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    Human Resource Management Lecture #1: Contents Extracted From: GARY DESSLER, Keith Davis and Others

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    Fatima Mallick
    This document outlines the contents and structure of a lecture on human resource management. It provides rules and expectations for class participation, attendance, technology use, assignments, and assessments. It also details the breakdown of marks and grades. The lecture will cover an introduction to HRM, understanding the concept, recruitment and selection processes, training and development, compensation and benefits, and health and safety in the workplace. It notes the changing environment and role of HRM with globalization, technology, workforce trends, and the need for strategic and business-focused skills among HR managers.

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    Human Resource Management Lecture #1: Contents Extracted From: GARY DESSLER, Keith Davis and Others

    Uploaded by

    Fatima Mallick
    62 views40 pages
    This document outlines the contents and structure of a lecture on human resource management. It provides rules and expectations for class participation, attendance, technology use, assignments, and assessments. It also details the breakdown of marks and grades. The lecture will cover an introduction to HRM, understanding the concept, recruitment and selection processes, training and development, compensation and benefits, and health and safety in the workplace. It notes the changing environment and role of HRM with globalization, technology, workforce trends, and the need for strategic and business-focused skills among HR managers.

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    7549hrm Lecture 1

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    This document outlines the contents and structure of a lecture on human resource management. It provides rules and expectations for class participation, attendance, technology use, assignments, and assessments. It also details the breakdown of marks and grades. The lecture will cover an introduction to HRM, understanding the concept, recruitment and selection processes, training and development, compensation and benefits, and health and safety in the workplace. It notes the changing environment and role of HRM with globalization, technology, workforce trends, and the need for strategic and business-focused skills among HR managers.

    Copyright:

    © All Rights Reserved
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    Download as pptx, pdf, or txt
    62 views40 pages

    Human Resource Management Lecture #1: Contents Extracted From: GARY DESSLER, Keith Davis and Others

    Uploaded by

    Fatima Mallick
    This document outlines the contents and structure of a lecture on human resource management. It provides rules and expectations for class participation, attendance, technology use, assignments, and assessments. It also details the breakdown of marks and grades. The lecture will cover an introduction to HRM, understanding the concept, recruitment and selection processes, training and development, compensation and benefits, and health and safety in the workplace. It notes the changing environment and role of HRM with globalization, technology, workforce trends, and the need for strategic and business-focused skills among HR managers.

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    HUMAN RESOURCE MANAGEMENT

    Lecture #1
    Contents extracted from: GARY DESSLER, Keith
    Davis and others.
    Rules and Regulations for the class.
    Class participation and attendance are must.
    Make sure your cellphone is silent, keep it aside during
    lecture.
    Be on time in the class.
    Ask your queries in the classroom to avoid and
    communication barrier.
    Timely submissions and active contribution will give you
    an edge.
    Queries regarding checking and marking will only be
    entertained within the given time, after that course
    supervisor is not responsible.
    Violation of defined rules cannot be tolerated.
     For asking or discussing any issues, you can contact me via
    email: hina.amin@kasbit.edu.pk
    Marks division
    Out of 100 marks:

    10 marks for quizzes (4th, 7th or 8th and 11th )


    30 marks for assignments. (2 assignments, 15 marks for
    each) 5th and 9th sessions expectedly.
    20 marks for Mid term (7th or 8th session)
    40 marks for final.
    Contents
     Introduction of the course.
     Understanding of HRM
     Some Other relevant Questions?
     What is your perception/opinion about this course?
     Why Human Resource Management?
    Ice breaking to analyze your self!
    Mention two (2) truths about you personality.

    One word game!

    1) KASBIT’s culture
    2) Human resource management
    3) Social media
    4) your inspiration in one word.
    5) Your high school experience.
    Starting note (Employee source)
    From personnel to human resource
    management!
    Understanding the
    concept of HRM

     Think about it…..


     What is Nike without it’s Employees?
     If you removed the employees from these organizations like,
    Facebook, Zara, Microsoft, Apple, Wall Mart, Amazon, etc

    Than, what would have left….???

    A lot of buildings, expensive equipment, Brand names and some


    impressive bank balance and nothing…..
    Some Other Questions
     How the people come to be employees in their respective organizations?

