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1 Introduction To HRM PDF
1 Introduction To HRM PDF
Human Resources
Management
Introduction to HRM
2 Objectives of HRM
3
Functions of HRM
4 Challenges of HRM
2
Introduction
This course aims to introduce the most important concepts and
functions of human resource management (HRM) in business
organizations, and highlights the importance of human resources for
organizations.
Course Contents
Management is the process of achieving goals through others effectively and efficiently
In the last decade of the last century, the term “Human Resources”
appeared with a growing awareness of the value of human resources as
they are the resource that manages the other resources.
Today, it is possible to copy and imitate all systems and technologies, except
human resource with their knowledge, skills, creativity, and loyalty, thus
this resource is one of the most important strategic resource .
Concept of Management & dimensions
dimensions of HRM of HRM
The term Human Resource focuses on humans as
(Permanent resource owned by the organization
rather than rented machines)
Mental capabilities
Staffing
Psychological
balance Efficiency
Role balance
Development
Norms & values
Quality of life For individuals Evaluation & controlling
اخترب شخصيتك؟
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Roles & dimensions of HRM
Past Present
Strategic
20%
Strategic
60%
Interactive
30% Changes & challenges
Interactive
30%
Administrative
50%
Administrative
10%
Roles & dimensions of HRM
The person-job fit is a very clear concept, but it is not simple to match
characteristics of people with characteristics of jobs.
For example, bank tellers speak to people all day, thus it require a
people oriented person. While another person who would rather not
talk to others all day may do better in a job such as, automatic
control or computer programmer.
Thus People will consider some jobs “good” and others “bad.” As a
result, different people will fit different kinds of work.
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Objectives of HRM
Situation (2): A second bank installed the same software. This bank had
conducted a training program for its customer service reps (how to sell
more), but no changes in in service reps’ jobs were made. Here, the new
computer system improved the performance and product sales, but the
results did not match the top management expectations. Why?
Objectives of HRM
Thanks to the newly trained and empowered customer service reps. Value-
added human resource practices like these improve employee
performance and company profitability .
Objectives of HRM The need for HRM
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Objectives of HRM The need for HRM
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Objectives of HRM
Objectives of individuals
Organizational Objectives:
• Good job opportunities
• Efficiency and effectiveness
• Good working
• Team working
conditions
• Stability
• Equal opportunities
• Development
• Good career
• Maximizing human capital
advancement • Maintenance of loyalty
• social and health care
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Functions of HRM Job Analysis: procedures to
identify the content of a job in
Career Planning& development: and job requirements needed to
continuous process of development perform the activities
include education, training, transfers,
and promotion of employees during
their working lives HR Planning: The process
aiming to ensure that staffing
Performance appraisal: is sufficient, qualified enough
Follow-up performance of to achieve the organization's
individuals within a specific goals by a planned deadlines
period of time, it includes: HRM
Performance Standards, Recruitment & Selection:
Measurement methods, and The process of attracting,
corrective actions selecting and appointing
suitable candidates for jobs
Training & Development: Two
complementary functions aim to Compensation & benefits:
qualify employees to be more Function concerned with the
compatible with their current package employees get as a result
jobs
26 and also their future careers. of their work at the organization
Challenges of HRM
Recently the world witnessed a number of fundamental changes that affect several
aspects of life, and affect all types of organizations around the world. It also affect
the structure of values and social relations to the extent that resulted in changing
patterns of management. Some of the most important management challenges are:
The management duties are of integrated nature between two types of authority:
(Line Authority) and advisory authority (Staff Authority).
Staff Manager: departments which are not related to revenues, and are
responsible for activities that support line functions (such as accounting,
maintenance, and HRM)
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Who manages human resources
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Who manages human resources Line Managers’ HRM
Responsibilities
line managers still have many human resource duties because the
direct handling of people has always been part of every line manager’s
duties, from president down to first-line supervisors. For example:
HRM has a significant impact on the performance and success of the organizations,
due to it impact on employees’ lives, future, financial balance, and their physical,
and psychological health
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Structure of the Department of Samples
HR
HR Director
Follow up unit