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8/9/2019 Human Resource Management by Bilal Chaudhry
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by Bilal [email protected]
HumanResourse
Management
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Basic Concepts
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PRODUCTIVITY
Productivity
Input-----process-------output Productivity is Output/input
Optimum productivity: Max
output with Min output
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profitability
More than actual or original
Surplus
In the form of
Money
Market share (FV: 10; MV 400)
Market segment
Large no of customers
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Productivity of a system
HR
MoneyTechnical
TIME
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Productivity of a system
Time is the boundary of any system Productivity within time is marvelous
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Goal vs objectives
Goals:
Goals are 5year plans
Objective:
Objectivesare yearly
planned
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O b je ct
H ira rch y
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management
Is a process, chain of activities, cycle
Design, draw, make create, innovatesomething
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management
Is designing andmaintaining anEnvironment whereindividuals can worktogether in groups toaccomplish a
goal/objective,
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Key terms used
Designining and maintaining: creation andsustaining something new
Environment: a particular atmosphere,
objects, directions, propercommunication, peaceful condition,that can help in work properly andfeasibly.
Group: different departments
Effectiveness: achieving a project within agiven domain ( 100,000+ 4 W.F, 30Days)
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Human ResourceManagement
HRM is the planning, organizing,leading, controlling of
procurement integration,development, compensation andseparation of HR so they cabachieve their personal,
organizational and societal goaleasily
Framework, structure, infrastructureand function of HR.
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What we have to do/obtain is planned inadvance.
Achievement of goal is dependant on
planning
Refining objective: everything should be inquantitative manner
Verification of goal: policies, procedures,
methods are course of action.
Justification, feasibility of object, benefit,people, time, quantity of product
Advantages and disadvantages
Object with greater advantages & less
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organizing
Implementation of plan
Identification of activities required toachieve objective
Classification of activities (marketing,finance, accounting)
Assigning the work (structure, positions
& authority in org)
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Authority is the legal right.
Persons selected, appointed, hired,
designated are called authorizedpersons
Power is ability to influence, inspireothers without legality
Who is using power is called leader.
Social leaders. Quaid,
Iqbal, Edhi
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HR is staffing itself
Controlling start with planning
PROCESS OF CORRECTING:
Review last performance
Sorting out problems Positive criticism
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PROCESS OF CORRECTING(STEPS)
1. Establishing the standards ofperformance (job expectations)
2. Matching actual performance with SOP
Measuring the variation to guide people
Stopping the repetition
3. Controlling is ongoing process
Regards, bonuses, incentives
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procurement
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Procurement/hiring/staffing
1. Recruitment
2. Selection
3. Placement
Organizations job analysis (vacancies,positions)
Selection: to get most appropriate
candidate
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Objectives of hiring
Selection: to get most appropriatecandidate
Recruitment: Maximization of no of
applicants
Maximization of choice set
Internal screening ( screeningirrelevant)
Selection process is for eligibleapplicant
Selection techniques
tests
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Test types
1. Intelligence test : to check IQlevel
2. Aptitude test: for competencyof candidate, Maths,English, Gen knowledge
3. Professional test (occupationaltest): explore interests,skills, techniques.
4. Psychological test: check
moods, atitude, behavior,
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interviews
1. Structured
2. Semi-structured (formal & informal)
3. Assessment centrers: artificialenviornment
engineer
Lecturer
Police shooting
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placement
Issuance of appointment letter to finallyselected candidate
Adjusting them in organization
Training about their job
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Placement types
Orientation: complete verbalintroduction of organization, dept,people, products, services, history,volume of business, segment,culture of organization, procedures,style etc
Socialization: generating familiarityafter proper introduction with
supervisor, colleges, subordinates
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Human resource planning
The process of analyzing andidentifying the need for andavailability of HR of a firm,industry, country and global level
Micro: process of forecastingdemand and supply of HR for
specific organizations. Demand &supply of labour after analysis
Macro: assessing and forecasting
the demand of HR and availability
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Objectives of microhrp
1. To prevent organization fromoverstaffing or understaffing
2. To ensure availability of alternativest
3. To ensure that the organization isresponsive to enviornment accordingto change in enviornment. Like
change in style fashion, technologyand season
4. To provide directions to all HR activities,manuals, compansations, reward,
policies
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Objectives of macro hrp
1. To forecast economic & businessenvironment, ups & downs by
advance programming2. To estimate future demand of no & type
of skills by various industries
3. To ensure effective labour supply
through interacting with educationalinstitutions like colleges anduniversities
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Objectives of hrp
To maximise the productivity of HR
HR requirements from HRP
Strategic implications of proposed strategicplan
Implication of strategic plan for staffing,training, development and management
succession(step by step progress)
How shortfall in the supply of skilled labourimpacts various firms
Attracting, retaining, motivating & rewarding
employees
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procurement
Process of maximizing the no ofapplicants towards vacant seats
Internal: employees of the
organizations apply External: people outside the
organization apply for a vacant seat
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Types of procurement
1.Internal recruitment
Employee referrals: people referred bythe employee working inorganization
Nepotism: to give favour to the dear or
relative of the authority
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2.External recruitment: Advertisement: TV, radio, internet,
papers,magazines etc
Colleges & institutions
Head hunters: organizations that helpfinding the right person. They work ncommission. E.g. Rozee.pk, Brightspyreetc.
Walk in/ Write in:
Govt. employment agencies: CSS, PCS
Military forces:
1.
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Job analysis & jobdesign
Fundamental activity after HRP
Job analysis
Job design Job Analysis:
Analysis of position, infrastructure,hirarchy of organization.
Excess of resourses or over-employment canbe considered by seeing hirarchy.
Analysis is used to identify & determine the
particular job, duties and requirement.
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Relevant importance: work in chainprocess
Job analysis: judgments are madeabout data collected regarding aparticular job.
Every person should have adequate
amount of work
1. Analysis
2. Design
3.
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Objectives of jobanalysis
It indicate the training needs.
Salary survey information
To select a selection plan
Good together work of individual andteam
Various position physical need
Validity discrimination complains
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Compensation system & payroll system
Salary packages, allowances
.work activities
human behaviur
SPOs
Human reqirement
Performance standards
M th d f j b
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Methods of jobanalysis
Data gathering
Questionnare
Desk auditing
Individual/group interview
Observation
Diary methods
Critical instance Recording Job performance
Whi h t f d t i
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Which sort of data isgathered
List of tasks
List of decision made by employee
Supervision made
b
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Various aspects to beanalyzed
Duties in task environment
Relationship environment
Tools & equipments
requirements
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Job design
Job rotation
Job enlargement
Job enrichment
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Job description
Supply customer chain is performed
Job in & job out concept
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Job specification
Minimum requirement
Job evaluation
Scenario of job
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Downsizing
Rightsizing
Outsourcing
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Thankyou