process to
integrate new hires into the organization. This may involve completing paperwork,
orientation sessions, training, and introductions to colleagues and company
policies.

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Topic 2: Selection in HR:
Selection in human resources (HR) refers to the process of identifying, assessing,
and hiring candidates who are the best fit for a particular job within an
organization. It's a crucial stage in the recruitment process that aims to ensure that
the right person is hired for the right position. Here's a detailed description of the
selection process in HR:

Job Analysis:
Before the selection process begins, HR conducts a job analysis to understand the
requirements and responsibilities of the position. This involves identifying the
necessary skills, qualifications, experience, and attributes needed for success in the
role.

Sourcing Candidates:
Once the job requirements are clear, HR uses various methods to attract potential
candidates. This could include posting job openings on job boards, company
websites, social media platforms, attending job fairs, and networking within
professional circles.

Shortlisting: After the initial screening, HR shortlists the most qualified candidates
for further assessment. This involves reviewing resumes, conducting phone
screenings, and possibly administering pre-employment assessments to assess
skills and competencies.

Interviewing:
Shortlisted candidates are invited for interviews. Depending on the organization,
there may be multiple rounds of interviews, including phone interviews, video
interviews, and face-to-face interviews with hiring managers, HR representatives,
and other relevant stakeholders. The interviews assess the candidate's qualifications,
skills, experience, cultural fit, and overall suitability for the role and the
organization.

Reference and Background Checks:

HR conducts reference checks to verify the candidate's employment history,
qualifications, and character. Background checks may also be conducted to ensure
that the candidate has no criminal record or other disqualifying factors.

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Decision Making:
Based on the interviews, assessments, and reference checks, the hiring team
evaluates each candidate's strengths, weaknesses, and overall fit for the role and
the organization. A final hiring decision is made, and the selected candidate is
extended a job offer.

Job Offer and Negotiation:

Once the selected candidate accepts the job offer, HR coordinates the process of
finalizing employment terms and conditions, including salary, benefits, start date,
and any other relevant details. Negotiations may take place to reach mutually
acceptable terms.

Onboarding:
After the candidate accepts the job offer, HR facilitates the onboarding process,
which includes orientation, paperwork, training, and integration into the
organization. This sets the stage for the new hire to become productive and
successful in their new role.

Overall, the selection process in HR is a systematic and thorough approach to

identifying and hiring the best candidates to meet the organization's staffing needs
while ensuring a good fit with the job requirements and organizational culture.

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Topic 3 : Career Management:
Career management in Human Resource Management (HRM) involves several key
components aimed at helping employees navigate their professional development
within an organization. These components typically include:

1. Career Planning:
This involves assessing employees' skills, interests, and aspirations, and aligning
them with organizational goals to create career paths.

2. Training and Development:

Providing employees with opportunities for learning and skill development to
enhance their capabilities and prepare them for advancement.

3. Performance Management:
Regularly evaluating employees' performance, providing feedback, and setting
goals to help them progress in their careers.

4. Succession Planning:
Identifying and developing high-potential employees to fill key leadership
positions in the future.

5. Mentoring and Coaching:

Pairing employees with experienced mentors or coaches who can provide
guidance, support, and advice on career development.

6. Career Counseling:
Offering personalized guidance to employees on career options, job opportunities,
and skill development based on their individual goals and aspirations.

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Topics 4 : Compensation in HR:
Compensation in HRM involves a comprehensive approach to rewarding
employees for their contributions to the organization. Let's delve into the details
with examples:
1. Base Salary:

Base salary is the fixed amount of money paid to an employee for their work on a
regular basis, typically expressed as an annual or monthly amount.

Example: An employee is hired as a software engineer with a base salary of

$80,000 per year.

2. Bonuses and Incentives:

Bonuses are additional payments made to employees as a reward for achieving

specific goals or performance targets.

Incentives are rewards provided to motivate employees to achieve certain

outcomes or behaviors.

Example: A sales team member receives a quarterly bonus of $1,000 for

exceeding their sales targets.

3. Benefits:

Benefits are non-monetary rewards provided to employees to enhance their overall

compensation package and well-being.

Examples include health insurance, dental and vision coverage, life insurance,
disability insurance, and retirement plans such as 401(k) contributions and
employer matching.

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Example: An employee receives comprehensive health insurance coverage,
including medical, dental, and vision benefits, paid for in part or entirely by the
employer.

4. Paid Time Off (PTO):

Paid time off includes vacation days, sick leave, and holidays for which employees
receive their regular pay while not working.

Example: An employee is entitled to 15 days of paid vacation leave per year, in

addition to 10 paid holidays and 5 sick days.

5. Perks and Amenities:

Perks are additional benefits or amenities provided to employees beyond their

regular compensation.

Examples include flexible work arrangements, remote work options, company-

provided meals or snacks, gym memberships, and employee discounts.

Example: A company offers employees the option to work remotely twice a week
and provides free snacks and beverages in the office.

6. Recognition and Rewards Programs:

Recognition programs acknowledge and reward employees for their achievements,

contributions, and years of service.

Examples include Employee of the Month awards, spot bonuses, and milestone
rewards for years of service.

Example: An employee who consistently demonstrates outstanding performance

receives recognition in the form of a certificate, a personalized letter from
management, and a gift card.

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Topic 5: Headcount Budget:

In Human Resource Management (HRM), a headcount budget refers to the planned

allocation of resources for hiring and maintaining staff within an organization.

Here are some key details about headcount budgets:

1. Purpose:

The primary purpose of a headcount budget is to forecast and allocate resources for
the number of employees needed to support the organization's operations and
strategic goals.

2. Components:

A headcount budget typically includes several components:

Forecasted number of employees by department, team, or job role.

Salary and benefits expenses associated with each employee.

Hiring and onboarding costs, including recruitment expenses and training.

Attrition rates and costs associated with employee turnover.

Contingency allowances for unexpected changes or growth.

3. Data Sources:

Creating a headcount budget requires collecting and analyzing data from various
sources, including historical staffing levels, turnover rates, business forecasts, and
strategic plans.

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4. Alignment with Strategic Goals:

A well-developed headcount budget aligns with the organization's strategic

objectives. It considers factors such as anticipated growth, changes in market
conditions, technological advancements, and shifts in customer demands.

5. Budgeting Process:

The process of creating a headcount budget typically involves collaboration

between HR professionals, department managers, finance teams, and senior
leadership. It may require multiple iterations and adjustments to reflect changing
circumstances.

Name: Ammara Abu Bakar

Abubaker Student ID: 20325

Topic 6 : OPEX OPERATIONAL EXPENDITURE :

Operational expenditure (OPEX) in human resource management refers to the

ongoing costs associated with the day-to-day operations of managing employees
within an organization.

These expenses are necessary to keep the HR department functioning smoothly and
efficiently.

For Example:

Salaries and wages for staff, employee benefits such as health insurance and
retirement contributions, training and development programs, recruitment and
hiring expenses like advertising job postings and conducting interviews, and
administrative costs such as office supplies and software subscriptions are all
considered OPEX in HR management.

These expenses are essential for maintaining a productive workforce and ensuring
the smooth operation of HR functions within the organization.

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TOPIC 7 : COPEX Capital Expenditure:

Copex is important for companies to grow and maintain their business by investing
in new property, plant, equipment (PP&E), products, and technology. Financial
analysts and investors pay close attention to a company’s capital expenditures, as
they do not initially appear on the income statement but can have a significant
impact on cash flow.

Key Highlights

• A capital expenditure, or Copex, is the purchase of long-term physical or fixed

assets used in a business’s operations.

• Financial analysts and investors pay close attention to a company’s capital

expenditures, as they do not initially appear on the income statement but can have
a significant impact on cash flow.

• The calculation of free cash flow deducts capital expenditures. Free cash flow is
one of the most important calculations in finance and serves as the basis for
valuing a company.

When to Capitalize vs. Expense:

The decision of whether to expense or capitalize an expenditure is based on how

long the benefit of that spending is expected to last. If the benefit is less than 1
year, it must be expensed directly on the income statement. If the benefit is greater
than 1 year, it must be capitalized as an asset on the balance sheet.

Net Copex can be calculated either directly or indirectly. In the direct approach, an
analyst must add up all of the individual items that make up the total expenditures,

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using a schedule or accounting software. In the indirect approach, the value can be
inferred by looking at the value of assets on the balance sheet in conjunction with
depreciation expense.

Direct Method:

• Amount spent on asset #1

• Plus: Amount spent on asset #2

• Plus: Amount spent on asset #3

• Less: Value received for assets that were sold

• = Net Copex

Indirect Method:

• PP&E Balance in the current period

• Less: PP&E balance in the previous period

• Plus: Depreciation in the current period

• = Net Copex

Copex in Valuation:

In financial modeling and valuation, an analyst will build a DCF model to

determine the net present value (NPV) of the business. The most common
approach is to calculate a company’s unlevered free cash flow (free cash flow to
the firm) and discount it back to the present using the weighted average cost of
capital (WACC).

Below is a screenshot of a financial model calculating unlevered free cash flow,

which is impacted by capital expenditures.

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Topic 8: Equal Employment Opportunity (EEO)

Equal Employment Opportunity (EEO) is a fundamental principle that ensures

individuals are treated fairly and without discrimination in the workplace. Here's
an overview of the topic:

EEO refers to the principle of providing equal opportunities for all individuals,
regardless of their race, color, religion, sex, national origin, age, disability, or other
protected characteristics. It prohibits discrimination in all aspects of employment,
including recruitment, hiring, promotion, compensation, training, and termination.
Legal Framework:
EEO laws and regulations are enforced by government agencies such as the Equal
Employment Opportunity Commission (EEOC) in the United States. These laws
include Title VII of the Civil Rights Act of 1964, the Age Discrimination in

Key Principles:

Non-Discrimination:

Employers must not discriminate against individuals based on protected

characteristics.

Equal Opportunities:
All employees and job applicants should have an equal chance to succeed based on
their qualifications and merit.
Reasonable Accommodation: Employers must provide reasonable
accommodations to individuals with disabilities to enable them to perform their job
duties.
Affirmative Action: In some cases, employers may implement affirmative action
programs to address past discrimination and promote diversity in the workforce.

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Employer Responsibilities:
Employers have a responsibility to create a workplace environment that is free
from discrimination and harassment. This includes developing EEO policies,
providing training to employees and managers, conducting regular reviews to
ensure compliance, and addressing complaints of discrimination or harassment
promptly and effectively.

Employee Rights:
Employees have the right to work in an environment free from discrimination and
harassment.

Benefits of EEO:
Promoting EEO in the workplace has numerous benefits, including:

• Attracting and retaining top talent from diverse backgrounds.

• Improving employee morale, engagement, and productivity.
• Reducing the risk of legal liabilities and costly litigation.

Challenges and Future Trends:

Despite progress in promoting EEO, challenges such as unconscious bias, systemic
discrimination, and pay inequity still exist in many workplaces. Future trends
include increased focus on diversity, equity, and inclusion (DEI) initiatives, as well
as leveraging technology to address EEO issues and improve workplace fairness.

Overall, EEO is essential for creating a fair, inclusive, and respectful workplace
where individuals can thrive based on their abilities and contributions, regardless
of their background or characteristics. Employers, employees, and policymakers all
play a critical role in promoting and upholding the principles of EEO.

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Topic 9: DEIB (Diversity, Equity, Inclusion, and
Belonging) :

DEIB, which stands for Diversity, Equity, Inclusion, and Belonging, is a

framework aimed at fostering a more inclusive and equitable environment within
organizations and communities.

