HUMAN

RESOURCE
MANAGEMENT

 Realised by : Supervised by:

JERRA HIBA Mr.AIT CHERKI

FAKHERDDINE YASSMINE
ESSOLAYMANY FADWA
EL MOTARAJJI SALMA
EL-OTMANI WIAM
INTRODUCTION
1.Define human resource management 6.Discuss company training
and identity 4 fundamental points of and development activities
human resource management

2.Identify the 6 steps of the human 7.Describe the mouvements

resource management planning that occur among employees
process

3.Describe the human needs 8.Discuss legal issues that

forecast and the use of job affect human resource
analyses, job description and management
job specification in the
forecast
9.Describe efforts by
4.Discuss the recruitement
campanies to improve
and selection process
quality of work life
5.Explain the role job a'and
performance factors and 10.Dplain the nature and
labor market value play in importance of diversity
the compensation of programs
employees
Overview of
human
resource
management
1.Human resource 3.Human resource management
management is the must match employees and their
responsibility of all managers skills and needs to the company’s
in the company. goals and objectives.

2.Human resource 4.Human resource managers must

management views employees be aware of laws governing
as important assets of the relations between employees and
company. employers.
  The Clinton health care reform plan,
expected to be in place by 1995 or 1996
will change how companies provide
insurance benefits for employees.

 Prospect Associates, a health research and

communications company lets employees
bring their children to work if the children
are well behaved and don’t disturb the
operation.

The importance of  Parental leave at Lingui Systems gave paul

Johnson two weeks off with pay to be with
his wife and their new born dautghter.
human resource
management
The stages of human
resource management
o The primary activities in the first stage are :
Planning, recruiting and selecting employees.

o The primary activities in the second stage are :

Training and developing employees.

o The primary activities in the second stage are :

compensating, promoting, transfering,
demoting and separating employees
Global dimensions of human
resource management

₪« Increased global competition has

changed virtually every aspect of
business, including human resource
management activities. »
 Downsizing

₪Downsizing is unpleasant and demoralizing to

the remaining workers. But dramatic downsizing
actions are less necessary if a company has an
adequate human resource management plan
Identify the 6 steps of the human
resource management planning
process

Organizational
objectives

Prepare Sales and

comprehnesive projections
manpower plan:
Recruitment, selection,
forecast
transfer
Matching
needs to the
plan

Human needs
Available external forecast: job analysis,
supply+Available job description, job
internal supply specification
The Human
Resources
Planning Process
The Human Needs Forecast

The human needs forecast is a process that

compares the current level of employment in
various jobs with the number needed to fulfill
the production and sales forecasts and to meet
the company’s strategic objectives.
 The documents used in the
Human needs forecast

JOB ANALYSIS JOB DESCRIPTION JOB SPECIFICATION

Job
advertisements:
 Evaluating the internal
and external supply of
employees

This step is about finding out if the

employees needed are available within the
company or the company must find new
employees in the general labor market
 Preparing The Human Resource
Management Plan

The human resource management plan includes all information

about the employees needed: number, recruitement, selection,…

The costs are discussed with top executives to ensure that the
plan is integrated with the strategic plan.
Recruitment and selection
Recruitment
• Recruitment is the process of informing qualified
potential employees about job openings and
encouraging them to apply for those positions.
• The employers can recruit both within and outside the
company.
• Employment agencies have a large pool of job
applicants who were tested to determine their job
skills. Headhunters are even finding international
executives.
Selection

• Selection is the process of screening applicants

for the skills listed in the job specification to
determine which ones are the best suited for the
jobs.
• Information about the applicant can be gathered
on the application form, from the results of job
tests, from the recommmendations of previous
employers and personal acquaintances.
 Legal
consideration The employers are allowed to discriminate
about diversity among applicants only on the basis of job
skills and attributes. The have to ensure
equal treatment of all job applicants.
 All the monetary payments and the
nonmonetary goods and services ,given to
employees in place of money

COMPENSATION
Compensation structures are based on 3
factors:
1. The job the employee holds
2. The way she or he performs it
3. General level of salaries paid by other
employers
pany viewpoint: ”Not all the jobs are worth the same amount of compen

Employee’s total
JOB FACTORS : compensation Competitive labor market:
Skills required Salaries paid by competitors for
Physical and mental efforts similar job
required Availabity of employees with job-
Job hazards related experience and skills
Working conditions
Performance factors:
Education and experience
Productivity
Effort exerted
Training acquired
Team player

Performance appraisal:
The evaluation of an employee’s contributions in terms of current, real performance as well as potential for
future contributions.
 BENEFITS
Wages, salaries, and incentives payments are an
important part of the total compensation
package. Money provides a basic means by
which companies boost employee’s morale and
promote loyalty and motivation.

Companies can offer to their employees a wide

range of benefits:

Health and life insurance

Paid vacation and holiday
Fitness and wellness programs
Sick time off
 EMPLOYEES HEALTH
+ Johnson & Johnson EQUALS COMPANY HEALTH
provides better benefits
packages for employees
who live healthy
lifestyles

+ Shave the cost of

insurance or Flexible benefits plan: a
deductibles for benefit program in which
employees who exercise employees are given specified
dollars allowances which they
and quit smoking
allocate among benefits they
prefer
+ Refuses to hire smokers
 Why training and
development ?

