01 MANAGING ORGANIZATION EFFECTIVELY MOE Human Resources Management

01 MANAGING ORGANIZATION EFFECTIVELY (MOE) Human Resources Management (HRM) S. Gheyasuddin SAADAT sayedbba@gmail. com

HUMAN BEING VS HUMAN RESOURCE Human Being: People who are mentally fit but don’t want to work will not be considered human resource but human being. Human Resource: People who are mentally fit may not be physically but want to work will be considered Human Resource

Contents: Definition of HRM Basic Functions of Human Resource Management Human Resource Planning Definition of Staffing Job Analysis: Job Description, Job Specification, & Jab Evaluation Methods of Job Analysis

Human Resource Management is the process of hiring, developing, motivating, and evaluating of employees to achieve organizational goals. Human Resource Management is concerned with staffing function of Management. That is, it deals with those functions concerned with attracting, maintaining and developing people in the employment relationship.

Human Resource Management Functions Identifying HR Needs Attracting Human Resources Maintaining Human Resources Terminating the relationship

Job Analysis & Design Organizational career management: Employee job changes & Disengagement Compensation & Benefits Human Resource Planning & Forecasting Human Resource Management Process Performance Planning & Evaluation Employee Recruitment Employee Selection Training & Development

Human Resource Planning involves determining future human resource needs in relation to an organization’s business objectives or strategic plan, then devising ways to meet these objectives. The process of attracting the “right” number of people with the “right” skills at the “right” time and place.

Job Analysis is the systematic process of collecting information on a job’s task functions and identifying employee specifications for job success. Outcomes of Job Analysis: 1. Development of job descriptions (what job entails) 2. Development of job specifications (skills, abilities, education, and previous work experience required to perform the job)

Job Analysis Process Identification of job functions: • • • tasks work behaviors functions equipment work conditions Identification of person specifications: • knowledge • skills • abilities • competencies Position description and Specifications

Job Description & Specification The tasks and responsibilities of a job are listed in a job description. The skills, Knowledge, and abilities a person must have to fill a job are spelled out in the a Job Specification. These two documents help human resource planners find the right people for specific jobs.

Major Functions of HRM Following are the major functions of HR Management: ◦ ◦ Staffing Training and Development Motivation Maintenance

1. Staffing Aims to locate competent employees and bring them into the organization. A continuous activity in the organization. Selecting right person for the right job.

Phases of Staffing Employment Planning Process to determine an organization’s HR needs. Job Design § According to Michael Armstrong, “Design is the process of deciding on: 1. § § § the contents of a job in terms of its duties and responsibilities the methods to be used in carrying out the job, in terms of techniques, systems and procedures, and The relationships that should exist between the job holder and his superior subordinates and colleagues. ”

1. 2. Job Analysis What skills, knowledge, & Ability employees need to be successful in the job? The answer lies with the job analysis Information for the job analysis is used to develop job description and job specification which detail duties of the job, performance, expectations, personal characteristics the employee must possess to be successful.

Job analysis identifies the following information: Detailed breakdown of the duties involved in a position Skills, knowledge and experience a person should bring to the position Environment condition of the job

Job Analysis is of two forms: Job Description: 1. § § § Skills required for the job Tasks or performance standard, Responsibilities and disciplinary procedures Service condition of the job Pay rates

Job Specification Describes the requirements of the person for the job Abilities Education qualification Special physical and mental skills Training Experience, etc.

1. 3. Recruitment A process of finding and attracting job candidates able to effectively fill job vacancies. Result of recruitment is a pool of applicants from which new employees are selected.

Sources of Recruitment Internal Sources: ◦ Sources inside of the organization is called internal sources Ex: Employee referrals and promotions External Sources: ◦ Sources outside of the organization is called external sources Ex: Advertisement.

Sources of Recruitment Internal Sources External Sources 1. Job posting or Promotion 2. Intranet 3. Referrals 1. Advertisement 2. Colleges & Universities 3. Employment agencies

Internal Recruitment Advantages 1. 2. 3. 4. Improves Morale Better assessment opportunity Motivates staff Maintains organization knowledge Disadvantages 1. 2. 3. 4. Closed group; inbreeding Nepotism Infighting for promotion Induction and training costs External Recruitment Advantages 1. Fresh blood 2. New knowledge & experience 3. Gain competitor insights Disadvantages 1. Harder to assess 2. Lowers morale of internal applicants 3. Adjusting to different work cultures

1. 4. Selection deals with choosing an employee to hire from among a narrowed-down list of outstanding candidates. Selection can actually occur several times. Managers select which candidates to contact based on their resumes, which candidates to bring in for an interview and finally which applicants to hire for open positions. Methods of Selection” Tests Interviews Background Investigations Medical Tests Security Clearance

1. 5. Hiring This is the process of appointing the person selected for a particular job. 1. 6. Induction Introducing the employee to the organization and the organization’s culture. Introducing the employee to his/her job

2. Training & Development Employee Training ◦ The process of equipping people with skills and competencies in a systematic manner. Employee development: To broadly prepare the employee for future opportunities through the acquisition of new knowledge, skill, and attitudes.

3. Motivation - is the process of arousing and sustaining goal-directed behavior. In narrow sense – Motivation is a process of satisfying the wants and needs of the employees and inducing, encouraging and helping the employees to perform their assigned jobs more enthusiastically for the effective achievement of the organizational goals. In broad sense – Motivation is a process of directing or channeling the behaviors of the employees towards task performance.

4. Maintenance Retention of productive employees 1. Welfare Administration 1. 2. 3. 4. 5. 6. 7. Medical Facilities Canteen Facilities Housing Facilities Transport Facilities Loan Facilities Educational Facilities Various Incentive schemes/clear view of retirement benefit

2. Health & Safety Administration Employee assistance programs (EAPs) Medical Dental Accidental Retirement

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