Diversity:
Refers to the variety of identities and perspectives present within a group. This
includes differences in race, ethnicity, gender, sexual orientation, religion, age,
ability, socioeconomic background, and more. Embracing diversity means
recognizing, valuing, and celebrating these differences.

Example:
In a workplace, diversity might be seen in having employees from different
cultural backgrounds, genders, ages, and abilities contributing to a team project.
Each person brings unique experiences and viewpoints to the table, enriching the
discussion and enhancing creativity.

Equity:
Focuses on ensuring fairness and impartiality in the treatment of all individuals,
acknowledging that people come from different starting points and may require
different resources or support to thrive. Equity seeks to address systemic barriers
that may prevent certain groups from fully participating or accessing opportunities.

Example:
An educational institution implementing equity might provide additional tutoring
or resources for students from underprivileged backgrounds to ensure they have the
same opportunities for success as their peers from more advantaged backgrounds.

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Inclusion:
Involves creating an environment where all individuals feel respected, valued, and
empowered to fully participate and contribute. It goes beyond just having diversity
but actively involves fostering a culture of belonging where everyone's
perspectives are heard and respected.

Example: A company promoting inclusion might establish employee resource

groups where individuals from marginalized communities can come together to
share experiences, support one another, and advocate for change within the
organization.

Belonging:
Focuses on creating a sense of connection and community where individuals feel
accepted and valued for who they are. It emphasizes the importance of creating
spaces where everyone feels they can bring their authentic selves without fear of
judgment or discrimination.

Example:
A community organization hosting events that celebrate various cultural holidays
and traditions, inviting all members to participate regardless of their background,
helps foster a sense of belonging and unity among its diverse membership.

DEIB is about creating environments where diversity is embraced, equity is

ensured, inclusion is practiced, and everyone feels a sense of belonging, ultimately
leading to stronger, more vibrant communities and organizations.

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Topic 10 : Potential Violence in HRM :

Addressing potential violence in Human Resource Management (HRM) is crucial

to ensuring a safe and healthy work environment for employees. HR professionals
play a significant role in preventing and managing workplace violence through
various strategies:

1. Policies and Procedures:

HRM involves developing and implementing clear policies and procedures that
outline zero-tolerance for workplace violence. These policies should define what
constitutes violence, including physical, verbal, or psychological aggression, and
establish protocols for reporting incidents and seeking assistance.

2. Training and Education:

HR departments organize training sessions to educate employees and managers

about recognizing early warning signs of potential violence, conflict resolution
techniques, and de-escalation strategies. By providing employees with the
necessary skills and knowledge, HR helps empower them to respond effectively to
volatile situations.

3. Conflict Resolution Mechanisms:

HR professionals act as mediators in resolving conflicts between employees,

managers, or other stakeholders before they escalate into violence. They facilitate

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open communication channels, encourage dialogue, and offer impartial guidance to
find mutually acceptable solutions.

4. Security Measures:

Collaborating with security personnel, HR implements security measures such as

access control, surveillance systems, and emergency response plans to mitigate the
risk of violence in the workplace. HR also conducts risk assessments to identify
potential hazards and develop strategies for prevention and preparedness.

5. Employee Assistance Programs (EAP):

HR oversees the implementation of Employee Assistance Programs that provide

confidential counseling and support services to employees experiencing personal
or work-related stressors. EAPs offer a safe space for employees to seek help and
address underlying issues that may contribute to violent behavior.

6. Promoting a Positive Work Culture:

HR fosters a culture of respect, inclusivity, and collaboration within the

organization, where employees feel valued, heard, and supported. By promoting
positive relationships and teamwork, HR helps create a conducive environment
that discourages violence and promotes mutual respect.

By proactively addressing potential violence in HRM through policies, training,

conflict resolution mechanisms, security measures, employee assistance programs,
and promoting a positive work culture, organizations can effectively safeguard the
well-being of their employees and maintain a safe workplace environment.

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Topic 11: Hire Purchase Agreement:

A Hire Purchase (HP) agreement is a method of buying goods through installment

payments. It's like renting with the option to buy. Here's how it works:

Imagine you want to buy a car, but you can't afford to pay the full price upfront.
With an HP agreement, you can make a down payment and then pay the remaining
amount in monthly installments. While you're making payments, you can use the
car as if it's yours, but you don't actually own it until you've made all the payments.

For example: let's say you find a car worth $20,000. You make a down payment
of $5,000 and agree to pay the remaining $15,000 in monthly installments over
three years. Each month, you pay a fixed amount, which includes a portion of the
purchase price plus interest. Once you've made all the payments, the car becomes
yours outright.

HP agreements offer flexibility and convenience, making big purchases more

manageable for individuals who might not have the funds to buy outright. It's a
practical option for acquiring assets like cars, furniture, or equipment without
needing a large upfront payment.

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Topic 12: BUDGET VARIANCE:
In HRM, budget variance analysis involves comparing the planned or budgeted
expenses for HR-related activities with the actual expenses incurred during a
specific period, such as a month, quarter, or year.

1. Budgeted Amount:

This is the amount of money allocated or planned for HR-related activities within
an organization. It includes expenses such as salaries, benefits, recruitment costs,
training programs, employee development initiatives, HR technology investments,
and other HR functions.
2. Actual Amount Spent:

This is the actual expenditure incurred by the HR department during the same
period. It reflects the real costs associated with carrying out HR activities,
including any unexpected expenses or changes in spending patterns.
3. Calculating Variance:

The budget variance is calculated by subtracting the actual amount spent from the
budgeted amount. The formula is:

Budget Variance = Actual Amount Spent - Budgeted Amount

4. Interpreting Variance:

Analyzing budget variances allows HR managers to understand where they have

overspent or underspent relative to their budgeted amounts. A favorable variance
indicates that expenses were lower than expected, which could result from cost-
saving measures or efficiencies in operations.
5. Root Cause Analysis:

Once variances are identified, HR managers conduct a root cause analysis to determine
why the discrepancies occurred. This analysis may involve reviewing spending patterns,
assessing the impact of external factors (such as market trends or regulatory changes),
evaluating the effectiveness of HR programs or initiatives, and identifying areas for
improvement.

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6. Adjusting Budgets and Strategies:

Based on the variance analysis and root cause findings, HR managers may need to
adjust their budgets, reallocate resources, or revise their HR strategies and
initiatives to better align with organizational goals and financial constraints.

Topic 13: Orientation and Onboarding in HRM:

Orientation:

Orientation is the process of getting a new hire situated in their new workplace. It
involves introducing them to their coworkers, their managers, and the organization
in general. They are given a rundown of their new position and they also take the
time to fill out any paperwork they’re required to file.

Orientation usually takes the first few days — and possibly even the first full week
— of a new hire’s employment.
Onboarding:

Onboarding is the process of ensuring that a new hire becomes fully integrated into
the organization. While orientation includes a walking tour and a meet-and-greet,
onboarding is a more rigorous process in which a new employee is able to dive into
what makes their new company tick.

During onboarding, the new employee learns about organizational values,

company culture, and the goals they will be working with their colleagues to
achieve.

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MANAGING HUMAN CAPITAL
LECTURE # 5
Date: March 31, 2024

• Muhammad Bilal (code of business ethics)

• Sualiha Anwar (competitive advantage)
• Maryam Noor ( HR is a service orientated)
• Abdul Mateen (HR services)
• Syed Jehanzaib Ali (Outsource HR)
• Muhammad Shahzaib (the strategic focus of HR)
• Abdul Rehman (B.A.P border action planning)
• Ammara Abu Bakar(Agent in HR)
• Shahzaib Ahmed (Champion for employees in HR)
• Fareed (formulated business strategy in HRM)
• Arsalan ul Haq (Identify workforce environment in HRM)
• Faisal (Integrity in HRM)
• Danish (E.V P Employer value of proposition in HRM)

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Topic 1 : Code of Business Ethics
A code of ethics, also referred to as an "ethical code," may encompass areas such
as business ethics, a code of professional practice, and an employee code of
conduct.

KEY TAKEAWAYS:

• A code of ethics sets out an organization's ethical guidelines and best

practices to follow for honesty, integrity, and professionalism.

• For members of an organization, violating the code of ethics can result in

sanctions including termination

Types of Codes of Ethics

A code of ethics can take a variety of forms, but the general goal is to ensure that a
business and its employees are following state and federal laws, conducting
themselves according to an ideal that can be exemplary, and ensuring that the
business being conducted is beneficial for all stakeholders. The following are two
types of codes of ethics found in business.

Compliance-Based Code of Ethics:

For all businesses, laws regulate issues such as hiring and safety standards.
Compliance-based codes of ethics not only set guidelines for conduct but also
penalties for violations

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Value-Based Code of Ethics:

A value-based code of ethics addresses a company's core value system. It may

outline standards of responsible conduct as they relate to the larger public good and
the environment. Value-based ethical codes may require a greater degree of self-
regulation than compliance-based codes

The Bottom Line:

A code of ethics is a guiding set of principles intended to instruct professionals to

act in a manner that aligns with the organization's values, and is beneficial to all
stakeholders involved. A code of ethics is drafted by a business and tailored to the
specific industry at hand, requiring all employees of that business to adhere to the
code.

The moral choices of businesses have evolved, from the industrial age to the
modern era. In the world we live in today, working conditions, how a business
impacts the environment, and how it deals with inequality, are all areas that are
garnering a greater degree of attention. A code of ethics helps ensure that
businesses will act with greater integrity at various levels of the organization.

What Is an Example of a Code of Ethics?

An example of a code of ethics would be a business that drafts a code outlining all
the ways the business should act with honesty and integrity in its day-to-day
operations, from how its employees behave and interact with clients, to the types of
individuals it does business with, including suppliers and advertising agencies.

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Topic 2 Competitive Advantages:
Competitive advantage in HRM refers to gaining an edge over competitors by
effectively managing human resources to achieve organizational goals. This
involves attracting, developing, and retaining talented employees, aligning HR
practices with business strategies, fostering a culture of innovation and
productivity, and continuously adapting to changes in the external environment.

Talent Development:

Once employees are onboard, organizations focus on developing their skills and
capabilities to enhance performance and contribute to organizational success. This
includes providing training and development opportunities, mentoring and
coaching programs, career advancement pathways, and continuous learning
initiatives.

Performance Management:

Effective performance management systems help organizations align individual

and team goals with overall business objectives, track employee performance,
provide feedback and coaching, and reward high performers. By effectively
managing performance, organizations can ensure that employees are contributing
to the achievement of strategic goals and objectives.

Workforce Diversity and Inclusion:

Embracing diversity and inclusion in the workplace can provide a competitive

advantage by fostering creativity, innovation, and different perspectives.
Organizations that value diversity and create inclusive environments can attract a wider
pool of talent, enhance employee satisfaction and engagement, and better understand and
serve diverse customer bases.
Adaptability and Change Management:
In today's rapidly evolving business environment, organizations must be able to
adapt to changes quickly and effectively. HRM plays a critical role in facilitating
organizational change by ensuring that employees are equipped with the necessary
skills and competencies, managing resistance to change, and fostering a culture of
agility and innovation.
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Topic 3. HR is a Service Oriented:
Human Resources (HR) is a service-oriented function that focuses on the well-
being and development of employees within an organization. It employs a
humanistic approach by valuing each individual's unique needs and aspirations.

In practical terms, this means HR professionals strive to create a positive work

environment where employees feel supported and valued. For example, suppose a
company's HR department organizes regular wellness workshops and mental health
support sessions for employees. In that case, it demonstrates a humanistic approach
by addressing not just professional but also personal well-being.

