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© Farhan Mir© Farhan Mir
20200707 IMSIMS© Farhan Mir© Farhan Mir
20200707 IMSIMS
Human Resource Human Resource ManagementManagement
MBA & BBAMBA & BBA
Course Overview & Introduction
Lectures Week 1
Course Lecturer: Farhan Mir
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Lectures 123 Lectures 123 AdministrationAdministrationIntroducing Myself (which you already know)
Course Introduction
Few Words on Articles & Additional Readings
Suggestion for future course of action
HRM Overview
My Own Website as Online Resource Center
(www.themirs.net)
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Course LecturerCourse Lecturer (Brief (Brief Introduction)Introduction)
Farhan Azmat Mir
MIMS [Monash University Melbourne]MBA (MIS) [B.Z.U] Gold Medal
Some Words regarding my Academic and Professional Life
4 Years at IMS (as Lecturer)4 Years at IMS (as Lecturer)AcademicallyAdministrativelyColleges & StudentsLearning Curve
Some Words on the Future
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Current Responsibilities at Current Responsibilities at IMSIMSAdvisor Students (Evening)
All issues and queries relating to evening All issues and queries relating to evening programs including BBA-IT, MBA-IT, MBA programs including BBA-IT, MBA-IT, MBA (Banking) and MBA (Executive)(Banking) and MBA (Executive) Coordination of all academic and extra-curricular Coordination of all academic and extra-curricular functions relating to evening programs including functions relating to evening programs including “Formal “Formal
Orientations", "Welcome & Farewells Parties"Orientations", "Welcome & Farewells Parties"
Coordinator BBA-IT Program Curriculum Development and ReviewCurriculum Development and ReviewAll office documentation (Course Files and All office documentation (Course Files and Quality documents)Quality documents)Coordination with Permanent & Visiting Faculty Coordination with Permanent & Visiting Faculty membersmembersStudent application and documentation Student application and documentation evaluationevaluationClass Scheduling and MonitoringClass Scheduling and Monitoring
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Current Responsibilities at Current Responsibilities at IMSIMSIncharge Seminar & Drama
Society Development of Seminar Calendar Development of Seminar Calendar in close coordination with all in close coordination with all faculty membersfaculty membersAll logistic and coordination All logistic and coordination support for Seminars, support for Seminars, Conferences, Workshops & Drama Conferences, Workshops & Drama activitiesactivitiesArrangement and Liaison-keeping Arrangement and Liaison-keeping with Speakers and Guest with Speakers and Guest LecturersLecturers
Admission SecretaryIncharge of the overall admission Incharge of the overall admission process for both bachelors and process for both bachelors and masters programsmasters programs
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
My Introduction: My Introduction: Consultation Consultation MethodMethod Best through e-mail address
(farhanmir_99@hotmail.com) OR
In case of submission of assignment through email (farhanmir_99_pk@yahoo.com)
After/before lectures on lecture day OR
Announced Timings in case of Assignments or Reports
Consultation Timings: 12:00 pm to 1:00 pm Thursday-Friday
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
My Introduction: My Introduction: InterestsInterests
Social & Cultural Change
Religion
History &Art
Creativity & New Ideas
Sports
PersonalityDevelopment
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
My InspirationsMy Inspirations
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
My InspirationsMy Inspirations
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Favourite QuotesFavourite Quotes"Champions aren't made in gyms. Champions are made from something they have deep inside them: A desire, a dream, a vision. They have to have last-minute stamina, they have to be a little faster, they have to have the skill and the will. But the will must be stronger than the skill." -Muhammad Ali
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Favourite QuotesFavourite Quotes
“You are educated. Your certification is in your degree. You may think of it as the ticket to the good life. Let me ask you to think of an alternative. Think of it as your ticket to change the world”.(Tom Brokaw)
© Farhan Mir© Farhan Mir
20200707 IMSIMS© Farhan Mir© Farhan Mir
20200707 IMSIMS
Course Course Administration &Administration &RequirementsRequirements
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Lecture NotesLecture NotesAvailable from Photostat shop before lectures or preferably one day before the start of new week
Usually the lecture material will cover the topics of one weekLecture Notes also now available online on the given website address (www.themirs.net/HRM.html)Lecture Notes will not be in detail format rather these will contain topics of discussion and important announcements regarding assessments.
