HUMAN RESOURCE MANAGEMENT (HRM)

Dr. Tehmina Fiaz Qazi

MBA-Insurance & Risk Management
2018-2022 (4th semester)
 1. Introduction to
Human Resource Management (HRM)

1–2
 Management at Work
• Organization
– People with formally assigned roles who work together
to achieve the organization’s goals.
• Manager
– Person responsible for accomplishing organization’s
goals by managing the efforts of organization’s people.

1–3
The Management Process (POLCA)

Planning Organizing

Assurance Staffing

Controlling Leading

1–4
 Personnel Mistakes
• Waste time with useless interviews
• Hire the wrong person for the job
• People not doing their best
• High turnover
• Discriminatory actions
• Unsafe unfair labor practices
• Unfair and inequitable salaries
• Lack of training

1–5
HRM: The process of acquiring, training, appraising, and
compensating employees, attending to their labor relations, health
and safety, and fairness concerns through activities that produce
employee behaviors needed for achieving organizational goals

Acquisition

Fairness Training

Human Resource
Management
(HRM)
Health and Safety Appraisal

Labor Relations Compensation

1–6
Human Resource Managers’ Duties

Functions of
HR Managers

Coordinative
Line Function Staff Functions
Directing
Function Staff Authority/Advocacy
Functional Authority

1–7
 High-Performance Work Systems
• Increase productivity and performance by:
– Recruiting, screening and hiring more effectively
– Providing more and better training
– Paying higher wages
– Providing a safer work environment
– Linking pay to performance

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Trends Shaping Human Resource Management

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2. Equal Employment Opportunity &
Discriminatory Practices

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 Diversity & Equal Employment Opportunity
• Diversity
– the variety or multiplicity of demographic features that
characterize a company’s workforce, particularly in terms of race,
gender, culture, national origin, handicap, age, and religion.
• Equal Employment Opportunity
– Aims through legal compliance to ensure that anyone regardless
of diversity has an equal opportunity based on his or her
qualifications.
• Affirmative Action
– Employers take actions, to comply legally or voluntarily in the
recruitment, hiring, promotion, and compensation of protected
classes to eliminate the current effects of past discrimination.

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 Equal Employment Opportunity
• Don’t deny a job to a disabled individual if the person is qualified and
able to perform the essential job functions.
• Performance standards/tests for a job must be job related and
uniformly applied to all employees and candidates.
• You may not make pre-employment inquiries about a person’s
disability before making an offer. However, you may ask questions
about the person’s ability to perform essential job functions.
• Job application forms, interview procedures, job descriptions should
not include illegal questions and statements about health, disabilities,
medical histories, or previous workers’ compensation claims.
• Itemize essential job functions in job descriptions (JD)
• Do not allow misconduct or inconsistent performance even if that
behavior is linked to the disability.

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 Discriminatory(different treatment) Practices
1. Sexual Harassment: Harassment on the basis of gender that has
the purpose of substantially interfering with a person’s work
performance or creating an intimidating, hostile, or offensive
work environment.
2. Disparate Treatment: Intentional discrimination against minority
group members because of their minority status characteristic.
3. Adverse Impact: Is the result of a neutral employment practice
that creates a significant disparity between the proportion of a
protected class and the proportion of the majority class hired
from the available labour pool.
4. Reverse Discrimination: Discriminate against non-minority
applicants/employees by protected-class quota-based systems
e.g. Valid test results cannot be ignored solely because higher
scoring candidates are members of the majority group.

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 Diversity Initiative
Steps in a Diversity Management Program

1 Provide strong leadership

2 Assess the situation

3 Provide diversity training and education

4 Change culture and management systems

5 Evaluate the diversity management program

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 Is the Diversity Initiative Effective?
Do women and minorities have:
• Access to report directly to senior managers?
• A fair share of job assignments for successful careers
• Equal access to international assignments
• Career development pipeline
• More turnover rates

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 Barriers to Inclusion
1. Stereotyped expectations and perceptions
2. Prejudices & Myths
3. Past experiences, Feelings that tend to separate/divide
4. Cultural differences/Group differences
5. Individuals who get away with discriminating/excluding
6. Culture/structures that values or allows exclusion
 Strategies to Overcome Barriers to Inclusion
1. Become aware of the barriers
2. Learn about other cultures and groups
3. Serve as an example-Encourage participation
4. Participate in managing diversity-Facilitate interactions
5. Facilitate contributions-developing common ground
6. Resolve conflicts in ways that value diversity
7. All employees have access to networks/inner circle /feed
participation

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