HR utilizes easy and crisp language in its communications to ensure clarity and
professionalism. For instance, when disseminating company policies or conducting
training sessions, HR professionals use straightforward and understandable
language to ensure all employees comprehend important information effectively.

In summary, HR's service-oriented and humanistic approach is exemplified

through initiatives that prioritize employee welfare and development while
ensuring clear and accessible communication across all organizational levels.

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Topic 4 HR Services:

HR services encompass a range of activities functions aimed at managing an

organization's human capital effectively. These services are typically provided by
the HR department or outsourced to HR service providers. Some common HR
services include:

1. Recruitment and Staffing:

This involves sourcing, screening, and selecting candidates to fill open positions
within the organization.

2. Employee Onboarding: Ensuring new hires have a smooth transition into the
organization by providing necessary paperwork, orientation, and training.

3. Employee Relations: Managing relationships between employees and

employers, handling conflicts, grievances, and ensuring compliance with labor
laws and regulations.

4. Performance Management: Developing and implementing systems to evaluate

employee performance, provide feedback, and set goals.

5. Training and Development: Offering training programs to enhance employee

skills, knowledge, and capabilities, and supporting career development initiatives.

6. Compensation and Benefits: Administering employee compensation, benefits,

and incentive programs, ensuring they are competitive and align with
organizational goals.

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Topic 5 Outsource HR:

Outsourcing HR refers to the practice where a company hires external service

providers to manage human resource functions. This can range from payroll
processing to recruitment and training. The goal is to allow the company to focus
on its core business activities while the outsourced HR firm handles the specialized
tasks of managing personnel.

For instance, consider a small tech startup that’s rapidly expanding. They need to
hire more developers, but the process is time-consuming and requires expertise
they don’t have. By outsourcing HR, they partner with a firm that specializes in
tech recruitment, ensuring they attract the right talent while the startup focuses on
product development.

Another example could be a medium-sized manufacturing company that

outsources its payroll management. This ensures that employees are paid
accurately and on time, while the company can concentrate on improving its
production processes.

In essence, outsourcing HR allows businesses to leverage external expertise,

reduce costs, and improve efficiency, enabling them to grow and adapt in their
respective markets.

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Topic 6 : The strategic focus of HR:

Certainly! Here are five key strategic focuses of Human Resources (HR):

1. Talent Acquisition and Retention:

HR strategically focuses on attracting and retaining top talent that aligns with the
organization's goals and culture. This involves implementing innovative
recruitment strategies, employer branding initiatives, and retention programs to
ensure a skilled and engaged workforce.

2. Learning and Development:

HR invests in learning and development initiatives to enhance the skills,

knowledge, and capabilities of employees. This includes offering training
programs, leadership development opportunities, and career advancement
pathways to foster continuous learning and career growth.

3. Employee Engagement and Well-being:

HR prioritizes employee engagement and well-being to create a positive work

environment and improve overall organizational performance. This involves
implementing initiatives such as employee recognition programs, wellness
initiatives, and flexible work arrangements to enhance job satisfaction and
productivity.

4. Succession Planning:

HR strategically plans for future leadership needs by identifying and developing

high-potential employees for key roles within the organization. This involves
assessing talent gaps, grooming successors, and implementing leadership
development programs to ensure a seamless transition of leadership and
continuity in achieving organizational goals.

5. Diversity, Equity, and Inclusion (DEI):

HR focuses on promoting diversity, equity, and inclusion within the workplace to

create a more equitable and innovative workforce. This includes implementing DEI

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initiatives such as diversity training, inclusive hiring practices, and creating a
culture of belonging where all employees feel valued and respected.

These strategic focuses enable HR to effectively align its practices and initiatives
with the broader organizational goals, driving sustainable growth, and competitive
advantage.

Topic 7 : Border Action Planning:

Border Action Planning in HRM involves creating strategies to address challenges
that occur when HR policies or practices intersect with other departments or areas
within an organization.

For example, if the HR department implements a new training program, they need
to collaborate with other departments such as IT to ensure the necessary
technology infrastructure is in place, with Operations to schedule training sessions
without disrupting workflow, and with Finance to allocate budget for the program.
Border Action Planning in this context would involve coordinating efforts across
these departments to ensure the successful implementation of the training program.

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Topic 8 Agent in HR:
An agent HR, also known as an HR agent or HR representative, is an individual or
team within an organization responsible for handling various human resources
functions on behalf of employees or departments.

They act as intermediaries between employees and the HR department, often

providing support and guidance on HR-related matters.

Examples of tasks an agent HR might handle include:

Onboarding and Off boarding: Assisting new hires with paperwork, orientation,
and answering questions about benefits. Similarly, facilitating the exit process for
departing employees.

Benefits Administration:
Helping employees understand their benefits packages, assisting with enrollment,
and addressing inquiries or issues related to health insurance, retirement plans, etc.

Leave Management:
Managing requests for time off, including vacation, sick leave, and parental leave.
Ensuring compliance with company policies and relevant regulations.

Employee Relations:
Serving as a point of contact for employees to discuss concerns or grievances, and
guiding them through the appropriate channels for resolution.

Training and Development:

Coordinating training sessions, workshops, or other development opportunities for
employees, and providing information on available resources.

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Performance Management:
Assisting with performance appraisal processes, explaining performance metrics,
and addressing questions or concerns about evaluations.

Policy Enforcement:
Communicating and enforcing HR policies and procedures, such as attendance
policies, code of conduct, and anti-discrimination policies.

Overall, agent HR plays a crucial role in supporting both employees and the HR
department by handling day-to-day HR tasks efficiently and effectively.

Topic 09 Champion for employees in HR :

Introduction:

The concept of "Champion for Employees in HR" revolves around the idea of HR
professionals advocating for the needs and interests of employees within an
organization. Here's a detailed explanation along with relevant examples:

Understanding Employee Needs:

HR champions recognize the importance of understanding employees' needs,

concerns, and aspirations. They actively engage with employees to gather feedback
and insights, ensuring that HR policies and initiatives are aligned with the
workforce's expectations.

Example:
An HR champion conducts regular employee satisfaction surveys and focus group
discussions to gather feedback on workplace culture, benefits, and work-life
balance.

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Advocating for Employee Well-being:

HR champions prioritize employee well-being and strive to create a supportive

work environment where employees feel valued, respected, and supported in
achieving work-life balance.

Example: In response to feedback from employees expressing concerns about

stress and burnout, an HR champion collaborates with department heads to
implement initiatives such as mindfulness workshops and flexible work
arrangements.

Promoting Diversity and Inclusion:

HR champions advocate for diversity and inclusion initiatives to ensure that all
employees feel respected and included regardless of their background, gender,
race, or orientation.

Example: An HR champion leads the development of diversity training programs

and establishes employee resource groups to provide support and networking
opportunities for underrepresented groups.

Empowering Employee Development:

HR champions recognize the importance of investing in employee development

and career growth. They promote opportunities for training, skill development, and
advancement within the organization.

Example: An HR champion works with managers to identify high-potential

employees and create personalized development plans that include training
workshops, mentorship programs, and stretch assignments.

Fostering Open Communication:

HR champions facilitate open communication channels between employees and

management, encouraging dialogue, transparency, and collaboration to address
concerns and resolve issues effectively.

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Example: An HR champion organizes regular town hall meetings where
employees can voice their opinions, ask questions, and provide feedback directly to
senior leadership.

Recognizing and Rewarding Excellence:

HR champions advocate for fair and equitable recognition and reward systems that
acknowledge employees' contributions and achievements, thereby fostering
motivation and engagement.

Example: An HR champion implements an employee recognition program that

celebrates outstanding performance and contributions through awards, bonuses,
and public acknowledgments.

Topic 10 Formulated business strategy in HRM:

A formulated business strategy in Human Resource Management (HRM)
encompasses various aspects tailored to align the workforce with organizational
objectives and drive sustainable competitive advantage. Here's a detailed
breakdown of such a strategy:

Alignment with Organizational Goals:

The HRM strategy begins with a thorough understanding of the organization's
mission, vision, and strategic goals. HRM must align its initiatives with these
broader objectives to ensure that every HR activity contributes to the overall
success of the business.

Talent Acquisition and Recruitment:

A key aspect of HRM strategy involves attracting, selecting, and onboarding top
talent that fits the organization's culture and has the skills necessary to drive
performance. This may involve developing employer branding strategies,
optimizing recruitment processes, and leveraging various sourcing channels,
including social media and professional networks.

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Employee Development and Training:
To ensure a skilled and adaptable workforce, HRM formulates strategies for
continuous learning and development. This may include designing training
programs, implementing mentorship initiatives, and providing opportunities for
both formal and informal learning experiences to enhance employee capabilities
and career progression.

Performance Management:
HRM establishes frameworks for setting clear performance expectations, providing
regular feedback, and evaluating employee performance. Performance
management systems may include goal setting, performance appraisals, and reward
and recognition mechanisms to motivate employees and drive accountability.

Employee Engagement and Retention:

A successful HRM strategy prioritizes initiatives to foster a positive work
environment, enhance employee satisfaction, and reduce turnover. This may
involve conducting regular employee surveys, implementing strategies to improve
work-life balance, and creating opportunities for employee involvement and
feedback.

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Topic 11: Identify workforce environment in HRM:
In Human Resource Management (HRM), the workforce environment refers to the
conditions, atmosphere, and overall context within which employees operate and
interact in an organization. This environment encompasses various factors that
influence employees' experiences, well-being, and performance. Key elements of
the workforce environment include:
1. Organizational Culture:
This includes the values, beliefs, norms, and behaviors that characterize how work
is done within the organization. A strong and positive culture can contribute to
employee engagement and satisfaction.
2. Workplace Diversity:
This pertains to the presence of employees from various backgrounds, cultures,
ages, genders, and experiences within the workforce. Embracing diversity can lead
to innovation and a richer organizational environment.
3. Physical Work Environment:
The physical setting where employees perform their tasks, including office layout,
facilities, and amenities, which can impact comfort, safety, and productivity.
4. Work-Life Balance:
The extent to which employees can effectively balance their professional
responsibilities with personal and family commitments. A supportive work-life
balance contributes to employee well-being and retention.
5. Leadership and Management Style:
The approach taken by leaders and managers in directing and guiding employees.
Effective leadership can foster a positive and motivating work environment.
6. Communication Channels:
animation, including formal and informal communication methods. Clear and open
communication promotes transparency and trust.
7. Employee Relations: The quality of relationships between employees and
between employees and management. Positive employee relations contribute to a
harmonious and productive workforce.
8. Career Development Opportunities: The availability of opportunities for
employees to learn, grow, and advance within the organization. A supportive
environment for career development enhances employee engagement and loyalty.

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9. Compensation and Benefits: The fairness and competitiveness of pay and
benefits offered to employees. Compensation practices can impact motivation and
job satisfaction.

10. Employee Well-being Programs: Initiatives aimed at supporting employees'

physical, mental, and emotional health, such as wellness programs and employee
assistance services.

Understanding and managing the workforce environment effectively is crucial for

HRM professionals to attract, retain, and motivate talented employees, ultimately
contributing to organizational success.

TOPIC 12 : Integrity in HRM :

In Human Resource Management (HRM), integrity refers to the quality of being
honest, ethical, and consistent in behavior, actions, and decision-making processes
within the organization. Integrity is a fundamental aspect of HRM as it forms the
basis for trust between employees, managers, and the organization as a whole.
Here's how integrity manifests in HRM:

1. Recruitment and Selection:

HR professionals ensure integrity in the recruitment and selection process by
adhering to fair and unbiased practices. This includes evaluating candidates based
on their qualifications, skills, and experiences rather than personal biases or
preferences.