Most Importantly Lecture Notes are just a supporting material and students must not forget to read books for detail and complete understanding (In case of HRM as a subject you need to do extensive reading on topics under discussion & look for majority of web sites for practical know how)
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Course AdministrationCourse AdministrationSessionals
Written assignments (Small Tasks) (details in Written assignments (Small Tasks) (details in coming lectures)coming lectures)
Idea is to initiate research oriented writing not “cut-copy-paste”
Attendance, Presentations, Quiz & Class Attendance, Presentations, Quiz & Class Discussion & Participation (as a regular activity)Discussion & Participation (as a regular activity)
Volunteer presentations (you must not be that Volunteer presentations (you must not be that familiar with this kind of stuff but you need to familiar with this kind of stuff but you need to respond to it quickly!)respond to it quickly!)
Formal Presentations in groups and if you want Formal Presentations in groups and if you want to take it one step ahead you could arrange to take it one step ahead you could arrange small seminars for other classes (preferably small seminars for other classes (preferably your juniors) on given “Research Topics”your juniors) on given “Research Topics”
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
How to get more marks?How to get more marks?
RequirementsOverall Class AttitudeOverall Class Attitude
Things to Avoid (Referencing, Cut-Copy-Things to Avoid (Referencing, Cut-Copy-Paste Culture, Carelessness, leg-pulling)Paste Culture, Carelessness, leg-pulling)
Things to do (Innovation, Confidence, Things to do (Innovation, Confidence, Work Attitude)Work Attitude)
Sense of Maturity and continuous Sense of Maturity and continuous learninglearning
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
One of the Major One of the Major SessionalsSessionalsCase Study Presentation
Students in groups of 3-5 will choose an e-Business Students in groups of 3-5 will choose an e-Business (Preferably a Pakistani Organization)(Preferably a Pakistani Organization)Case should be developed on the given format (A Case should be developed on the given format (A model format will be discussed in upcoming lectures)model format will be discussed in upcoming lectures)Students need to develop a proper case study using Students need to develop a proper case study using the case study development guidelinesthe case study development guidelinesEventually will present their findings in the shape of Eventually will present their findings in the shape of a Presentation in front of the class or classes on a Presentation in front of the class or classes on MultimediaMultimediaStudents need to submit both Hard (Printed) and Soft Students need to submit both Hard (Printed) and Soft copies (Computer files) of the Case itself and that of copies (Computer files) of the Case itself and that of the PowerPoint Presentation the PowerPoint Presentation This is day 1 so you can start working now!This is day 1 so you can start working now!I will myself present at least one Case Study well I will myself present at least one Case Study well before the presentation schedule so that you people before the presentation schedule so that you people have an idea have an idea
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Last Year Case StudiesLast Year Case Studies
Harley Davidson (Motor Bike Company)
PIA (Travel Industry)
UBL (Banking Online)
World Expeditions (Tourism & Travel)
Mobilink (Telecommunication)
IBM (Computer Giant)
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Topics for Case StudiesTopics for Case Studies
Human Resource Planning
Impact of Technological Changes on HR Management
HRIS
Selection Techniques & Tools
Training as one of the key HR Function
Performance Evaluation: Importance & Methods
Compensation & Benefits: The Key Motivator
Career Planning & Development
Collective Bargaining & Unions
Latest Trends & Issues in HRM
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Course OrientationCourse OrientationBasically Theoretical focus
Introduction of Concepts and Issues regarding HRM (This subject is developed in case study mode: it means that there are lot of case studies)
ButThe practical orientation will also be also be a major The practical orientation will also be also be a major focus of the course (this will include practical focus of the course (this will include practical demonstration on multimedia)demonstration on multimedia)
Lecture notes will include more graphical explanation Lecture notes will include more graphical explanation of things to give more practical orientation about of things to give more practical orientation about concepts & applications especially the Organizational concepts & applications especially the Organizational ExamplesExamples
Formal Presentation from Students will also work in Formal Presentation from Students will also work in this regardthis regard
Video or Audio Presentation will also be part of the Video or Audio Presentation will also be part of the lectures lectures
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Text and ReferencesText and ReferencesFocus will be on topics rather Chapters of any textMany Text/books are available in market
