Human Resources Management

Prof. Mohamed Wahba

Professor, Arab Academy for Science Technology

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Introduction to Human
Resource Management

Basic Definitions & Key Terms

© Mohamed wahba
2010 SHRM-GHRM
Management (Recall)
Management
“the process of coordinating work activities so
that they are completed efficiently and
effectively with and through other people”
(Robbins)
Organization
“A deliberate arrangement of people to
accomplish some specific purpose” (Robbins)

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 Management Functions

Planning Organizing Directing Controlling

Forecast Design Schedule Measure

Set goals Assist Implement

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CHARACTERISTICS OF AN
ORGANIZATION

Deliberate
Distinct Purpose
Structure

People

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Human Resource Management
“Activities design to provide for and coordinate the human
resources of an organization”
Lloyd & Leslie
“The function performed in organizations that facilitates the
most effective use of people (employees) to achieve
organizational and individual goals.”
John Ivancevich
The policies practices, and systems that influence employees’
behavior, attitudes, and performance.
Noe, Hollenback,Gerhart & Wright
In past it was known as
Personal Administration
Personal Management
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Historical Foundations of
HRM

Scientific Management Welfare Work

Industrial Psychology Human Relations

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Competitive Advantage through People
Human Capital
An organization’s employees, described in terms of their
training, experience, judgment, intelligence,
relationships, and insight
Core Competencies
Integrated knowledge sets within an organization that
distinguish it from its competitors and deliver value to
customers.
Sustained competitive advantage through people is
achieved if these human resources:
Have value.
Are rare and unavailable to competitors.
Are difficult to imitate.
Are organized for synergy.
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Developing Human Capital
Human Capital
The knowledge, skills, and capabilities of
individuals that have economic value to an
organization.
Valuable because capital:
Is based on company-specific skills.
Is gained through long-term experience.
Can be expanded through development.

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 Major
Organizational
Subsystems
Human
Resources

Research &
Finance Development,
Engineering
Management
Materials,
Production,
and/or
Services Marketing
Management

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© mohamed
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Some Information About your
Instructor
Professor of Management
Bachelor of Commerce , Alexandria University,
1986
High Diploma in “Computer sciences &
applications, AUC 1994
MBA, Organizational Behavior, Arab Academy
For Science Technology 1999
Ph.D., HR Management, University of West of
England, Bristol, England 2005
Taught at the AASTMT from 1998-Now.
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More Information About your
Instructor
Research interests:
(1) Human Resource Management,
(2) Communication Management System,
(3) Organization Behaviour Management,
(4) Strategic Management,
(5) Research Methods for Business
(6) Career Management
Personal:
Married
Enjoy swimming, reading, and soccer

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HR --Summary
This module introduced you to:
this course (read the syllabus carefully!)
the textbook, and
Me (phone: 01001723440;03556429
e-mail: m_wahba2003@hotmail.com.

Let’s have a great semester together!

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My Introduction: Consultation Method
❖ Best through e-mail address
(m_wahba2003@hotmail.com) OR

In case of submission of assignment through email

(m_wahba2004@yahoo.com)

❖ After/before lectures on lecture day OR

Announced Timings in case of Assignments or Report

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Course Administration
&
Requirements

© Mohamed wahba
2010 SHRM-GHRM
 Course overview
Develops Human Resources Management
skills using experiential exercises and
case problems involving simulated
business practices; examines realistic
problems requiring application of
established theories and concepts in
accordance with the various laws that
affect the management of personnel.

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Lecture Notes
Usually the lecture material will cover the topics of
one week
Lecture Notes also now available online on the given
website address:
(https://gsb.aast.edu/course/view.php?id=7673#sect
ion-1)
Lecture Notes will not be in detail format rather these will
contain topics of discussion and important announcements
regarding assessments.
Most Importantly Lecture Notes are just a supporting
material and students must not forget to read books for
detail and complete understanding.
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Assignments:
Each student will acquire an in-depth
understanding of FUTURE OF HUMAN
RESOURCE MANAGEMENT issues by
completing an independent assignments
.The assignments will require each student
to present the assigned case study or topic
.The case study or assignment will account
for 20% of student’s grade.(please review
table I:for topics and assignments)
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 FUTURE OF HUMAN
RESOURCE MANAGEMENT
64 THOUGHT LEADERS