2. Employee Relations:
Integrity plays a crucial role in fostering positive employee relations. HR managers
must handle employee grievances, conflicts, and disciplinary actions with fairness
and transparency, ensuring that policies and procedures are consistently applied to
all employees.

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3. Confidentiality:
HR professionals often deal with sensitive employee information, such as salaries,
performance evaluations, and personal issues. Maintaining confidentiality
demonstrates integrity and builds trust between employees and the HR department.

4. Compliance and Legal Matters:

Integrity in HRM involves ensuring compliance with labor laws, regulations, and
company policies. HR professionals must uphold ethical standards and ensure that
the organization operates within legal boundaries, fostering a culture of integrity
and accountability.

5. Performance Management:
Integrity is essential in performance management processes such as performance
evaluations, promotions, and rewards. HR managers must ensure that performance
assessments are fair, objective, and based on merit rather than favoritism or bias.

6. Training and Development:

HR professionals promote integrity through training and development programs
that emphasize ethical conduct, diversity, inclusion, and respect in the workplace.
These initiatives help cultivate a culture of integrity and promote positive
behaviors among employees.

7. Leadership:
HR plays a crucial role in cultivating ethical leadership within the organization. By
selecting, training, and developing leaders who demonstrate integrity and ethical
behavior, HR contributes to the creation of a positive work environment where
employees feel valued and respected.

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Topic 13: Employer Value Proposition (EVP):

Employer Value Proposition (EVP) in Human Resource Management (HRM)

refers to the unique set of benefits and rewards that an organization offers to
attract, retain, and engage employees. It encompasses the overall value that an
employer provides to its employees, beyond just compensation and benefits. Here's
an overview of EVP in HRM:

1. Definition:
EVP is the value proposition that an organization presents to current and potential
employees, highlighting what sets it apart as an employer of choice. It includes
factors such as the company culture, work environment, career development
opportunities, rewards and recognition, and the overall employee experience.

2. Key Components:
Company Culture:
EVP encompasses the organization's values, mission, and workplace culture,
reflecting how employees are treated and what they can expect in terms of
collaboration, respect, and inclusivity.

Career Development:
EVP includes opportunities for growth, advancement, and skill development, such
as training programs, mentorship, and career paths within the organization.

Total Rewards:
EVP encompasses both tangible rewards (such as compensation, benefits, and
incentives) and intangible rewards (such as work-life balance, flexibility, and
recognition).

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Work Environment:
EVP includes factors such as the physical workspace, work-life balance, flexible
work arrangements, and employee well-being initiatives.

Employee Value:
EVP focuses on what employees gain from working for the organization, including
opportunities for meaningful work, personal fulfillment, and a sense of belonging.

3. Importance of EVP:

EVP plays a key role in employee retention and engagement, as it helps create a
positive workplace experience that motivates employees to stay with the
organization.

EVP contributes to employer branding and reputation, influencing how the

organization is perceived by current and potential employees, as well as by
external stakeholders.

4. Developing EVP:
Organizations can develop their EVP by conducting employee surveys, focus
groups, and interviews to understand what matters most to employees and what
they value in their employment experience.

In summary, EVP is a critical aspect of HRM that encompasses the overall value
proposition that an organization offers to attract, retain, and engage employees. It
reflects the organization's culture, values, rewards, and employee experience, and
plays a key role in attracting top talent and fostering employee loyalty and
engagement.

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MANAGING HUMAN CAPITAL
LECTURE # 6
Date: April 7, 2024

• Shahzaib Ahmed (Employ engagement in HRM)

• Danish (Employ experience in HRM)
• Sualiha Anwar (Town halls meetings)
• Syed Jehanzaib Ali (Annual meetings in HRM)
• Ammara Abu Bakar (Monthly meetings in HRM)
• Muhammad Bilal (HR score card)
• Maryam Noor (profitable maximization)
• Abdul Rehman( Customer delight in HRM)
• Fareed (Effectiveness in HRM)
• Arsalan ul Haq(Efficiency in HRM)
• Faisal ( HR expenses)
• Muhammad Shahzaib (Employee tenure in HRM)
• Abdul Mateen (Annual tun over rate in HRM)

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Topic 1 EMPLOYEE ENGAGEMENT IN HRM :
Introduction:

Employee engagement in HRM (Human Resource Management) refers to the

extent to which employees are emotionally invested in and committed to their
work, their organization, and its goals. It involves creating a positive work
environment where employees feel valued, motivated, and satisfied, leading to
higher productivity, lower turnover, and better overall performance.

Here are some key aspects and examples of employee engagement in HRM:

Communication:

Effective communication is crucial for employee engagement. HR managers

should ensure open lines of communication between management and employees,
as well as among coworkers.

For example: Holding regular team meetings, providing feedback, and

implementing suggestion boxes can all improve communication and engagement.
Recognition and Rewards:

Recognizing and rewarding employees for their contributions can boost morale and
motivation. This can include both formal rewards such as bonuses and promotions,
as well as informal recognition like praise and thank-you note.

For Example: An organization might implement an "Employee of the Month"

program to publicly acknowledge outstanding performance.

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Training and Development:

Investing in employee development shows that the organization values its

employees and their growth. HR can provide opportunities for training, workshops,
and skill development programs to help employees enhance their abilities and
advance in their careers.

For Example: Offering tuition reimbursement for employees pursuing further

education demonstrates a commitment to their long-term success.

Work-Life Balance:
Supporting work-life balance initiatives can improve employee satisfaction and
retention. HR can implement flexible work schedules, telecommuting options, and
paid time off policies to help employees achieve a better balance between their
professional and personal lives.
For Example:
Providing onsite childcare facilities or gym memberships are also examples of
ways to support work-life balance.

HRM
Department

Personnel HR
Management Development

Employees Employee
Training
Benefits Engagement

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TOPIC 2 Employ Experience in HRM:

Employee experience in HRM refers to the collective interactions, perceptions, and

feelings that employees have throughout their journey with an organization, from
recruitment and onboarding to daily work experiences, career development, and off
boarding. Here's a brief explanation of employee experience in HRM:

1. Recruitment and Onboarding:

The employee experience begins during the recruitment process, where candidates
interact with the organization's employer brand, application process, and
communication with recruiters. Onboarding sets the tone for the employee's
journey by providing a smooth transition into the organization and introducing
them to the company culture, values, and expectations.

2. Daily Work Experience:

The employee experience is shaped by day-to-day interactions with colleagues,
managers, and the work environment. Factors such as work-life balance, job
satisfaction, recognition, and opportunities for growth and development all
contribute to the employee's overall experience at work.

3. Career Development:
Employee experience includes opportunities for learning, advancement, and career
growth within the organization. Effective career development programs, training
initiatives, mentorship opportunities, and performance feedback contribute to a
positive employee experience and help employees feel valued and invested in their
career progression.

4. Employ experience in HRM :

Employee experience is closely linked to employee engagement, which refers to
the emotional connection and commitment that employees have towards their work
and the organization. A positive employee experience fosters engagement by
promoting a sense of purpose, autonomy, and fulfillment in employees' roles.

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In summary, employee experience in HRM encompasses the entire employee
lifecycle, from recruitment to offboarding, and encompasses all interactions and
touchpoints that shape the employee's perception of the organization. A positive
employee experience leads to higher levels of engagement, productivity, and
retention, ultimately contributing to the organization's success.

HRM
Department

Personal HR
Management development

Employee Training Employee

Relations &onboarding Experience

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Topic 3 Town Halls Meeting :
In human resources management, town hall meetings are a form of internal
communication where organizational leaders, such as senior executives or HR
managers, hold open forums with employees to discuss important topics, share
company updates, and engage in direct dialogue.

Example of Town Hall Meetings in HRM:

Let's say you work for a mid-sized technology company. The HR department
organizes a town hall meeting every quarter to keep employees informed about
company performance, strategic goals, and HR-related matters.
Agenda:

1. Company Performance and Updates:

- The CEO or a senior executive gives an overview of the company's recent

performance, including achievements and challenges.
- Updates on ongoing projects and future plans.

2. HR Announcements:

- The HR manager shares updates on HR policies, such as changes to benefits

or leave policies.
- Information on upcoming training sessions, workshops, or team-building
events.
3. Employee Recognition:

- Recognition of employees for their achievements and contributions to the

organization
4. Open Q&A Session:

- Employees can ask questions directly to leadership about any concerns or

suggestions they have regarding the workplace.
5. Feedback and Suggestions:

- Employees are encouraged to provide feedback on current initiatives and

suggest improvements.

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Outcome:

- Transparency and Trust: Employees gain a better understanding of the

company's goals and how their work contributes to overall success.
- Employee Engagement: The opportunity to interact directly with leadership
can improve employee morale and engagement.
- Addressing Concerns: Employees can voice their concerns and receive
immediate responses from leadership.

Improved Communication: Open dialogue fosters better communication

between employees and management

Topic 4 Annual Meetings in HRM:

An annual meeting in Human Resource Management (HRM) is a scheduled
event held by an organization once a year, bringing together employees,
managers, and HR professionals to discuss various aspects related to the
workforce. Its primary purpose is to review the past year's performance, set
goals for the upcoming year, and facilitate communication and collaboration
among stakeholders.

Example :

Meeting Agenda:

1. Opening Session:

The meeting kicks off with a welcome address by the CEO or another senior
executive. They express appreciation for everyone's hard work and dedication over
the past year.

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 2. Review of Performance:

The HR team presents a comprehensive overview of the company's performance

metrics from the previous year. This includes data on employee engagement,
turnover rates, training initiatives, and any HR-related challenges faced.

3. 3.Goal Setting for the Year Ahead:

Managers and department heads lead discussions on setting objectives and key
performance indicators (KPIs) for the upcoming year.

4. Employee Recognition:

A segment of the meeting is dedicated to recognizing outstanding achievements

and contributions by individual employees or teams. This could include awards,
certificates of appreciation, or public acknowledgment of accomplishments.

5. Training and Development Opportunities:

HR professionals introduce new training programs, skill development initiatives, or

career advancement opportunities available to employees in the coming year.

6. Interactive Sessions and Feedback:

Throughout the meeting, there are interactive sessions, workshops, or focus groups
where employees can provide feedback, ask questions, and engage in open
dialogue with management and HR representatives.

7. Closing Remarks:

The meeting concludes with closing remarks from the CEO or another senior
leader, summarizing the key takeaways and emphasizing the organization's
commitment to its employees' success and well-being.

Outcome:

By the end of the annual HRM meeting, employees leave with a clear
understanding of the company's direction, their role in achieving organizational
goals, and the resources available to support their professional growth. The
meeting serves as a catalyst for increased engagement, alignment, and
collaboration across the organization, ultimately contributing to its overall.
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Topic 5 Monthly meetings in HRM:
In a monthly HRM meeting, key agenda items typically include updates on
recruitment, employee performance, training and development initiatives, HR
policies and procedures, employee relations issues, and any upcoming events or
initiatives within the organization. These meetings serve as a platform for HR
managers to discuss challenges, share best practices, and strategize on ways to
support the organization's goals through effective people management.

Examples Include:

1. Recruitment Updates:
Review progress on current job openings, discuss any challenges in attracting
qualified candidates, and strategize on improving recruitment efforts.
Example: Discuss the effectiveness of recent job postings and brainstorm ideas for
reaching a wider pool of candidates.

2. Employee Performance Review:

Evaluate individual and team performance against established goals, provide
feedback, and identify areas for improvement or recognition.
Example: Discuss the performance of sales team members and plan recognition
for top performers.