Lloyd L. Byars & Leslie W. Rue . (2004). “Human Lloyd L. Byars & Leslie W. Rue . (2004). “Human Resource Management”. (8th Ed). McGraw Hill Resource Management”. (8th Ed). McGraw Hill Book Company Book Company R. Wayne Mondy & Robert M. Noe (2003). “Human R. Wayne Mondy & Robert M. Noe (2003). “Human Resource Management”. (6th Ed). Prentice Hall CompanyResource Management”. (6th Ed). Prentice Hall Company
Gary Dessler. (2004). “Human Resource Management”. Gary Dessler. (2004). “Human Resource Management”. (8th Ed). McGraw Hill Book Company(8th Ed). McGraw Hill Book Company
ButNot necessarily every thing is taught from the Text, Students need to broaden their view and consult as many additional references as possible (Preferably available in local market and from the Internet)This time few simple yet important articles also be discussed during the lecturesCase Studies are now a definite part of the curriculum
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
ExaminationExamination
I personally believe in “thorough studies” so usually no choices given in the examEvery thing discussed, during the class or given as reading material, could be part of the examsQuestions will be formulated in a way to examine both bookish as well as conceptual thinking Other details will be given close to MidI will try to follow my simple rule that is
“ “ I’ll be very friendly in the lectures and very I’ll be very friendly in the lectures and very strict in the exam hall strict in the exam hall (believe me no chance (believe me no chance of misconduct…)”of misconduct…)”
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Guidelines for me as
an Instructor
True Knowledge
not stories
Class Environment
Updated Teaching
Methodology
Neutral Assessment (Objective)
Competency & Skills
Learning not Teaching
Miscellaneous
(Regularity, Consultancy,
Support etc)
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Expected TopicsExpected TopicsIntroduction to HRM
Legal Framework & Equal Employment Opportunity
Implementing Laws & Pakistani Perspective
HRM FunctionsJob Analysis & DesignJob Analysis & DesignHR planning HR planning
Recruitment Process Recruitment Process
Selection Selection
Orientation & TrainingOrientation & Training
Management development Management development
Performance Appraisal & Performance Management Performance Appraisal & Performance Management
Case Studies
© Farhan Mir© Farhan Mir
20200707 IMSIMS© Farhan Mir© Farhan Mir
20200707 IMSIMS
Introduction to Human Introduction to Human Resource ManagementResource Management
Basic Definitions & Key Terms
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Management (Recall)Management (Recall)
Management““the process of coordinating work the process of coordinating work activities so that they are completed activities so that they are completed efficiently and effectively efficiently and effectively with and with and through other peoplethrough other people” (Robbins)” (Robbins)
Organization““A deliberate arrangement of people to A deliberate arrangement of people to accomplish some specific purpose” accomplish some specific purpose” (Robbins)(Robbins)
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
CHARACTERISTICS OF AN CHARACTERISTICS OF AN ORGANIZATION ORGANIZATION
Distinct Purpose
People
DeliberateStructure
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
It is all about People!
(NADRA Swift Registration Centre)
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Human Resource Human Resource ManagementManagement“Activities design to provide for and coordinate the human resources of an organization”
Lloyd & Leslie
“The function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals.”
John IvancevichThe policies practices, and systems that influence employees’ behavior, attitudes, and performance.
Noe, Hollenback,Gerhart & WrightIn past it was known as
Personal AdministrationPersonal AdministrationPersonal ManagementPersonal Management
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Scientific Management Welfare Work
Industrial Psychology Human Relations
Historical Foundations of Historical Foundations of HRMHRM
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Competitive Advantage through Competitive Advantage through PeoplePeople
Human CapitalAn organization’s employees, described in terms An organization’s employees, described in terms of their training, experience, judgment, of their training, experience, judgment, intelligence, relationships, and insightintelligence, relationships, and insight
Core Competencies
Integrated knowledge sets within an organization Integrated knowledge sets within an organization that distinguish it from its competitors and deliver that distinguish it from its competitors and deliver value to customers.value to customers.
Sustained competitive advantage through people is achieved if these human resources:
Have value.Have value.
Are rare and unavailable to competitors.Are rare and unavailable to competitors.
Are difficult to imitate.Are difficult to imitate.
Are organized for synergy.Are organized for synergy.
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Developing Human Developing Human CapitalCapitalHuman Capital
The knowledge, skills, and capabilities The knowledge, skills, and capabilities of individuals that have economic of individuals that have economic value to an organization.value to an organization.
Valuable because capital:Valuable because capital:Is based on company-specific skills.Is gained through long-term experience.Can be expanded through development.