    Human Resource Planning


     How were they selected?

    Recruitment, Selection
     How Employee knows, what to wear, how to talk , Rules and Regulations?

    Orientation
     Why do they come to work on a regular basis?

    Compensation, Benefit and Motivation


     How do they know what to do on the job?
    Job Analysis
     How does management know if the employees are performing adequately or not?

    Performance appraisal and Performance Management


     What can be done about it?

    Termination, Delegation
     Will todays employees be adequately prepared for the technologically advanced work the
    organization will require of them in the years ahead?
    Training and Development
     What happened in the organization if the union is present?
    Equal Employment opportunity and Labor Relation
    Human Resource Management (HRM) is the function within an
    organization that focuses on recruitment of, management of, and
    providing direction for the people who work in the organization.

    Human Resource Management includes:
    conducting job analyses, planning personnel needs, recruiting th
    e right people for the job, orienting
    and training, managing wages and salaries, providing benefits an
    d incentives, evaluating performance, resolving disputes, and
    communicating with all employees at all levels
    Why Human Resource
    Management???

    Some Wrong Perceptions About HR as a Career Path…..

    • It’s Easy as compare to the Other areas of Administration.


    • Love the People , That’s Why I can work with this resource very well.
    • It’s a trend, Or the fi eld is designed for Girls only.
    • Don’t know anything, but listen from people it’s good.

    Human Resource is beyond that thinking


    Why is HRM important to all managers?
    Several reasons…. Few are:
    Avoid personnel mistakes
    Improve profits and performance
    HR for entrepreneurs

    It help to get results through the people.


    What kind of Personnel mistakes?
    1. To have your employees not doing their best.
    2. to hire the wrong person for the job.
    3. To experience high turnover.
    4. To have your company in court due to your
    discriminatory actions (unfair labor practices) and
    non-compliance.
    5. To have your company cited for unsafe practices.
    Some insights of last year
    The industries with the highest turnover rates are:
    Technology (software), 13.2%
    Retail and Consumer Products, 13%
    Media and Entertainment, 11.4%
    Professional Services, 11.4%
    Government/Education/Non-Profit, 11.2%
    Financial Services and Insurance, 10.8%
    Telecommunications, 10.8%
    Reference: (Petrone, 2018)
    HUMAN RESOURCE ASPECT
     CONDUCTING JOB ANALYSES
     RECRUITING AND SELECTING JOB CANDIDATES
     ORIENTING AND TRAINING NEW EMPLOYEES
     MANAGING WAGES AND SALARIES
     INCENTIVE AND BENEFITS
     APPRAISING PERFORMANCE
     COMMUNICATING (INTERVIEW, COUNSELING)
     TRAINING AND DEVELOPING+ MANAGERS
     BUILDING EMPLOYEE Commitment and relations
    Manager should know about:
    Internationally what made HR manager better than
    others??

    Labor law and statutory compliance


    Employee health and safety
    Handling grievances and labor relations
    WHY HRM is IMPORTANT for the
    organization?
    1. Hire the right number and kind of employees.
    2. Place them at a position which is the best fit, At
    the right time.
    3. Ensure the capability to effectively and
    efficiently completing the tasks given to them in
    order to achieve the organizations overall
    objective.
    4. Ensure legal compliance.
    Psychological safety…
    In the workplace, psychological safety is the shared
    belief that it's safe to take interpersonal risks as a
    group.

    Studies on psychological safety point to wide-


    ranging benefits, including increased confidence,
    creativity, trust and productivity. A 2017 Gallup report
    found that if organizations increase psychological
    safety, it makes employees more engaged in their
    work. (Reference: CNBC 2020)
    Interesting Organizational fact
    RECRUITMENT AND SELECTION
     RECRUITMENT - Process of attracting individuals on a
    timely basis, in sufficient numbers, and with appropriate
    qualifications, to apply for jobs at an organization

     SELECTION - Process of choosing from a group of


    applicants the individual best suited for a particular
    position and the organization
    Training and development
     TRAINING - Designed to provide learners with knowledge and skills
    needed for their present jobs.