3. Training and Development Initiatives:

Discuss upcoming training programs, assess training needs based on performance
reviews, and allocate resources for employee development.
Example: Introduce a new leadership development program and assign
responsibilities for its implementation.

4. HR Policies and Procedures:

Review any updates or changes to HR policies, ensure compliance with legal
requirements, and address any employee concerns related to policies.
Example: Discuss revisions to the company's remote work policy and
communicate changes to all employees.

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5. Employee Relations Issues:
Address any conflicts or grievances among employees, provide support for conflict
resolution, and ensure a positive work environment.
Example: Mediate a dispute between two team members and develop a plan for
resolving the conflict.

6. Upcoming Events or Initiatives: Plan for upcoming events such as employee

appreciation days, wellness programs, or diversity and inclusion initiatives.
Example: Brainstorm ideas for celebrating International Women's Day and assign
tasks for organizing the event.

These agenda items help HR managers stay informed about various aspects of the
organization's human resources and collaborate with other departments to support
the overall goals of the company.

TOPIC 6 HR Score Card:

The HR balanced scorecard is a tool that allows you to track the performance of
your human resources team.

HR scorecard provides the HR department with a comprehensive overview of all

HR metrics at one glance. It makes it very easy for you to compare departments or
even individual employees. And since it’s based on accurate data, it will give you
valuable insight into how any department or employee is performing, when
compared to management’s strategic goals, objectives, and benchmarks

When Would You Use an HR Scorecard?

- HR managers and human resource management can use the tool to:
• Evaluate and measure the effectiveness of human resource function
and allocate budget towards HR initiatives
• Give clear insights into which human resources initiatives should
be prioritized, and set realistic human resources targets

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 • Determine who needs support from HR and make informed
decisions regarding resource allocation
- How Do I Make an HR Scorecard?
- For those new to creating HR Scorecards, we’ve provided detailed step-by-
step instructions below.

1. Define Goals and Objectives

Goals may differ depending on what type of HR scorecard you’re using. However,
these goals must reflect company strategy and core business values

For example, suppose your company has adopted lean principles as part of its
transformation efforts. In that case, you could use the following HR deliverables
and goals for your scorecard:

• Increase operational efficiency

• Improve customer service standards

• Reduce inventory levels

• Minimize costs

• Avoid unnecessary expenses to enhance business success

2. Create Spreadsheets:

Once you’ve defined goals, objectives, and benchmarks, it’s time to start collecting
data. For this, you could use any spreadsheet tool such as Microsoft Excel, Google
Sheets, or Apache OpenOffice Calc. In most cases, your HR team will need to
input all relevant data into the scorecard to ensure accuracy. For best results,
prepare a draft first. This way, you can check for errors before entering the final
version. It’s also easier to correct mistakes at this stage.

Determine Benchmarks:
Once you’ve defined your goals, it’s important to benchmark your department
against them. The benchmarks must be specific and measurable. They shouldn’t
refer to “best practices” or “industry standards.” Instead, they should be
quantifiable measures that highlight vital results. For example, you would define

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six benchmarks to achieve a 10% reduction in cost per unit sold over the next 12
months.

Using Big Data Analytics:

Big Data is one of the hottest trends in today’s tech market. After all, it allows
companies to store large amounts of unstructured data. However, big data analytics
isn’t just about storing data; rather, it represents analyzing it. That’s why
businesses are turning to data scientists to help identify correlations between
various factors and ensure optimal performance.

A well-designed system can generate meaningful results within minutes but

requires a lot of manual entry work. On the other hand, a poorly designed system
can create hundreds of false positives after several hours

Conclusion:

HR scorecard is a report that you conduct to calculate the success rate of human
resource employees and the overall department. Any HR professional looking to
judge and assess the business performance and productivity rate can start making
use of this report to get valuable insights into the work progress.

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 Topic 7 Profit Maximization:

Profit Maximization: A Balancing Act with Human Values

Profit maximization is a central concept in business, aiming to generate the highest

possible financial gain. However, from a humanistic perspective, it's important to
consider this goal alongside the well-being of employees, customers, and the
community.

Striking the Right Balance:

Imagine a bakery. Profit maximization could mean cutting ingredient quality to

reduce costs, potentially leading to unhappy customers. A humanistic approach
would encourage using high-quality ingredients, fostering customer loyalty and
repeat business. While profit is still important, it's balanced with customer
satisfaction for long-term success.

Examples of Humanistic Profit Maximization:

Investing in Employee Training: Happy, skilled employees are more productive

and provide better customer service, ultimately boosting profits.

Ethical Sourcing: Using sustainable practices and fair wages throughout the
supply chain can attract customers who value social responsibility, again leading to
long-term profit growth.

Community Giving: Supporting local initiatives creates goodwill and brand

loyalty, attracting customers who appreciate the company's values.

Humanistic profit maximization isn't about sacrificing profits, but about achieving
them in a way that benefits all stakeholders, not just shareholders. It's about
creating a win-win situation for the business, its employees, customers, and the
surrounding community.

Topic 8 Customer/Employee Delight in HRM:

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Employee Delight within Human Resource (HR) departments:
Recognition and Appreciation:
-Regularly acknowledge employees’ efforts and celebrate their achievements.-
Implement recognition programs to highlight outstanding performance.

-Work-Life Balance:

-Promote flexible work arrangements.

-Provide resources for stress management and mental well-being.

Professional Development:

-Offer training programs and growth opportunities.

-Show a clear career path within the organization.

Effective Communication:

-Maintain transparent channels.

-Listen actively to employee feedback.

Fair Compensation and Benefits:

-Ensure competitive salaries and perks.

-Consider wellness programs and additional benefits.

Positive Work Environment:

-Foster respect, inclusivity, and collaboration.

-Address conflicts promptly and fairly.

Topic 9 Effectiveness in HRM:

The effectiveness of Human Resource Management (HRM) is pivotal for
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organizations to achieve their goals and maintain a competitive edge in the market.
It encompasses a wide array of practices, policies, and strategies aimed at
maximizing employee performance, satisfaction, and overall organizational
success. Here's a detailed description of the effectiveness of HRM:
Effective HRM involves aligning HR practices with the overall strategic objectives
of the organization. This alignment ensures that HR initiatives directly contribute
to the achievement of organizational goals. For example, if an organization aims to
expand globally, HR strategies may focus on talent acquisition with international
expertise and cross-cultural training programs.
Talent Acquisition and Retention:
HRM plays a crucial role in attracting and retaining top talent. Effective
recruitment strategies, employer branding, and a positive candidate experience can
help organizations attract skilled individuals who fit the company culture and
contribute to its success. Similarly, retention strategies such as career development
opportunities, competitive compensation packages, and a supportive work
environment can help retain valuable employees.
Employee Development and Training:
Investing in employee development through training programs, workshops, and
continuous learning initiatives is essential for enhancing employee skills,
knowledge, and competencies. Effective HRM involves identifying training needs,
designing tailored development plans, and providing opportunities for career
advancement. This not only improves employee performance but also increases job
satisfaction and employee engagement.
Performance Management:
HRM is responsible for implementing effective performance management systems
to evaluate employee performance, provide feedback, and set goals aligned with
organizational objectives. Performance appraisals, regular feedback sessions, and
performance-based incentives help motivate employees to perform at their best and
contribute to organizational success.

Employee Relations and Engagement: Building positive employee relations and

fostering a culture of engagement is critical for organizational effectiveness. HRM
plays a key role in promoting open communication, resolving conflicts, and
creating a supportive work environment where employees feel valued and
motivated. Employee engagement initiatives such as recognition programs, team-

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building activities, and wellness initiatives contribute to higher levels of
productivity and job satisfaction.

In summary, the effectiveness of HRM is integral to organizational success as it

encompasses various functions aimed at maximizing employee performance,
engagement, and satisfaction while aligning HR practices with strategic business
objectives. By investing in talent management, employee development, and
fostering a positive work culture, organizations can gain a competitive advantage
and achieve sustainable growth.

Topic 10 Efficiency in HRM:

Efficiency in Human Resource Management (HRM) refers to optimizing the use of
resources, processes, and technology to achieve HR goals effectively. Here are key
areas for ensuring efficiency:

1. Technology Utilization:
Implementing HRIS (Human Resource Information Systems) for streamlined
processes like payroll, recruitment, and performance management.

2. Standardized Processes:
Developing clear and consistent policies and procedures to ensure smooth
operations and reduce errors or redundancies.

3. Training and Development:

Investing in employee skills to enhance productivity and job satisfaction, reducing
turnover and improving overall performance.

4. Data-Driven Decisions:
Using analytics to make informed HR decisions, such as forecasting staffing needs
or identifying areas for improvement.

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5. Employee Engagement:
Promoting a positive work environment to boost morale, retention rates, and
overall productivity.

6. Outsourcing Certain Functions:

Leveraging external expertise for specialized tasks like benefits administration or
recruitment can enhance efficiency and reduce costs.

By focusing on these aspects, HR departments can effectively manage their

resources and contribute strategically to organizational success.

Topic 11 HR EXPENSES :
HR expenses on human resource management (HRM) can vary depending on
factors such as the size of the organization, its industry, and specific HR initiatives
or programs being implemented. Common HR expenses include salaries for HR
staff, recruitment costs, training and development expenses, employee benefits, HR
software and technology, consulting fees, and other administrative costs. Properly
managing these expenses is crucial for optimizing the efficiency and effectiveness
of HR operations while ensuring alignment with overall business goals.

1. Salaries and Benefits:

This includes the salaries of HR professionals such as HR managers, recruiters,
training specialists, and benefits administrators. Benefits like health insurance,
retirement plans, and other perks are also part of this expense.

2. Recruitment Costs:
Expenses related to sourcing, advertising, and interviewing candidates for open
positions. This may include job board fees, recruitment agency fees, background
checks, and travel costs for interviews.

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3. Training and Development:
Costs associated with employee training programs, workshops, seminars, and
educational materials. This could also include expenses for external trainers or
consultants.

4. Employee Benefits Administration:

Costs related to managing employee benefits programs such as health insurance,
retirement plans, paid time off, and other perks.

5. HR Software and Technology:

Expenses for HR software systems such as applicant tracking systems (ATS),
HRIS (Human Resource Information Systems), payroll software, and performance
management tools.

6. Compliance and Legal Expenses:

Costs associated with ensuring compliance with labor laws, regulations, and
industry standards. This may include legal fees for employment law advice,
compliance training, and regulatory reporting.

7. Employee Engagement and Wellness Programs:

Expenses for initiatives aimed at promoting employee engagement, wellness, and
morale, such as employee recognition programs, wellness initiatives, and employee
assistance programs (EAPs).

8. Consulting Fees:
Costs for hiring external consultants or advisors for HR-related projects, such as
organizational development, compensation analysis, or diversity and inclusion
initiatives.

9. Employee Relations:
Expenses related to managing employee relations issues, such as mediation
services, conflict resolution training, and investigations into employee complaints.

10. Administrative Costs:

General overhead expenses related to HR administration, such as office supplies,
travel expenses for HR staff, and other administrative costs.

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TOPIC 12 Employee Tenure in HRM:
Employee tenure in Human Resource Management (HRM) refers to the length of
time an employee has been continuously employed by the organization. It is an
important metric that HR professionals track and manage for various reasons:
1. Retention Strategies:

HRM focuses on developing strategies to improve employee tenure by enhancing

job satisfaction, engagement, and career development opportunities. By
understanding the factors that contribute to longer tenure, such as a positive work
culture, competitive benefits, and opportunities for growth, HR can implement
initiatives to retain valuable talent.