EXPLORE THE CRITICAL HR ISSUES OF TODAY

AND TOMORROW

Society for Human Resource Management

(SHRM)
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Topics for Case Studies
Understanding and Managing People
Chapter 1:Will There Really Be a Labor Shortage?
Chapter 2:The Motivator’s Dilemma
Chapter 3:Anticipating Change: Will There Be a Labor Shortage?
Chapter 4:Get, Keep, Grow
Learn to Master and Play New Roles
Chapter 11:The Chief Integrative Leader: Moving to the Next Economy’s HR
Leader
Chapter 12:From Business Partner to Driving Business Success: The Next Step
in the Evolution of HR Management
Chapter 13:Workforce Diversity: A Global HR Topic That Has Arrived
Chapter15:What Distinguishes the Outstanding HR Executives from the Others
Chapter 17:From Human Resources Management to Organizational
Effectiveness
Discern, Create, and Adapt Culture to Business Conditions
Chapter 18:HR as a Strategic Partner: Culture Change as a Case Study
Chapter 19:Changing Mental Models: HR’s Most Important Task
Chapter 20:Building a Market-Focused Culture
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Chapter 21:Branding from the Inside Out: HR’s Role as Brand Builder 2010
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Topics for Case Studies
See HR as a Decision Science and Bring Discipline to It
Chapter31:Human Resource Accounting, Human Capital Management, and the
Bottom Line
Chapter32:Improving Human Resources’ Analytical Literacy: Lessons
from Moneyball
Chapter33:The Dual Theory of Human Resource Management and Business
Performance: Lessons for HR Executives
Chapter34:Talentship, Talent Segmentation, and Sustainability: A New HR
Decision Science Paradigm for a New Strategy Def inition
Create Mutually Collaborative Ventures
Chapter35:Teamwork: The New Emphasis on Two-Sided Accountability
Chapter36:Managing Cooperatively within Organizations
Responding to Social Expectations and Public Policy and the Renewed
Importance of Ethics
Chapter39:Leading Change: An Imperative of Leadership
Chapter40:When Ethics Calls the HR Helpline
Live Globally, Act Locally
Chapter41:Global and Local Balance in Human Resources Leadership
Chapter42:Global HR as Competitive Advantage: Are We Ready?
Chapter43:A New Paradigm for HR: Dilemmas in Employing and
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Term Paper:
Each student will select a research point
in HRM issues and do literatures review
research in the assigned issue and
present it in written report and
presentation at the end of the course.
The term paper account for 10% of
student’s grade.

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Topics for Term Paper
Green HRM
HRM accounting
Talent management
Diversity management
Employee relations
Managerial communication style and on
employee attitudes and behavior
increasing the effectiveness of reward
management: an evidence‐based approach
Organizational culture
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Topics for Term Paper
Workforce diversity and organizational performance
Employee engagement
Oganizational change
Knowledge management
Employee empowerment
Gender equality at the workplace
Glass ceiling
Human resources management practices
Employee satisfaction
adoption of online recruitment
Career development
Employee Branding

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Grading:
Your final grades for this course will be as follows:
Attendance 10 point
Participation and Assignments 20 point
Medterm 30 point
Term paper 10 point
EXAM 30point
Total 100 point

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 Text and References
Focus will be on topics rather Chapters of any text
Many Text/books are available in market
Raymond J STONE ,(2018) “HUMAN RESOURCE
MANAGEMENT”. (9th ED). John Wiley & Sons, Ltd 2017
Gary Dessler. (2013). “Human Resource Management”.
(13th Ed). McGraw Hill Book Company
Lloyd L. Byars & Leslie W. Rue . (2004). “Human Resource
Management”. (8th Ed). McGraw Hill Book Company
R. Wayne Mondy & Robert M. Noe (2003). “Human
Resource Management”. (6th Ed). Prentice Hall Company
But
Not necessarily every thing is taught from the Text, Students
need to broaden their view and consult as many additional
references as possible (Preferably available in local market
and from the Internet)
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 Course Orientation
Basically Theoretical focus
Introduction of Concepts and Issues regarding HRM (This
subject is developed in case study mode: it means that there
are lot of case studies)
But
The practical orientation will also be also be a major focus of
the course (this will include practical demonstration on
multimedia)
Lecture notes will include more graphical explanation of
things to give more practical orientation about concepts &
applications especially the Organizational Examples
Formal Presentation from Students will also work in this
regard
Video or Audio Presentation will also be part of the lectures
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 Course Content
Human Resource Planning, Compensation
Administration, Job Analysis and Design,
Performance evaluation, Recruitment,
Selection, and Testing, Training ,Work
Scheduling ,Incentives, and Benefits.

