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HUMAN RESOURCES
&
PERSONNEL MANAGEMENT
By
DEFINITION
It is the set of individuals who make up the workforce of
an organization, business sector or an economy. In other
words , they are the people that staff & operate an
organization, with different Skills, to Achieve the Major Goals
/ Objectives of the Company
PERSONNEL MANAGEMENT
DEFINITION
THE
HUMAN RESOURCE (HR)
FRAMEWORK
DIAGRAMMATIC VIEW
THE CENTRAL CHALLENGES TO ORGANIZATIONS
Global competitive
challenges
Population-growth Unemployment
challenges challenges
Unknown Challenges
TYPES OF HRM OBJECTIVES (Objs)
• Organizational Objs
• HR management contributes to orgl effectiveness
• HR department helps managers to achieve orgl objs
• HR management is a continuous mean of assistance to
the managers of All Divisions to resolve HR issues
• Functional Objs
• HR management maintains the department’s contribution
• HR management serves the org at appropriate level of
orgl need
• HR management, compatible to orgl demands can avoid
the waste of orgl resources
TYPES OF HRM OBJECTIVES (Objs)
• Societal Objs
• Ethically & socially responsible to the needs & challenges of society
• Minimize the negative impacts of ethical & social demands
• Utilization of resources in ethical manner to the benefit of the society
will result in an uninterrupted unfolding / operations
• Personal Objs
• Assist employees to achieve their personal goals, which contribute to
organization
• Help employees to enhance their professional career growth / building
• Prevent dissatisfaction, rather will tower the employees morale &
performance and result in dividends to both (individual & org)
SALIENT FEATURES OF HRM OBJs
• Personal Objs
• Training & Development
• Placement
• Appraisal
• Compensation
• Assessment
RESPONSIBILITY OF HR ACTIVITIES
HR RESPONSIBILITIES
• Basic Responsibility: Basically, each manager is responsible for
HR mangt activities. Managers remain involved with planning,
selection, orientation, training, development, evaluation,
compensation & other HR activities
• Dual Responsibilities: in case an HR dept is created, both the
operational managers & HR experts have dual responsibilities for
employees performance
• Delegation Responsibility: In case of serious disruption in their
work due to HR assignments, it may be reassigned or delegated
to another individual / specialised dept
• Full Responsibility: The delegation of such assignments to a
manager does not reduce his responsibilities
RESPONSIBILITY OF HR ACTIVITIES
DEPARTMENTAL COMPONENTS
• Sub Departments / Sections: Responsible to provide specialized services,
recruitment & selection
• Training Wing: Responsible for training & development of staff to achieve
better performance of each employee/group of workers and organizational
goals
• Staff Wing: Responsible for union affairs, welfare, ceremonies & other social
functions
ORGANIZATION OF HR DEPT
President
Secretary
Clerk Clerk
HIERARCHY- JOB WITHIN LARGE HR
DEPT
President
Departmental Workers
Recruiter Analysis Clerks Trainers Specialist Counsellor Others
SERVICE ROLE OF HR DEPT
• Service Dept: HR is a service dept that exists to assist org, its managers workers
• Authority: HR managers and specialists being a member of service dept do not have
the authority to manage other dept
• Staff Authority: HR managers and specialists have staff authority to advise not direct
other managers
• Line Authority: This authority also called the operation managers has the right to
direct the operations of dept that distributes the org ‘s products & services
• Seeking Advice: To avoid the disruptive consequences managers, usually consider the
HR dept’s advice & follow
• Functional Authority: This authority makes the final decision in specified situations &
allows the other dept to make the decisions in cases of highly technical OR routine
decisions such as reward & punishment cases etc; in line with the Standards &
Regulations of the company in order to avoid any disruptive action of the Union.
• Dual Responsibilities: Both HR & line managers are responsible for employees
productivity & as well as quality of work
DIAGRAMMATIC VIEW OF HR DEPT ROLE
HRM MODEL
Framework
& Challenges
Employee Preparation
Relation &
& Selection
Assessment OBJECTIVES
•Societal
•Organizational
•Functional
•Personal
Compensation
Development
& &
Protection Evaluation
SOCIETAL
HRM MODEL