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Human Resources
Research &Development,EngineeringManagement
Marketing
Materials,Production,and/orServicesManagement
Finance
Major Organizational
Subsystems
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Specific HRM Specific HRM FunctionsFunctionsSpecific HRM Specific HRM FunctionsFunctions
Human Resource Planning
Analyzing Jobs
Recruiting
Selecting
Appraising
Training
Developing
Compensating
Benefits
Work Environment
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
HRM HRM PracticesPractices
Important HRM practices are tailored in a way that they yield Performance and it is now seen as one of the strategic activity
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Four Major Categories of Four Major Categories of ActivitiesActivitiesFour Major Categories of Four Major Categories of ActivitiesActivities
The Acquisition of
Human Resources
The Maintenance of
Human Resources
The Developmentof
Human Resources
The Rewarding of
Human Resources
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
How HR How HR FunctionsFunctions Relate to HR Relate to HR ActivitiesActivitiesHow HR How HR FunctionsFunctions Relate to HR Relate to HR ActivitiesActivities
The Acquisition of Human Resources
PlanningAnalyzing JobsRecruitment
SelectionThe Development ofHuman Resources
AppraisingTraining
Developing
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
How How HR Functions HR Functions Relate to HR Activities, Relate to HR Activities, continuedcontinued
How How HR Functions HR Functions Relate to HR Activities, Relate to HR Activities, continuedcontinued
The Rewarding ofHuman Resources
Compensating(Wages & Salaries)
(Incentives)
The Maintenance ofHuman Resources
Employee BenefitsSafety & HealthLabor Relations
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Responsibilities of HR Responsibilities of HR DepartmentsDepartments
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
General Goals of Human General Goals of Human Resource ManagementResource Management
The human resource function in contemporary
organizations
Facilitatingorganizational
competitiveness
Complying with legal and social
obligations
Promotingindividual growthand development
Enhancing productivity and
quality
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Desired Outcomes of Desired Outcomes of HRMHRMDesired Outcomes of Desired Outcomes of HRMHRMAttractionRetention Job PerformanceProductivityEmployee Safety and Health AttendanceJob SatisfactionCompetitive AdvantageCompany Performance
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Impact of Human Resource Impact of Human Resource ManagementManagement
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Overall Framework for Overall Framework for Human Resource Human Resource ManagementManagement
COMPETITIVECOMPETITIVECHALLENGESCHALLENGES
• GlobalizationGlobalization• TechnologyTechnology• Managing changeManaging change• Human capitalHuman capital• ResponsivenessResponsiveness• Cost containmentCost containment
COMPETITIVECOMPETITIVECHALLENGESCHALLENGES
• GlobalizationGlobalization• TechnologyTechnology• Managing changeManaging change• Human capitalHuman capital• ResponsivenessResponsiveness• Cost containmentCost containment
HUMAN HUMAN RESOURCESRESOURCES
• PlanningPlanning• RecruitmentRecruitment• StaffingStaffing• Job designJob design•Training/developmentTraining/development• AppraisalAppraisal• CommunicationsCommunications• CompensationCompensation• BenefitsBenefits• Labor relationsLabor relations
HUMAN HUMAN RESOURCESRESOURCES
• PlanningPlanning• RecruitmentRecruitment• StaffingStaffing• Job designJob design•Training/developmentTraining/development• AppraisalAppraisal• CommunicationsCommunications• CompensationCompensation• BenefitsBenefits• Labor relationsLabor relations
EMPLOYEEEMPLOYEECONCERNSCONCERNS
• Background diversityBackground diversity• Age distributionAge distribution• Gender issuesGender issues• Educational levelsEducational levels• Employee rightsEmployee rights• Privacy issuesPrivacy issues• Work attitudesWork attitudes• Family concernsFamily concerns
EMPLOYEEEMPLOYEECONCERNSCONCERNS
• Background diversityBackground diversity• Age distributionAge distribution• Gender issuesGender issues• Educational levelsEducational levels• Employee rightsEmployee rights• Privacy issuesPrivacy issues• Work attitudesWork attitudes• Family concernsFamily concerns
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Competitive Challenges and Competitive Challenges and Human Resources Human Resources ManagementManagementThe most pressing competitive issues facing firms:
Going globalGoing global
Embracing technologyEmbracing technology
Managing changeManaging change
Developing human capital Developing human capital
Responding to the market Responding to the market
Containing costsContaining costs
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Business Strategy: Issues Affecting Business Strategy: Issues Affecting HRMHRM
© Farhan Mir© Farhan Mir
20200707 IMSIMS© Farhan Mir© Farhan Mir
20200707 IMSIMS
Human Resource Human Resource ManagementManagement
Who is responsible for HRM Practices?