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Course objective
This course will enable yours to recognize basic
human resource management problems and to
distinguish them from symptoms of such
problems, apply established human resource
management theories and concepts in the
analysis of problems and cases in accordance
with current law, prepare well-developed and
practical solutions to problems and cases .Each
student should also express himself/herself
competently both orally and in writing with
respect to the content material of the course.
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Expected Topics
Introduction to HRM
HRM Functions
Job Analysis & Design
HR planning
Recruitment Process
Selection
Orientation & Training
Management development
Performance Appraisal & Performance
Management
Case Studies
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 Course schedules
Session Day Time Content
1 MON 1/29 Introduction to HRM
2 MON 2/5 Job Analysis & Design
3 MON 2/12 HR planning
4 MON 2/19 Talent management
5 MON 2/26 midterm
6 MON 3/4 Job evaluation & Incentive
7 MON 3/11 Appraising and managing performance
8 MON 3/18 Training and development
9 MON 3/25 Career planning
10 MON 4/1 Final exam

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 General Rules

No time waste

Keeping on Rules Write main

participation points

Turn off your

mobile

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 HR
Management
Activities

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Changing Roles of HR Management

Note: Example percentages are based on various surveys.

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Operational to Strategic Transformation of HR

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HR Specialists

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 Specific HRM Functions
Human Resource Planning
Analyzing Jobs
Recruiting
Selecting
Compensating
Benefits
Appraising
Training
Developing
Work Environment
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Job analysis
The procedure for
determining the
duties and skill
requirements of a
job and the kind of
person who should
be hired for it.

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Personnel Planning and
Recruiting

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Employee Testing and
Selection
Employers often use
tests and other
selection procedures
to screen applicants
for hire and
employees for
promotion.

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Establishing Strategic Pay
Plans
List the basic factors in
determining pay rates.
Explain in detail how to
establish pay rates.
Explain how to price
managerial and
professional jobs.
.
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Benefits and Services
Indirect financial and
nonfinancial payments
employees receive for
continuing their
employment with the
company.

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Performance Management and
Appraisal
The process employers use to
make sure employees are
working toward
organizational goals.
Evaluating an employee’s
current and/or past
performance relative to his or
her performance standards.

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Training and Developing
Employees
The process of teaching
new employees the basic
skills they need to
perform their jobs.

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Managing Careers
The process for
enabling employees to
better understand and
develop their career
skills and interests, and
to use these skills and
interests more
effectively.

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 HRM
Practices
Important HRM
practices are
tailored in a way
that they yield
Performance and
it is now seen as
one of the
strategic activity

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Four Major Categories of
Activities
The Acquisition The Development
of of
Human Resources Human Resources

The Rewarding The Maintenance

of of
Human Resources Human Resources

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How HR Functions Relate to
HR Activities

The Acquisition of
Human Resources

Planning
Analyzing Jobs
Recruitment The Development of
Selection Human Resources

Appraising
Training
Developing
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How HR Functions Relate to
HR Activities, continued

The Maintenance of
Human Resources

Employee Benefits
The Rewarding of Safety & Health
Human Resources Labor Relations
Compensating
(Wages & Salaries)
(Incentives)
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Responsibilities of HR Departments

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General Goals of Human
Resource Management

Facilitating Enhancing
organizational productivity and
competitiveness quality

The human resource

function in contemporary
organizations

Complying with Promoting

legal and social individual growth
obligations and development
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Desired Outcomes of HRM
Attraction
Retention
Job Performance
Productivity
Employee Safety and Health
Attendance
Job Satisfaction
Competitive Advantage
Company Performance
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Impact of Human Resource
Management

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Competitive Challenges and
Human Resources Management

The most pressing competitive issues

facing firms:
Going global
Embracing technology
Managing change
Developing human capital
Responding to the market
Containing costs

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Business Strategy: Issues Affecting HRM

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Human Resource
Management

Who is responsible for HRM Practices?

