Human

Resourse
Management
by Bilal Chaudhry
bilalbilal001@gmail.com
Basic Concepts
 PRODUCTIVITY

Productivity


 Input-----process-------output
 Productivity is Output/input
 Optimum productivity: Max
output with Min output
 profitability
 More than actual or original
 Surplus
In the form of


 Money
 Market share (FV: 10; MV 400)
 Market segment
 Large no of customers
 Productivity of a system

TIME HR

Money
Technical
Productivity of a system

 Time is the boundary of any system

 Productivity within time is marvelous

 Goal vs objectives

Goals: Objective:
Goals are 5 Objectives
year plans are yearly
planned
 O b je ct
H ira rch y
 management

 Is a process, chain of activities, cycle

 Design, draw, make create, innovate
something
 management

 Is designing and
maintaining an
‘Environment’ where
individuals can work
together in groups to
accomplish a
goal/objective,
 Key terms used
 Designining and maintaining: creation and
sustaining something new
 Environment: a particular atmosphere,
objects, directions, proper
communication, peaceful condition,
that can help in work properly and
feasibly.
 Group: different departments
 Effectiveness: achieving a project within a
given domain ( 100,000+ 4 W.F, 30
Days)
 Human Resource
Management

 “HRM is the planning, organizing,

leading, controlling of
procurement integration,
development, compensation and
separation of HR so they cab
achieve their personal,
organizational and societal goal
easily”
 Framework, structure, infrastructure
and function of HR.
 What we have to do/obtain is planned in
advance.
 Achievement of goal is dependant on
planning
 Refining objective: everything should be in
quantitative 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
 organizing

 Implementation of plan
 Identification of activities required to
achieve objective
 Classification of activities (marketing,
finance, accounting)
 Assigning the work (structure, positions
& authority in org)
 Authority is the legal right.
 Persons selected, appointed, hired,
designated are called authorized
persons
 Power is ability to influence, inspire
others without legality
 Who is using power is called leader.
 Social leaders…. Quaid,
 Iqbal, Edhi
 HR is staffing itself
 Controlling start with planning
PROCESS OF CORRECTING:


 Review last performance

 Sorting out problems
 Positive criticism



PROCESS OF CORRECTING(STEPS)

1. Establishing the standards of

performance (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
procurement
Procurement/hiring/staffing

1. Recruitment
2. Selection
3. Placement
Organizations job analysis (vacancies,


positions)
Selection: to get most appropriate


candidate
 Objectives of hiring

Selection: to get most appropriate



candidate
 Recruitment: Maximization of no of
applicants
 Maximization of choice set
 Internal screening ( screening
irrelevant)
 Selection process is for eligible
applicant
 Selection techniques
 tests
 Test types
1. Intelligence test : to check IQ
level
2. Aptitude test: for competency
of candidate, Maths,
English, Gen knowledge
3. Professional test (occupational
test): explore interests,
skills, techniques.
4. Psychological test: check
moods, atitude, behavior,
 interviews
1. Structured
2. Semi-structured (formal & informal)
3. Assessment centrers: artificial
enviornment
 engineer
 Lecturer
 Police shooting
 placement
 Issuance of appointment letter to finally
selected candidate
 Adjusting them in organization
 Training about their job
 Placement types

 Orientation: complete verbal

introduction of organization, dept,
people, products, services, history,
volume of business, segment,
culture of organization, procedures,
style etc
 Socialization: generating familiarity
after proper introduction with
supervisor, colleges, subordinates
Human resource planning

 The process of analyzing and

identifying the need for and
availability of HR of a firm,
industry, country and global level
 Micro: process of forecasting
demand and supply of HR for
specific organizations. Demand &
supply of labour after analysis
 Macro: assessing and forecasting
the demand of HR and availability
 Objectives of micro
hrp
1. To prevent organization from
overstaffing or understaffing
2. To ensure availability of alternativest
3. To ensure that the organization is
responsive to enviornment according
to change in enviornment. Like
change in style fashion, technology
and season
4. To provide directions to all HR activities,
manuals, compansations, reward,
policies
Objectives of macro hrp

1. To forecast economic & business

environment, ups & downs by
advance programming
2. To estimate future demand of no & type
of skills by various industries
3. To ensure effective labour supply
through interacting with educational
institutions like colleges and
universities
 Objectives of hrp

 To maximise the productivity of HR

 HR requirements from HRP
 Strategic implications of proposed strategic
plan
 Implication of strategic plan for staffing,
training, development and management
succession(step by step progress)
 How shortfall in the supply of skilled labour
impacts various firms
 Attracting, retaining, motivating & rewarding
employees
 procurement
 Process of maximizing the no of
applicants towards vacant seats
 Internal: employees of the
organizations apply
 External: people outside the
organization apply for a vacant seat
Types of procurement

1.Internal recruitment
 Employee referrals: people referred by
the employee working in
organization
 Nepotism: to give favour to the dear or
relative of the authority



2.External recruitment:
 Advertisement: TV, radio, internet,
papers,magazines etc
 Colleges & institutions
 Head hunters: organizations that help
finding the right person. They work n
commission. E.g. Rozee.pk, Brightspyre
etc.
 Walk in/ Write in:
 Govt. employment agencies: CSS, PCS
 Military forces:

1.
 Job analysis & job
design
 Fundamental activity after HRP
 Job analysis
 Job design
 Job Analysis:
 Analysis of position, infrastructure,
hirarchy of organization.
 Excess of resourses or over-employment can
be considered by seeing hirarchy.
 Analysis is used to identify & determine the
particular job, duties and requirement.
 Relevant importance: work in chain
process
 Job analysis: judgments are made
about data collected regarding a
particular job.
 Every person should have adequate
amount of work
1. Analysis
2. Design
3.
 Objectives of job
analysis

 It indicate the training needs.

 Salary survey information
 To select a selection plan
 Good together work of individual and
team
 Various position physical need
 Validity discrimination complains



 Compensation system & payroll system
 Salary packages, allowances
 ….work activities
 …human behaviur
 …SPO’s
 Human reqirement
 Performance standards
 Methods of job
analysis
 Data gathering
 Questionnare
 Desk auditing
 Individual/group interview
 Observation
 Diary methods
 Critical instance
 Recording Job performance

 Which sort of data is
gathered

 List of tasks
 List of decision made by employee
 Supervision made
 Various aspects to be
analyzed

 Duties in task environment

 Relationship environment
 Tools & equipments
 requirements
 Job design

 Job rotation
 Job enlargement
 Job enrichment

 Job description

 Supply customer chain is performed

 Job in & job out concept

 Job specification

 Minimum requirement
Job evaluation


Scenario of job

 Downsizing
 Rightsizing
 Outsourcing

 Thank
you