2. Succession Planning:
Employee tenure plays a crucial role in succession planning, especially for key
leadership positions within the organization. HR identifies employees with long
tenure who have demonstrated expertise, leadership potential, and institutional
knowledge, grooming them for future leadership roles and ensuring continuity in
leadership transitions.

3. Training and Development:

HR invests in training and development programs to support employees throughout

their tenure with the organization. By providing opportunities for skill
enhancement, career advancement, and personal growth, HR fosters a culture of
continuous learning that contributes to longer employee tenure and higher job
satisfaction.
4. Performance Management:

Employee tenure is considered in performance management processes, such as

goal-setting, performance evaluations, and career progression discussions. HR
recognizes the contributions and growth of long-tenured employees while also
identifying areas for development and advancement to support their ongoing career
journey within the organization.

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5. Knowledge Management:
Long-tenured employees often possess valuable institutional knowledge and
expertise that are critical to organizational success. HR implements knowledge
management strategies to capture, retain, and transfer this knowledge to ensure
business continuity, particularly during employee turnover or retirement.

By strategically managing employee tenure, HRM contributes to organizational

stability, talent retention, succession planning, and knowledge management,
ultimately fostering a productive and engaged workforce.

Topic 13 Annual Turnover rate in HRM:

Introduction to Turnover Rates in HRM:

Turnover rates in Human Resource Management (HRM) are a crucial metric used
to assess the rate at which employees leave an organization over a specified period,
usually annually. Understanding turnover rates helps HR professionals identify
trends, analyze reasons for employee departures, and implement strategies to
improve retention.

Elements of Turnover Rates:

1. Voluntary vs. Involuntary Turnover:

- Voluntary turnover: Employees leaving by choice, often for reasons such as

better opportunities, dissatisfaction, or personal reasons.

- Involuntary turnover: Employees leaving due to factors beyond their control,

such as layoffs, terminations, or retirement.

2. Overall Turnover Rate:

- Calculated by dividing the total number of separations (voluntary and

involuntary) by the average number of employees during the period, typically
multiplied by 100 to get the percentage.

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3. Retention Strategies:

- Tactics and initiatives aimed at retaining employees, including competitive

compensation, career development opportunities, work-life balance programs, and
a positive organizational culture.

4. Cost of Turnover:

- Direct and indirect costs associated with employee turnover, including

recruitment expenses, training costs for replacements, lost productivity, and impact
on morale.
5. Exit Interviews:

- Conversations conducted with departing employees to gather feedback on their

reasons for leaving and insights into areas for improvement within the
organization.

6. Benchmarking:

- Comparing turnover rates with industry standards or competitors to evaluate

organizational performance and identify areas for improvement.

7. Employee Engagement:

- The level of emotional commitment and involvement employees have towards

their work and the organization, which plays a significant role in turnover rates.

8. Succession Planning:

- Identifying and developing internal talent to fill key roles within the
organization, reducing the reliance on external hires and mitigating turnover risks.

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MANAGING HUMAN CAPITAL
LECTURE # 7
Date: April 15, 2024

• Augustine

• Performance appraisal in HRM

• Job evaluation of HRM
• Talent acquisition in HRM
• Situational judgement test in HRM
• verbal and written communication test in HRM
• Psychometric assessment test of HRM
• KRA key risk areas of HRM
• point factor method of HRM.
• 360° feedback in HRM
• Fishbone analysis of HRM.

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Topic 1 Performance Appraisal in HRM :
Performance appraisal in Human Resource Management (HRM) is a systematic evaluation of an
employee's job performance and overall contribution to the organization. It is a crucial process
used by companies to assess how well employees are performing their duties and to provide
feedback for improvement. Here are some key aspects of performance appraisal:

1- Evaluation Criteria: Companies typically establish specific criteria or

standards against which employee performance is measured. These criteria
may include job knowledge, quality of work, productivity, communication
skills, teamwork, and adherence to company policies.

2- Feedback: Performance appraisals provide employees with feedback on

their strengths and areas needing improvement. This feedback can help
employees understand how their performance aligns with organizational
goals and expectations.

3- Goal Setting: Performance appraisals often involve setting new goals or

objectives for the upcoming appraisal period. These goals should be specific,
measurable, achievable, relevant, and time-bound (SMART), and they help
employees focus on areas where improvement is needed.

4- Employee Development: Performance appraisals are also used as a tool for

employee development. Based on the feedback received during the
appraisal, employees can identify areas for growth and development. This
may include additional training, mentoring, or coaching opportunities.

5- Performance Management: Performance appraisals are a key component

of performance management systems. They help managers make decisions
regarding promotions, salary increases, bonuses, or disciplinary actions based on
employee performance.
6- Documentation: : Performance appraisals typically involve documenting
the evaluation process, including the criteria used, feedback provided, and
any agreements reached between the manager and the employee regarding
performance improvement or development plans.

evaluation process, including the criteria used, feedback provided, and any agreements
reached between the manager and the employee regarding
performance improvement or development plans.
Overall, performance appraisal is an essential HRM practice aimed at evaluating and
improving employee performance to ensure the achievement of organizational goals.
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Topic 2 Job Evaluation of HRM :
Job evaluation is a systematic process used by organizations to assess and
determine the relative worth or value of different jobs within the organization. It is
an essential aspect of Human Resource Management (HRM) as it helps establish a
fair and equitable pay structure, ensure internal equity, and support various HR
functions such as recruitment, performance management, and career development.
Here's a closer look at the key components and purposes of job evaluation:

1- Establishing Job Relationships : Job evaluation helps establish the relative

value of different jobs within the organization by comparing their
requirements, responsibilities, complexity, and contribution to organizational
goals. This process allows organizations to create a hierarchy of jobs based
on their importance and contribution to the organization.

2- Determining Job Worth : Job evaluation helps determine the relative worth
or value of jobs in monetary terms, which is essential for establishing fair
and competitive compensation structures. By assessing factors such as skill
requirements, effort, responsibility, and working conditions, organizations
can assign a relative value to each job.

3- Internal Equity : Job evaluation ensures internal equity by establishing

consistent and fair pay relationships among different jobs within the
organization. It helps prevent disparities in pay for similar levels of work

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 and ensures that employees perceive their compensation as fair and
equitable.

4- Supporting Compensation Decisions : The results of job evaluation serve

as the foundation for making compensation decisions, including salary
ranges, pay grades, and individual salary adjustments. By aligning
compensation with the relative value of jobs, organizations can attract,
retain, and motivate employees effectively.

5- Facilitating Career Development : Job evaluation provides employees with

a clear understanding of the relative worth and requirements of different jobs
within the organization. This information can be valuable for employees in
planning their career paths, identifying opportunities for advancement, and
setting development goals.

6- Compliance and Legal Considerations : Job evaluation helps organizations

ensure compliance with legal requirements related to fair labor practices,
equal pay, and anti-discrimination laws.

Topic 3: Talent acquisition in HRM :

Talent acquisition in Human Resource Management (HRM) refers to the process of
identifying, attracting, and hiring skilled individuals to meet organizational needs
and objectives. It involves strategic planning and execution to ensure that the right
talent is recruited and retained within the organization. Here are key aspects of
talent acquisition:

1- Strategic Planning: Talent acquisition begins with aligning recruitment

strategies with the overall goals and objectives of the organization. HR
professionals work closely with hiring managers and other stakeholders to
understand current and future talent needs, skill gaps, and workforce
demographics.

2- Identifying Talent Needs: HR professionals analyze job requirements and

workforce data to identify the specific skills, experience, and qualifications
needed for various roles within the organization. This involves developing

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 job descriptions, defining role expectations, and establishing criteria for
candidate selection.

3- Attracting Candidates: Talent acquisition involves implementing strategies

to attract top talent to the organization. This may include employer branding
initiatives, creating compelling job postings, leveraging social media and
professional networks, participating in job fairs and networking events, and
utilizing recruitment marketing techniques.

4- Candidate Sourcing: HR professionals actively source candidates through

various channels, such as online job boards, professional networking sites,
employee referrals, recruitment agencies, and direct sourcing techniques.
They may also use advanced sourcing tools and technologies to identify and
engage with passive candidates.

5- Interviewing and Selection: HR professionals coordinate the interview

process, including scheduling interviews, preparing interview questions, and
facilitating communication between candidates and hiring managers. They
may also provide guidance and support to hiring managers in making
informed selection decisions based on candidate qualifications and cultural
fit.

6- Offer and Onboarding: Talent acquisition professionals extend job offers

to selected candidates and negotiate terms of employment, including salary,
benefits, and start dates. They also manage the onboarding process, ensuring
that new hires have a smooth transition into the organization and receive the
necessary training and resources to succeed in their roles.

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Topic 4: Situational judgement test in HRM :
A Situational Judgment Test (SJT) in Human Resource Management (HRM) is a
type of psychological assessment used to evaluate a candidate's judgment and
decision-making skills in work-related situations. SJTs present candidates with
hypothetical scenarios or realistic workplace situations and ask them to choose the
most appropriate course of action from a set of response options. The scenarios
presented in SJTs typically reflect the challenges and dilemmas that candidates
might encounter in the workplace, allowing employers to assess how candidates
would respond to various situations.

Key features of Situational Judgment Tests include:

1- Realistic Scenarios: SJTs present candidates with scenarios that are relevant
to the job role or industry in which they are applying. These scenarios may
involve interpersonal interactions, problem-solving challenges, ethical
dilemmas, or decision-making situations commonly encountered in the
workplace.

2- Multiple Response Options: Candidates are typically presented with

several response options for each scenario. These options may vary in terms
of effectiveness, appropriateness, or ethical considerations. Candidates are
asked to select the response they believe is most appropriate or effective in
the given situation.

3- Assessment of Judgment and Decision Making: SJTs are designed to

assess candidates' ability to evaluate situations, consider relevant
information, and make sound judgments or decisions. Employers use SJTs to
evaluate candidates' problem-solving skills, critical thinking abilities, and
their capacity to handle workplace challenges effectively.

4- Standardized Administration: SJTs are administered under controlled

conditions to ensure fairness and reliability. The scenarios and response
options are carefully constructed to assess specific competencies or
behaviors relevant to the job role, and the test is typically scored objectively
based on predetermined criteria.

5- Predictive Validity: Research has shown that SJTs have good predictive
validity for job performance across a wide range of industries and job roles.

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 Candidates' performance on SJTs has been found to correlate with their
subsequent job performance, making SJTs a valuable tool for selecting
candidates who are likely to succeed in the role.

6- Customization : SJTs can be customized to suit the specific requirements

and competencies of different job roles within an organization. Employers
can tailor the scenarios and response options to reflect the unique challenges
and responsibilities associated with each position.

Overall, Situational Judgment Tests are a valuable tool in HRM for assessing
candidates' judgment, decision-making skills, and suitability for a particular job
role. By presenting candidates with realistic workplace scenarios, SJTs provide
employers with valuable insights into candidates' behavior and capabilities, helping
them make informed hiring decisions.