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View #1: A Separate Department is Useful

HR Professional (specialists) perform the Job

Importance of Human Resources
Competitive Advantage
Increasing Complexity
Global workforce
External Influences
Legal Requirements
Consistency in Treatment

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View #2 -- Every Supervisor or Manager is an
HR Manager
Anyone who deals with subordinates plays a HRM role
The “Line” perspective
Tasks Completed by Line Managers
Interview job applicants
Provide orientation, coaching, and on-the-job
training
Provide and communicate job performance ratings
Recommend salary increases
Carry out disciplinary procedures
Investigate accidents
Settle grievance issues © mohamed
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HR Responsibilities of Supervisors

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HR Management as a Career Field
HR Generalist
A person with responsibility for performing a
variety of HR activities.
HR Specialist
A person with in-depth knowledge and expertise
in a limited area of HR.
Professional Organization
Society for Human Resource Management
(SHRM)
http://shrm.org
Has student memberships available © mohamed
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Overall Framework for
Human Resource Management
COMPETITIVE HUMAN EMPLOYEE
CHALLENGES RESOURCES CONCERNS
• Globalization • Planning • Background diversity
• Technology • Recruitment • Age distribution
• Managing change • Staffing • Gender issues
• Human capital • Job design • Educational levels
• Responsiveness •Training/development • Employee rights
• Cost containment • Appraisal • Privacy issues
• Communications • Work attitudes
• Compensation • Family concerns
• Benefits
• Labor relations

Presentation Slide 1–1 Figure 1.1

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 HR Laws

(Basic Functions)

Ethics

Ethics: The fundamental

principles of right and wrong

Contemporary HRM
(involving both Managers & HR Specialists)
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Standards for Identifying Ethical
Practices

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Why Ethics
(Ethical Standards Poll suggests implications)

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A Guide To Internet Sites
American Management Association
(http://www.amanet.org/start.htm)
AMA membership, programs, training, etc.
Society for Human Resource Management
(http://www.shrm.org)
Current events, information, connections, articles.
HR Professional’s Gateway to the Internet
(http://www.hrisolutions.com/index2.html)
Links to HR-related web pages.
Training and Development Homepage
(http://www.tcm.com/trdev/)
Job mart, training links, T&D electronic mailing list links.

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A Guide To Internet Sites
(cont’d)
FedWorld
(http://www.fedworld.gov)
A gateway to many government web sites.
U.S. Department of Labor
(http://www.dol.gov)
Job bank, labor statistics, press releases, grants, contract information.
Occupational Safety and Health Resources
(http://osh.net)
OSHA-related sites, government pages, resources, etc.
AFL-CIO
(http://www.aflcio.org/home.htm)
Union news, issue papers, press releases, links to labor sites.

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Opportunities for Professional
Growth
AAA *American Arbitration Association.
http://www.adr.org/
ASA American Staffing Association.
http://www.staffingtoday.net
AHRD Academy of Human Resource Development.
http://www.ahrd.org/
AOM Academy of Management.
http://www.aom.pace.edu/
ASHHR American Society for Healthcare Human
Resources Administration. http://www.ashhra.org/
ASTD *American Society for Training and
Development. http://www.astd.org/
HRPAO *Human Resources Professional Association of
Ontario. http://www.hrpao.org/
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Opportunities for Professional
Growth
IFEBP *International Foundation of Employee-
Education, Benefits, Compensation. http://www.ifebp.org/
IFTDO International Federation of Training and
Development Organisations. http://www.iftdo.org/
ISPI *International Society for Performance Improvement.
http://www.ispi.org/
IRRA Industrial Relations Research Association.
http://www.irra.uiuc.edu/
SHRM *Society for Human Resource Management.
http://www.shrm.org/
WAW WorldatWork*
http://www.worldatwork.org/worldatwork.html
(formerly American Compensation Association)
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© mohamed
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