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
View #1: View #1: A Separate A Separate Department is UsefulDepartment is UsefulView #1: View #1: A Separate A Separate Department is UsefulDepartment is UsefulHR Professional (specialists) perform the Job
Importance of Human ResourcesImportance of Human ResourcesCompetitive Advantage
Increasing ComplexityIncreasing ComplexityGlobal workforce
External InfluencesExternal InfluencesLegal Requirements
Consistency in TreatmentConsistency in Treatment
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
View #2 -- Every Supervisor or View #2 -- Every Supervisor or Manager is an HR ManagerManager is an HR ManagerView #2 -- Every Supervisor or View #2 -- Every Supervisor or Manager is an HR ManagerManager is an HR Manager
Anyone who deals with subordinates plays a HRM role
The “Line” perspective
Tasks Completed by Line ManagersInterview job applicantsInterview job applicants
Provide orientation, coaching, and on-the-job trainingProvide orientation, coaching, and on-the-job training
Provide and communicate job performance ratingsProvide and communicate job performance ratings
Recommend salary increasesRecommend salary increases
Carry out disciplinary proceduresCarry out disciplinary procedures
Investigate accidentsInvestigate accidents
Settle grievance issuesSettle grievance issues
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
HR Responsibilities of HR Responsibilities of SupervisorsSupervisors
Figure 1.5
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
HR Management as a Career HR Management as a Career FieldFieldHR Generalist
A person with responsibility for performing A person with responsibility for performing a variety of HR activities.a variety of HR activities.
HR SpecialistA person with in-depth knowledge and A person with in-depth knowledge and expertise in a limited area of HR.expertise in a limited area of HR.
Professional OrganizationSociety for Human Resource Management Society for Human Resource Management (SHRM)(SHRM)
http://shrm.orghttp://shrm.org
Has student memberships availableHas student memberships available
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Overall Framework for Overall Framework for Human Resource Human Resource ManagementManagement
Presentation Slide 1–1
COMPETITIVECHALLENGES
• Globalization• Technology• Managing change• Human capital• Responsiveness• Cost containment
COMPETITIVECHALLENGES
• Globalization• Technology• Managing change• Human capital• Responsiveness• Cost containment
HUMAN RESOURCES
• Planning• Recruitment• Staffing• Job design•Training/development• Appraisal• Communications• Compensation• Benefits• Labor relations
HUMAN RESOURCES
• Planning• Recruitment• Staffing• Job design•Training/development• Appraisal• Communications• Compensation• Benefits• Labor relations
EMPLOYEECONCERNS
• Background diversity• Age distribution• Gender issues• Educational levels• Employee rights• Privacy issues• Work attitudes• Family concerns
EMPLOYEECONCERNS
• Background diversity• Age distribution• Gender issues• Educational levels• Employee rights• Privacy issues• Work attitudes• Family concerns
Figure 1.1
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Contemporary HRM
(involving both Managers & HR Specialists)
(Basic Functions)
HR Laws
Ethics
Ethics: The fundamental principles of right and wrong
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Standards for Identifying Standards for Identifying Ethical PracticesEthical Practices
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
Why EthicsWhy Ethics(Ethical Standards Poll suggests (Ethical Standards Poll suggests implications)implications)
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
A Guide To Internet A Guide To Internet SitesSites
American Management Association (http://www.amanet.org/start.htm)AMA membership, programs, training, etc.
Society for Human Resource Management (http://www.shrm.org)Current events, information, connections, articles.
HR Professional’s Gateway to the Internet (http://www.hrisolutions.com/index2.html) Links to HR-related web pages.
Training and Development Homepage (http://www.tcm.com/trdev/)Job mart, training links, T&D electronic mailing list links.
© Farhan Mir© Farhan Mir
20200707 IMSIMS
© Farhan Mir© Farhan Mir
20200707 IMSIMS
A Guide To Internet Sites A Guide To Internet Sites (cont’d)(cont’d)FedWorld (http://www.fedworld.gov) A gateway to many government web sites.
U.S. Department of Labor(http://www.dol.gov) Job bank, labor statistics, press releases, grants, contract information.
Occupational Safety and Health Resources(http://osh.net) OSHA-related sites, government pages, resources, etc.
AFL-CIO(http://www.aflcio.org/home.htm)Union news, issue papers, press releases, links to labor sites.
Recommended