Topic 5: Verbal and Written Communication Test

in HRM :
Verbal and written communication tests are both commonly used in Human
Resource Management (HRM) to assess candidates' communication skills, but they
evaluate different aspects of communication ability. Here's a comparison of the
two:

1- Verbal Communication Test :

• Nature : Verbal communication tests assess candidates' ability to express
themselves effectively through spoken language.
• Format: These tests may involve role-playing exercises, oral presentations,
group discussions, or one-on-one interviews where candidates are evaluated
based on their ability to articulate ideas, listen actively, and engage in
effective verbal communication.
• Skills Assessed: Verbal communication tests assess skills such as clarity of
expression, fluency, articulation, active listening, persuasiveness, and the
ability to communicate ideas and information verbally in a clear, concise,
and engaging manner.
• Suitability: Verbal communication tests are particularly relevant for roles
that require frequent verbal interactions, such as customer service positions,

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 sales roles, leadership positions, and any job where effective verbal
communication is critical to success.
2- Written Communication Test :
• Nature : Written communication tests assess candidates' ability to
communicate effectively through written language, including emails,
reports, memos, and other written documents.
• Format: These tests may involve tasks such as writing sample emails,
composing reports, drafting responses to hypothetical scenarios, or
completing written exercises that evaluate candidates' grammar, spelling,
punctuation, clarity, organization, and overall writing proficiency.
• Skills Assessed: Written communication tests assess skills such as writing
proficiency, grammar, spelling, punctuation, clarity of expression,
organization, coherence, and the ability to convey ideas and information
effectively through written documents.
• Suitability: Written communication tests are relevant for roles that involve a
significant amount of written correspondence, documentation, or report
writing, such as administrative positions, content creation roles, marketing
positions, and any job where clear and effective written communication is
essential.

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Topic 6: Psychometric Assessment test of HRM :
Psychometric assessment tests in Human Resource Management (HRM) are tools
used to measure various psychological attributes, abilities, personality traits, and
cognitive skills of candidates or employees. These tests are designed to provide
objective data that can inform hiring, development, and promotion decisions within
organizations. Here's an overview of psychometric assessment tests:

1- Cognitive Ability Tests: These tests measure candidates' cognitive abilities,

such as logical reasoning, numerical reasoning, verbal reasoning, and
abstract reasoning. They assess candidates' problem-solving skills, critical
thinking abilities, and capacity to process information.

2- Personality Tests: Personality tests assess candidates' personality traits,

behavioral tendencies, and preferences. They provide insights into
candidates' communication styles, interpersonal skills, work preferences, and
suitability for specific roles or organizational cultures.

3- Emotional Intelligence (EI) Tests: EI tests measure candidates' emotional

intelligence, including their self-awareness, self-regulation, social
awareness, empathy, and relationship management skills. These tests assess
candidates' ability to understand and manage their emotions effectively, as
well as their capacity for building positive relationships with others.

4- Skills and Aptitude Tests: Skills and aptitude tests evaluate candidates'
proficiency in specific areas, such as typing speed, computer skills, language
proficiency, or job-specific competencies. These tests help assess candidates'
technical abilities and readiness for specific job roles.

5- Behavioral Assessment Tools: Behavioral assessment tools, such as

situational judgment tests (SJT) and behavioral assessment questionnaires,
evaluate candidates' behavior in simulated work situations or assess their
alignment with desired behavioral competencies.

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Topic 7 “ KRA” Key Risk Areas of HRM:

Human Resource Management (HRM) involves dealing with various risks and
challenges that can impact an organization's performance, compliance, and
reputation. Some key risk areas in HRM include:

1- Compliance and Legal Risks:

• Employment Law Compliance: Ensuring compliance with labor laws,
employment regulations, and workplace health and safety standards is
crucial. Non-compliance can result in legal penalties, fines, lawsuits, and
reputational damage.
• Discrimination and Harassment: Risks related to discrimination,
harassment, and workplace misconduct must be managed effectively to
prevent legal liabilities, damage to employee morale, and reputational harm.

2- Talent Management Risks:

• Recruitment and Selection: Ineffective recruitment processes can result in
hiring the wrong candidates, leading to poor performance, high turnover, and
increased recruitment costs.
• Retention and Engagement: Failure to retain top talent and maintain high
levels of employee engagement can result in productivity losses, increased
turnover, and negative impacts on organizational culture and morale.
• Succession Planning: Not having adequate succession plans in place can
create risks related to leadership gaps, talent shortages, and disruptions in
critical business functions.

3- Employee Relations Risks:

• Labor Relations: Risks related to labor unions, collective bargaining, and
labor disputes can impact productivity, disrupt operations, and lead to strikes
or work stoppages.
• Workplace Health and Safety: Ensuring a safe and healthy work
environment is crucial to prevent workplace accidents, injuries, and potential
legal liabilities.

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 4- Performance Management Risks :
Performance Appraisal Bias : Risks associated with subjective
performance evaluation methods can result in unfair treatment,
demotivation, and legal challenges from employees.
Inadequate Feedback and Development: Failure to provide employees
with regular feedback and opportunities for development can lead to
performance stagnation, skill gaps, and disengagement.

5- HR Operations and Technology Risks :

HR Systems and Data Integrity : Risks related to the integrity, reliability,
and security of HR systems and data can impact HR operations, payroll
processing, and employee records management.
Process Efficiency and Compliance: Inefficient HR processes and lack of
automation can result in errors, delays, and non-compliance with policies
and regulations.

Topic 8: Point factor method of HRM :

The Point Factor Method is a systematic approach used in Human Resource
Management (HRM) to evaluate and assign relative values to different jobs within
an organization. It helps establish a fair and equitable pay structure by objectively
assessing the worth of each job based on specific factors or criteria. Here's how the
Point Factor Method works:

1- Job Analysis : The first step in the Point Factor Method involves conducting
a comprehensive job analysis for each position within the organization. This
process involves gathering detailed information about the duties,
responsibilities, skills, knowledge, and requirements of each job.

2- Identification of Compensable Factors : Compensable factors are the key

components of a job that contribute to its value or worth. These factors
typically include elements such as skill level, experience, education,
complexity of tasks, responsibility, working conditions, and supervision
required.

3- Weighting Factors : Each compensable factor is assigned a weight or

importance relative to the others based on its significance in determining job

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 value. The weights reflect the organization's priorities and the relative
importance of different factors in assessing job worth.

4- Scoring Factors : Once the compensable factors and their weights are
established, each factor is scored or rated for each job based on
predetermined scales or criteria. For example, skill level may be rated on a
scale from 1 to 5, with 1 representing entry-level skills and 5 representing
expert-level skills.

5- Job Classification : Jobs with similar total point values are grouped together
into job classes or grades. These job classes serve as the basis for
establishing salary ranges, pay grades, and compensation levels within the
organization.

6- Validation and Review : The Point Factor Method requires periodic

validation and review to ensure that job evaluations remain accurate and
relevant over time. Changes in job requirements, organizational structure, or
market conditions may necessitate updates to the job evaluation process.

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Topic 9: 360° feedback in HRM :
360-degree feedback, also known as multi-rater feedback or multisource feedback,
is a process used in Human Resource Management (HRM) for gathering feedback
from multiple sources about an individual's performance, competencies, and
behaviors. Here's how the 360-degree feedback process typically works:

1- Selection of Raters: The individual receiving feedback (the "feedback

recipient") selects a group of raters or evaluators who are familiar with their
work and can provide meaningful input. Raters may include peers, direct
reports, managers, customers, and other relevant stakeholders.

2- Anonymous Feedback: Raters are asked to provide feedback on the

feedback recipient's performance, competencies, strengths, areas for
improvement, and behavioral tendencies. Feedback is typically collected
anonymously to encourage honesty and openness.

3- Feedback Questionnaires or Surveys: Raters complete structured

questionnaires or surveys designed to assess specific competencies,
behaviors, or performance dimensions. These questionnaires may include
Likert-scale ratings, open-ended questions, or behavioral statements for
raters to evaluate.

4- Data Collection: The feedback data collected from the raters are compiled
and aggregated into a comprehensive feedback report. The feedback report
may include numerical ratings, qualitative comments, and comparative
analyses of the feedback recipient's performance relative to benchmarks or
standards.

5- Feedback Discussion: The feedback recipient meets with a facilitator,

coach, or HR representative to review and discuss the feedback report. The
purpose of the discussion is to help the feedback recipient gain insights into
their strengths and areas for development, identify actionable goals, and
create a plan for improvement.

6- Development Planning: Based on the feedback received, the feedback

recipient develops a personal development plan focused on enhancing their
strengths, addressing development areas, and achieving their career

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 objectives. The development plan may include training, coaching,
mentoring, and other developmental interventions
.
7- Follow-Up and Monitoring : The feedback process is typically followed by
ongoing support, coaching, and monitoring to track progress toward
development goals and ensure the effective implementation of the
development plan.

Topic 10 Fishbone Analysis of HRM:

Fishbone analysis, also known as Ishikawa diagram or cause-and-effect diagram, is
a visual tool used in Human Resource Management (HRM) to identify and analyze
the root causes of a problem or issue within the organization. It helps HR
professionals systematically explore the various factors contributing to a particular
outcome or problem, enabling them to develop effective solutions. Here's how the
Fishbone analysis works in HRM:

1- Identify the Problem : The first step in Fishbone analysis is to clearly define
the problem or issue that needs to be addressed. This could be a performance
issue, a high turnover rate, low employee engagement, or any other HR-
related challenge.

2- Create the Fishbone Diagram : Draw a horizontal line across the center of
a piece of paper or a whiteboard, representing the backbone of the "fish." At
the end of the line, draw a box to indicate the problem or outcome being
analyzed.

3- Identify Categories of Causes : Draw diagonal lines branching off from the
backbone to create "bones" or categories of potential causes contributing to
the problem. Common categories in HRM may include:
• People: Factors related to employees, such as skills, knowledge, attitudes,
and behaviors.
• Processes: Organizational procedures, policies, workflows, and systems that
may impact the problem.
• Policies: HR policies, practices, guidelines, and regulations that influence
employee behavior and outcomes.

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 Environment: Organizational culture, leadership style, work environment,
and external factors affecting HR practices.
Equipment: Tools, technologies, resources, and infrastructure used in HR
processes.

4- Brainstorm Causes : Within each category, brainstorm potential causes or

factors contributing to the problem. Encourage input from HR professionals,
managers, and other stakeholders involved in the issue. Write each potential
cause as a sub-branch off the corresponding category.

5- Identify Root Causes : Analyze the potential causes identified on the

Fishbone diagram to identify the root causes underlying the problem. Look
for patterns, relationships, and interdependencies among the causes to
understand their underlying drivers.

6- Prioritize Solutions : Once the root causes are identified, prioritize potential
solutions or interventions to address them. Consider the feasibility, impact,
and resources required for each solution, and develop an action plan for
implementation.

7- Monitor and Evaluate : Implement the selected solutions and monitor their
effectiveness in addressing the root causes of the problem. Evaluate the
outcomes and make adjustments as needed to ensure continuous
improvement.

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MANAGING HUMAN CAPITAL
LECTURE # 8
Date: April 17, 2024

• Tayyab

GALLUP QUESTIONS

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Understanding a Company's Mission

Knowing a company's mission or purpose is crucial in understanding its core values and driving
forces. This provides important context for how the organization operates and what it aims to
achieve.

Do I know what is expected of me at work?

1. Having a clear understanding of your job responsibilities and performance expectations is

crucial for success at work.
2. Communicate regularly with your manager to ensure you are aligned on priorities,
deadlines, and key deliverables.
3. Ask for feedback and clarification if you are ever unsure about your role or the work you
are expected to complete.

Do I have the materials and equipment I need to do my work right?

Having the right tools and resources is crucial for being able to do your job effectively. This
includes having access to the necessary materials, equipment, software, and technology to
complete your work tasks efficiently and with high quality.

1. Ensure you have all the essential equipment needed to perform your role, such as a
reliable computer, necessary software, and any specialized tools or machinery.
2. Make sure you have sufficient supplies and materials on hand to avoid interruptions or
delays in your work.
3. Communicate with your manager if you find yourself lacking any critical resources
required to do your job to the best of your ability.