     DEVELOPMENT - Involves learning that goes beyond today's job;


    more long-term focus.

     CAREER MANAGEMENT - Ongoing process whereby individual sets


    career goals and identifies means to achieve them.
    PERFORMANCE MANAGEMENT
    PERFORMANCE MANAGEMENT - The process
    employers use to make sure employees are working
    toward organizational goals.

    PERFORMANCE APPRAISAL - Evaluating an


    employee’s current and/or past performance
    relative to his or her performance standards
    COMPENSATION

    ALL REWARDS THAT EMPLOYEES RECEIVE AS A RESULT


    OF THEIR EMPLOYMENT.
    Compensation (also known as Total Rewards) can be
    defined as all of the rewards earned by employees in return
    for their labor.
    Compensation
    HEALTH, SAFETY AND SECURITY
    Employees who work in safe environment and enjoy good
    health are more likely to be productive and yield long-term
    benefits to organization.

    How to make the workplace safe? Including the causes of


    the accidents, law governing your responsibilities for
    employee safety and health.
    HRM extra hold…
    HRM is a subset of the study of management that
    focuses on how to attract, hire, train, motivate, and
    maintain employees.

    Strong employees become a source of competitive


    advantage in a global environment facing rapid and
    complex change.
    HRIS…
    The Human Resource Information Systems
    (HRIS) that make this possible also gather, store, and
    analyze HR information allowing HRM professionals
    to better facilitate payroll, benefits administration,
    applicant tracking, training, performance
    management, and many other important HR
    functions.
    KINDS OF MANAGERS
     LINE MANAGERS – THESE TYPE OF MANAGERS HAVE THE
    AUTHORITY TO ISSUE ORDERS TO OTHER MANAGERS OR
    EMPLOYEES

     STAFF MANAGERS – THESE TYPE OF MANAGERS HAVE THE


    AUTHORITY TO ADVISE OTHER MANAGERS AND EMPLOYEES.

     Authority:
    The right to make decisions, direct others’ work and give orders
    HUMAN RESOURCE MANAGERS
    THREE (3) FUNCTIONS CARRIED OUT BY HR
    MANAGERS
     Line function – directs the activities in their own
    department or use implied authority
     Coordinative function – ‘right arm of the top
    executive,’ and ensure all policies and practices are being
    implemented
     Staff (assist and advise) function – advising line
    managers and executives, hiring, training, evaluating,
    firing.
    CHANGING ENVIRONMENT OF HRM
    GLOBALIZATION (

    TECHNOLOGICAL ADVANCEMENT

    THE NATURE OF WORK (

    WORKFORCE demographics and DIVERSITY (skill


    shortage, generational issue)
    Cont..
    CHANGING ROLE OF HRM
     STRATEGIC HUMAN RESOURCE MANAGEMENT

     MANAGING WITH TECHNOLOGY

     HUMAN RESOURCE OUTSOURCING


    CHANGING ROLE OF HRM
    HUMAN RESOURCE MANAGERS
    PROFICIENCIES
    1. HUMAN RESOURCE – Knowledge and skills in areas
    such as employee selection, training and compensation
    2. BUSINESS PROFICIENCY – Cope with the strategic
    aspect of the job
    3. LEADERSHIP PROFICIENCY – To lead management
    groups and drive the change required
    4. LEARNING PROFICIENCY – To stay up to date with the
    new technologies and practices to be efficient.
    Case study! Employee Engagement at
    Bank of Baroda
    Bank Al Baroda (BoB), a leading Indian Public sector
    bank with international presence, considers its
    employees as the primary drivers of business
    performance.
    To improve engagement levels, 5 initiatives were
    taken:
    1. Employee of the month
    2. Spot recognition prizes
    3. Zero (fun) hour
    4. Compulsory community service
    5. Anu-bhuti workshops at Bank branches
    Today's Task
    Based on your personal experiences, List 10
    examples of showing how you used HRM
    techniques at work to improve its
    organizational performance?
    Task 2 Case discussion!
    How have environmental factors such as technology,
    the economy, or natural disasters or any other affected
    your work experience? Please refer it.
    Terminology for next week
    Offshoring and Outsourcing explanation…

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