Human resource management

HRM or HR is the management of the orgs human resources whit Hiring promotions assignment position classification grading salary determination find job, job design (JD) job analysis, human resource planning, recruitment, training and development, employee movement, labour relations, grievance handling rewarding of employees. while also overseeing organizational leadership and culture, and ensuring compliance with employment and labor laws.

HR: Functions
Hiring Promotions Position Staffing Classification Compensation and Benefits Employee and Labor/Management Relations Equal Employment Opportunity Grading Salary determination Job design (JD) Job analysis Human resource planning Training and development Employee movement Labour relations Grievance handling Rewarding of employees Overseeing organizational leadership Overseeing organizational culture Overseeing organizational employment and labor laws

HIRING OR RECRUITMENT:
It is process of selection a qualifies person for the jobwith the attracting and screening of the person. All org want best person for in the org. thats why org take help the hiring for the finding the person.

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PROMOTIONS EMPLOYEE:
Promotion (rank) development of jobs. In the org employees job development is call promotion. It is the reward of his paid duty and responsibility. When Org ensures that the person for the particular position and handling the added new responsibility by the screening the employee then org promote the person ,if they deserve and org can change promotion shape as allowances or other ficility.

EMPLOYEE POSITION :
It is the decision of the HR manager that sitting the position of the employee in the org. It is the duty of the HR manager that right persons on the right position.

STAFFING:
The aim of staffing is to provide perfect supply of qualified persons to fill the jobs in an organization. By studying by work job analysis is the foundation for the staffing function. From this, job descriptions and job specifications can be prepared to recruit applicants for job openings. The selection process is concerned with choosing the most qualified persons to fill jobs in the organization

CLASSIFICATION:
The aim of staffing is to provide perfect supply in the department to fill the right persons in an organization. By classification of the working skill. It is the function of HR.

COMPENSATION AND BENEFITS:

Compensation rewards people for performing org work through pay, Incentives, and benefits and facility. Employers must develop and refine their basic wage and salary systems. Also, incentive programs such as right sharing and productivity rewards are growing in person activities for working.

EMLOYEE AND LABOR/MANAGEMENT RELATIONS:

The relationship between managers and their employees must be handled effectively if both the employees and the organization are to prosper together. It is important to develop, communication, and update HR policies and rules so that managers and employees both know what is expected. In some organizations. Good relations with the org its good for the org and handled or manage the relation with employee and labor is function of HR.

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JOB DESIGN:
Job design also gives information about the qualifications required for doing the job and the reward (financial and non-financial benefits) for doing the job. Job design is mostly done for managers' jobs. While designing the job, the needs of the organisation and the needs of the person manager must be balanced. Needs of the organisation include high productivity, quality of work .

EQUAL EMPLOYMENT OPPORTUNITY:

Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities. When recruiting, selecting, and training individuals, all managers must be aware of EEO requirements. HR manager should make the (EEO) for the employee right

JOB ANALYSIS:
A job analysis is the process used to collect information about the duties, responsibilities, necessary skills, outcomes, and work environment of a particular job. You need as much data as possible to put together a job description, which is the frequent outcome of the job analysis. Additional outcomes include recruiting plans, position postings and advertisements, and performance development planning within your .

HR Development
Human Resource Development (HRD) is the framework for helping employees develop their personal and organizational skills, knowledge, and abilities. Human Resource Development includes such opportunities as employee training, employee career development, performance management and development, coaching, mentoring, succession planning, key employee identification, tuition assistance, and organization development. The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.

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HR ENVIRONMENT:
Environment may be understood as all those forces which have their bearing on those forces which have their bearing on the functioning on the HR department the functioning on the HR department.

TRAINING AND DEVELOPMENT:

In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings.

MANAGE (HRIS):
The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business.It is duty of the manager of HR that manage the human resource information system (ED) employee development top managers record keeping.

HUMAN RESOURCE PLANING:

Human resources planning is a process that identifies current and future human resources needs for an organization to achieve it goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Make the perfect plans for future human resource is the duty of HR manager.

SCOPE OF HRM IN PAKISTAN

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SCOPE:

STAFFING: EMLOYEE AND LABOR/MANAGEMENT RELATIONS: EQUAL EMPLOYMENT OPPORTUNITY: TRAINING AND DEVELOPMENT: HRIS: COMPENSATION AND BENEFITS:

STAFFING:
The aim of staffing is to provide perfect supply of qualified persons to fill The jobs in an organization. In the Pakistan staffing is growing at starter level. Many org adapted the HR method. As like Nishat ,AB group ,Interloop .MTM. But unfortunately HR method work use only low level and middle-low management. Other level use mostly reference for the staffing.

EMLOYEE AND LABOR/MANAGEMENT RELATIONS:

The relationship between managers and their employees must be handled effectively if both the employees and the organization are to prosper together. Many org have the problem that labor rotation org to org for the benefits. And there are the scope in Pakistan for the manage labor for permanently job in org.

EQUAL EMPLOYMENT OPPORTUNITY:

Compliance with equal employment opportunity (EEO) laws and regulations affects all other HR activities. When recruiting, selecting, and training individuals, all managers must be aware of EEO requirements. In Pakistan had the scope for (EEO). Its use in low level manager as operational work , productional work .It is very effective in the Pakistan. If org adopted The (EEO).

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TRAINING AND DEVELOPMENT:

In the field of human resource management, training and development is the field which is concerned with organizational activity aimed at bettering the performance of individuals and groups in organizational settings. Today in Pakistan have start the training as different work shop training classes for the employee development. It is the newly activities in Pakistan. Many org in Pakistan arranged the training program for his employee and efficient work and awareness. it is very big scope in Pakistan.

HRIS:
The Human Resource Information System (HRIS) is a software or online solution for the data entry, data tracking, and data information needs of the Human Resources, payroll, management, and accounting functions within a business. Today in Pakistan use the MIS and HRIS , in org have the record keeping of the worker, labor, other post by job description. As Nishat, AB textile ,interloop are the working on HRIS and there are many scope in Pakistan.

COMPENSATION AND BENEFITS:

Compensation rewards people for performing org work through pay, Incentives, and benefits and facility. Employers must develop and refine their basic wage and salary systems. Also, incentive programs such as right sharing and productivity rewards are growing in person activities for working. In the Pakistan employee wants the benefits from org. And if org offer the different benefits for employee then employee activities will be positive effective. It is better for the org.

BURHAN AHMED