At Work, Do I Have the Opportunity to Do What I Do Best Every Day?

Having the chance to utilize your unique skills and talents is crucial for job satisfaction and
productivity. Employees who are able to focus on their strengths and do what they do best are
more engaged, motivated, and likely to excel in their roles.

Actively seeking out opportunities to apply your strongest abilities can help you feel more
fulfilled and empowered at work. Collaborate with your manager to identify ways you can
leverage your expertise and passions to benefit the organization.

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 Recognition and Praise

Receiving recognition and praise for doing good work is an important aspect of employee
engagement and job satisfaction. When employees feel their efforts are valued and appreciated, it
can boost morale, increase motivation, and foster a positive work culture.

According to the Gallup 12 questions, having received recognition or praise from a supervisor or
someone at work in the last seven days is a key indicator of an employee's overall well-being and
connection to the organization. This simple but meaningful acknowledgment can have a
significant impact on an individual's sense of purpose and belonging.

Does my supervisor, or someone at work, seem to care about me as a person?

Feeling valued and cared for by your supervisor or colleagues can have a profound impact on
your job satisfaction and engagement. When you sense genuine concern for your wellbeing, it can
foster a positive work environment and motivate you to perform at your best.

A supervisor who takes the time to understand your unique strengths, challenges, and personal
needs demonstrates that you are more than just an employee. This level of care and support can
lead to increased trust, collaboration, and a stronger sense of belonging within the organization.

Someone at Work Encouraging Development

Having a mentor or colleague who takes an active interest in your professional growth and
development can be invaluable. They may provide guidance, feedback, and opportunities to help
you reach your full potential within the organization.

1. Look for someone with expertise and experience who is willing to share their knowledge
and insights.
2. Ask them for advice on challenging projects, career goals, or areas for improvement.
3. Be open to constructive criticism and use it as a chance to learn and improve.

At Work, Do My Opinions Seem to Count?

When employees feel their opinions are valued, they are more engaged, productive, and
committed to the company's success. Actively seeking employee feedback and acting on it shows
that management respects and trusts its workforce.

1. Provide multiple avenues for employees to share ideas, such as suggestion boxes, town
halls, and one-on-one meetings.
2. Acknowledge and follow up on employee input, even if it can't be immediately
implemented.
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 3. Empower teams to make decisions that impact their day-to-day work and recognize their
contributions.

Does the mission/purpose of my company make me feel my job is important?

When employees understand and feel connected to their company's mission, it can make their
daily work feel more meaningful and impactful. A clear, inspiring company purpose can help
individuals see how their role contributes to the bigger picture, fostering a sense of importance
and purpose.

1. Does your company's mission resonate with you on a personal level?

2. Can you easily explain how your work supports the company's purpose?
3. Do you feel that your contributions are valued and make a difference?

Are my co-workers committed to doing quality work?

1. My coworkers take pride in their work and strive to produce high-quality results. They
double-check their work and are eager to fix any errors or issues that arise.
2. The team collaborates closely to ensure consistency and attention to detail across all
projects. They hold each other accountable and provide constructive feedback to
continuously improve.
3. There is a strong sense of ownership and commitment to the company's mission among my
coworkers. They are driven to exceed expectations and deliver exceptional work for our
clients.

Do You Have a Best Friend at Work?

Having a best friend at work can significantly impact an employee's level of engagement and job
satisfaction. Strong workplace relationships foster a sense of belonging, trust, and collaboration -
all of which contribute to a positive and productive work environment.

Progress Feedback from Colleagues

Regularly receiving feedback on progress is essential for employee development and growth.
When managers or colleagues take the time to discuss an employee's strengths, areas for
improvement, and potential next steps, it demonstrates a genuine investment in the individual's
professional advancement.

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 Opportunities for Learning and Growth
Continuous Learning

Providing employees with opportunities to learn new skills and expand their knowledge keeps
them engaged and motivated, fostering a culture of continuous improvement.

Skill Development

Offering training programs, workshops, or mentorship opportunities allows employees to develop

their abilities and prepare for future challenges and responsibilities.

Career Advancement

Supporting employees' career goals and aspirations, whether through job rotations, promotions, or
lateral moves, demonstrates a commitment to their long-term growth and success.

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MANAGING HUMAN CAPITAL
LECTURE # 9
Date: April 21, 2024

• Maryam Noor (20185)

HR ACUMEN –FOR SALES AND

SUPPLY CHAIN PROFESSIONAL BY HR LEAD.

(STAR TECHNIQUE)
DIGITAL FRAME WORK

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Star Techniques:
Talent Acquisition and Recruitment:
1. How do you collaborate with HR to identify and hire sales professionals who are a
good fit for our sales and distribution team?

Collaborating with HR to identify and hire sales professionals involves a strategic

partnership to find the best talent for your sales and distribution team. Here's a step-by-
step approach to achieve this:

1. Define Requirements: Work with HR and sales leadership to clearly outline the
necessary skills, experience, and qualities for the sales roles. This includes specific sales
skills, industry knowledge, and soft skills like communication and problem-solving.

2. Job Description: Develop a comprehensive job description outlining the role's

responsibilities, expectations, and ideal candidate characteristics. This serves as a
foundation for the recruitment process.

3. Talent Profiling: Utilize HR's expertise in talent management to create a talent profile,
highlighting the desired traits, skills, and competencies for success in the sales role.

4. Sourcing Strategies: Collaborate with HR to determine the most effective sourcing

channels, such as:
- Employee referrals
- Social media advertising
- Job boards
- Professional networks (e.g., LinkedIn)
- Recruitment agencies (if needed)

5. Interview Process: Design a structured interview process, including:

- Initial screening calls or video interviews
- In-person or virtual interviews with sales leaders and HR representatives
- Assessments or skills tests (if applicable)

6. Candidate Evaluation: Work with HR to develop an evaluation framework, assessing

candidates' sales acumen, industry knowledge, and cultural fit. This ensures a
comprehensive view of each candidate.

7. Reference Checks: Conduct thorough reference checks to verify candidates' previous

sales performance and work experience.

8. Offer Extension: Once the ideal candidate is identified, collaborate with HR to extend
a competitive offer, including salary, benefits, and sales incentives.

9. Onboarding: Ensure a seamless onboarding process, introducing new hires to the sales
team, providing training, and setting clear performance expectations.

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2. Can you share your experience in working with HR to develop effective job
descriptions and interview processes for sales roles?
Developing Effective Job Descriptions:

1. Clearly Define the Role: Work with HR and sales leadership to outline the specific
responsibilities, expectations, and goals for the sales role.

2. Identify Key Qualifications: Determine the essential skills, experience, and education
required for success in the role.

3. Include Sales-Specific Competencies: Highlight necessary sales skills, such as

prospecting, negotiation, and closing deals.

4. Emphasize Soft Skills: Include important soft skills like communication, problem-
solving, and adaptability.

5. Ensure Clarity and Conciseness: Use straightforward language and a concise format
to make the job description easy to understand.

Developing Effective Interview Processes:

1. Define the Interview Structure: Collaborate with HR to determine the number and type
of interviews (e.g., phone, video, or in-person).

2. Develop Sales-Specific Interview Questions: Create questions that assess sales skills,
such as:
- Can you share an example of a successful sales pitch?
- How do you handle rejection?
- How do you stay up-to-date on industry trends?

3. Include Behavioral Questions: Use questions that evaluate soft skills, such as:
- Tell me about a time when you overcame an obstacle.
- How do you prioritize tasks and manage your time?

4. Use a Standardized Evaluation Framework: Develop a scoring system to assess

candidates' responses, ensuring fairness and consistency.
5. Involve Multiple Stakeholders: Include sales leaders, HR representatives, and other
relevant team members in the interview process to gain diverse perspectives.
6. Use Role-Play Scenarios: Incorporate sales scenario simulations to assess candidates'
practical sales skills and problem-solving abilities.
7. Conduct Reference Checks: Verify candidates' previous sales performance and work
experience through thorough reference checks.

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Onboarding and Training:
1. How do you ensure that new sales team members receive proper onboarding and
training to quickly become productive contributors?

1. Ensuring Proper Onboarding and Training:

To ensure new sales team members become productive contributors quickly, I would:

- Develop a comprehensive onboarding program, including:

- Pre-boarding: Send welcome packets, benefits information, and necessary paperwork
before the first day.
- Week 1-2: Intensive training on company history, products/services, sales processes,
and CRM systems.
- Week 3-4: Shadowing experienced sales reps, role-playing, and hands-on training.
- Ongoing support: Regular check-ins, coaching, and feedback.
- Create a Sales Enablement Program, providing:
- Product and industry training
- Sales strategy and tactics workshops
- Regular updates on company initiatives and sales tools
- Access to sales analytics and performance data
- Foster a mentorship culture, pairing new hires with experienced sales reps for guidance
and support.
- Encourage continuous learning, offering:
- Webinars and workshops on sales skills and industry trends
- Access to online training platforms and resources
- Incentives for completing training and achieving sales milestones

2. Successful Collaboration with HR:

Example: Enhancing the Sales Training Program for a Technology Company
- Identified Need: Sales reps were struggling to effectively communicate product benefits
and handle technical objections.
- Collaboration:
- HR and Sales Leadership defined the training objectives and outcomes.
- HR designed a customized training program, incorporating:
- Product demos and hands-on training
- Role-playing exercises to practice handling technical objections
- Interactive sessions on effective communication and storytelling
- Sales reps provided feedback and suggestions throughout the program.
- Results:
- Sales reps reported increased confidence in product knowledge and sales
conversations.
- Sales performance improved, with a 25% increase in deals closed within 6 months.
- The program became a model for future sales training initiatives, with HR and Sales
Leadership continuing to collaborate and refine the program.

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Performance Management:
1. How do you work with HR to set performance goals and expectations for your sales
team? What metrics do you use to evaluate performance?

1. Setting Performance Goals and Expectations:

To set performance goals and expectations, I collaborate with HR to:

- Define clear, measurable objectives aligned with company sales targets and strategic
initiatives.
- Establish key performance indicators (KPIs) such as:
- Sales revenue and quota attainment
- Customer acquisition and retention rates
- Sales cycle length and conversion rates
- Product or service adoption rates
- Customer satisfaction and Net Promoter Scores (NPS)
- Develop a performance management framework, including:
- Regular goal-setting and progress reviews (e.g., quarterly)
- Ongoing coaching and feedback
- Training and development opportunities
- Performance evaluations and assessments

2. Addressing Underperformance or Enhancing Performance:

Situation: A sales team member, John, was struggling to meet his sales targets, with a
consistently low quota attainment rate.

Partnership with HR:

- Identified the issue: HR and I analyzed John's performance data and feedback from
customers and colleagues.
- Developed a performance improvement plan (PIP):
- Set specific, achievable goals for the next quarter
- Provided targeted training and coaching on sales strategies and product knowledge
- Regular check-ins and progress evaluations
- Encouraged self-reflection and accountability
- Implemented the PIP, monitoring John's progress and adjusting the plan as needed.
- Results:
- John's quota attainment rate improved by 30% within the next quarter
- He reported increased confidence in his sales abilities and product knowledge
- Customer feedback indicated improved communication and relationship-building skills

By partnering with HR, we addressed John's underperformance and enhanced his sales
skills, leading to improved results and increased job satisfaction. This collaborative
approach demonstrated the effectiveness of joint efforts in supporting sales team members
and driving business success.it

Managing Human Capital by Ranjeet Kumar Script Group Page 165 of 165