 Training and development helps to maintain and improve the quality of the company’s work forces
 The activities of training and development  is marked weaknesses found in some blue-collar
workers
 If there is no training and development, the workers become discouraged as their job ends dead
Nonmanagement training approaches

 OJT(on the job training ) :an experienced employee

trains you in the skills that you need to perform your
job while you’re performing those skills
 orientation training : where we introduce the hires to
the “company way” of doing things and we teach them
the company’s structure and culture .
 programmed instruction : it can be either text based, or
computer based .
Basic skills : it’s same as the classroom training
Management development approaches :
 the case method : the manager analyzes the problem
situation to find a solution for that problem
 the conference method : group of managers discuss topics
 Performance coaching and counselling : when the
manager’s direct superior discusses the strengths and the
weaknesses to develop the manager’s skills
Job rotation :the employees rotate between jobs to gain
experience and skills .
 Nonmanagement training Management development
approaches approaches

•OJTMethods used : • Methods used :

The case method
Orientation training
Classroom training The conference method
Programmed instruction Performance coaching and counselling
Basic skills training Job rotation

• The job skills learned is specific : • The management skills are more diverse :
Shop Human relations
Math Teamwork
Typing Decision making skills
 Promotion, demotion, transfer,
and separation :

Promotions and demotions are useful management tools for rewarding and disciplining employees.
Transfers may facilitate training activities.

Promotion:
A promotion is an assignment to a new job at a higher level and usually at a higher salary.
Promotions are an effective means of rewarding employees.
Promotions must be given based on both previous performance and preparedness for new position.
Demotions:
A demotion is an assignment to a new job at a lower level and often at a lower salary.
PETER PRINCIPAL: people will be promoted until they reach their level of incompetency.
Positive point: demotions may also serve disciplinary purpose. It may force employee to deal with their
problems.
Negative point: it may make the employee’s attitude about the job even more negative.
This negativity can spread among coworkers and create serious problems that can lead to an out right dismissal.
Transfers:
A transfer is an horizontal or lateral movement from one job to another of equal or similar
responsibilities and
salary.
Benefit: employees can learn new skills and increase their knowledge of the company.
Separation:
A separation occurs when an employee leaves the company. It can occur for many reasons:

Layoff : a layoff happens when the company faces financial difficulties and a decline in sales
of production. The company may arrange small payments to employees who are lead off to
lessen their financial burden.
Involuntary termination : or firing is a permenant separation that is initiated by the company.
Reasons: poor performance, breaking work rules, excessive absenteeism or similar problems
Employers cite the legal concept of employment at will when they fire employees.
Voluntary terminations: are permenant separations that occur when employees find reasons to leave the company.
When valuable employees resign, employers may offer increases in salary or promtions to help persuade these
employees to saty in the company.
Retirement: is still another reason d-for permanent separation from employment.
It is viewed as a reward for employees who have had long, productive careers.
An effective manager will arrange for retiring employee to assist in training the replacement.
 Discrimination :

The most two important laws are the civil right act of 1964 and the equal employment
opportunity act (EEOA) of 1972, both of these acts were intended to end discrimination in the
work place, in hiring, firing, compensating, training etc..
Sexual harassment and age based discrimination is covered by the civil right act, and the US
court used deadlines from the EEOC to define sexual harassment which covers unwanted
touching, suggestive remarks etc..
Example: Martine Marietta Corporation, it was notified by the EEOC that its Denver based
astronautics unit discriminated older workers when laying off employees. At least 9 age
discrimination involving 21 formers employees had been filled against the company.
 Employee’s safety:
To foster a safe and healthy work environment OSHA has
established thousands of standars
with which companies must comply.
This agency aim at the promotion and maintenance of highest
degree of physical; mental
and social well-being of workers in all occupations.

OSHA: Occupational Safety and Health Administration, OSHA’s mission is to

assure safe and healthy working conditions for working men and women by
setting and enforcing standards and by providing training, outreach, education
and assistance.
 Wages and salaries

Wages and overtime pay are covered by the fair

labor standards; which established
minimum wages and overtime pay for
employees who worked more than 40 hours
per week.

Most companies adhere to this law, some still wonder if this would prevent employers from
hiring entry-level workers who lack professional skills.
Other issues:
There are further laws important to the area of human resource
management that cover benefits programs like the employees
retirement income security ;the immigration reform and control
there is an act that made it illegal to hire persons who do not hold
valid work authorization ,there are also some laws that gives
employees the right to bargain collectively for wages benefits and
conditions
The managers must be alert to employment laws, because these
laws have a great impact on a company’s financial health
 Innovation in
Quality of Work Life

Companies that fail to address

quality of work life issues will
lose their best employees to
companies that do care about
them.
Job sharing

Job sharing is a work

arrangement in wich two part time
workers share full time job.
 Flextime
Flextime is a work
arrangement that allows
these employees to set their
own arrival and departure
time
Employee sabbaticals

Employee sabbaticals is an
extended, paid release from the
job for periods of time ranging
one to six months
 Diversity

Diversity is a voluntary movement among employers and is

viewed as a positive activity that is good for the organization and
the society
Thank you for your attention