Fundamentals of HR Management

Fundamentals of
HR Management
www.exploreHR.org 1
Dr. Irfan Zaf
www.exploreHR.org 2
www.exploreHR.org 3
www.exploreHR.org 4
www.exploreHR.org 5
www.exploreHR.org 6
www.exploreHR.org 7
www.exploreHR.org 8
“Few individuals significantly
alter the course of history. Fewer
still modify the map of the world.
Hardly anyone can be credited
with creating a nation-state.
Muhammad Ali Jinnah did all
three.” Jinnah of Pakistan By
Wolpert Stanley
www.exploreHR.org 9
Mandela
served 27
years in prison
www.exploreHR.org 10
On annual basis, Edhi
Foundation is giving
over 250 babies or
children for adoption. Till
to date, over 23,320
babies and children have
been provided to the
childless couples and
families.
PTC
L re
1 stor
8, 20 1 es c
omm
st 1
ug
u Chi unicati
nA tral on s
eo erv
hor ices
La in
e in
sid
road
by
ble
d Ca
un
e rgro
nd
gU
irin
R epa
er s
Work
CL
PT
Worker Honey Bees Life Span Six W
Travels 55,000 miles
Functions of HRM
HR Practices-Never Ending Zone
Functions Can be
• Managerial
• Operative
HR Strategy and Business Result
Recruitment &
Selection
Training & Performance

Business Development Management Business
Strategy Result
HR
STRATEGY
Reward Career
Management Management
Faster
Tough Decisions
Never Say “NO” Independent Variable
Courage
Optimism
Fear
Passion H2 H4
Independent Variable
Self
H1 Extr Ordin
Purpose Motivatio
n a + ary
Dependent Variable
Achieve H3 H5
Status
Quo
Resilience
Raise the Target Bar
More - Quantity
Hafiz Juice Corner Anarkali Laho
Faster
Passion
Bill Gates went for Pre-Law Major at Harvard

Dropped Out
Founder of Microsoft Corporation
Steve Jobs enrolled at Reed College

Dropped out after 6 months
Co-founder of Apple Inc.
Harland Sanders held several odd jobs

including country lawyer, gas station operator,
and railroad worker
Started Kentucky Fried Chicken
Purpose
Career
- Who you are?

Internal
- What you do?
- Who you do it for?

- What these people want or need? External
- How they change as a result?
Manpower Planning
Company Strategy
Job Analysis
What staff do we What staff is • Performance

need to do the available within appraisal
job? our • Company data
organization? banks
• Training
Is there a • Employee
match? management
What is impact and
on wage and development
salary program?
If not, what type of people
do we need, and how
should we recruit them?
Manpower Planning
Factors in Forecasting Personnel

Requirements
Projected Quality and nature of The financial

turnover (as a your employees (in resources
result of relation to what you available to
resignation and see as the changing your
terminations) need of your organization
organization)
Technique to Determine Number of Recruits
Trend • Study of a firm’s past employment needs

Analysis over a period of years to predict future
needs
Ratio • A forecasting technique for determining

Analysis future staff needs by using ratios
between sales volume and number of
employees needed
Recruitment from External Resources
• Recruiting new staff from external sources will be influenced

by several factors, namely :
When the economic conditions are

Macro-
relatively difficult, there will usually be
Economic
an oversupply, or the number of
Conditions applicants will much higher than the
of a Nation demand. In such a case, the company
will find it relatively easier to select new
employees from the large number of
applicants.
Training Process
Training Training Training

Training
Need Objectives Evaluation
Delivery
Analysis
What are Objective Techniques Measure

the training should be include on- reaction,
needs for measurable the-job- learning,
this person and training, behavior,
and/or job? observable action and results
learning, etc.
Assessing Training Needs
Task Analysis A detailed analysis of a job to

identify the skills required, so
that an appropriate training
program can be instituted
Competency Careful study of competency level

Analysis to identify a deficiency and then
correct it with a training program, or
some other development
intervention.
Competency Analysis
Current Competency Required

competency Gap competency
level of the level for certain
employee position
Competency
Training and
Assessment
Development
Program
Competency Profile Per Position
Required Level
Position Required Competency 1 2 3 4 5
Communication Skills
Public Speaking
Training &
Leadership
Development
Manager Training Need Analysis
Material Development
Training Evaluation
Communication Skills
Interview Skills
Recruitment Analytical Thinking
Supervisor Understand Selection Tools
Teamwork
Customer Orientation
Score Required
Competency Type
Enhance Training Effectiveness
Make the
material
meaningful
Provide for Training

transfer to Effectiveness
learning
Motivate
the trainee
Performance Management Cycle
Performance Regular Feed back

Planning Review and
(Setting Monitoring
Performance
Corrective
Targets)
Action
• Training &
Development Performance
Plan Appraisal and
• Salary/Bonus Evaluation
Adjustment
• Career
Development
Performance Management Cycle
Defining 1. Defining the performance standards

Performance means making sure that you and your
Standard/ subordinate agree on his/her duties and
Targets targets that you expect
Appraising 2. Appraising performance means

Performance comparing your subordinate’s actual
performance to the standard/targets set
in step one.
Providing 3. Providing feedback means discussing

Feedback for plans for any development that is
Development required.
Problems in Performance Appraisal
Poor Poor
Lack of
feedback to measures of
standards
employee performance
Irrelevant or Failure to
Negative
subjective apply
communication
standards evaluation
data
Common Performance Evaluation Problems
Areas require more attention……..
Mutual Goals & Benefits
True Understanding
No Biasedness / Racism
Leg Pulling
Open Doors
Areas require more attention……..
Employees Satisfaction
Maintaining Policy Compliance
Feedbacks Management
Organizational Image Development
Standing Close in Downtimes

Fundamentals of HR Management

Uploaded by

Copyright:

Available Formats

You might also like

Fundamentals of HR Management

Uploaded by

Document Information

Original Description:

Original Title

Copyright

Available Formats

Share this document

Share or Embed Document

Sharing Options

Did you find this document useful?

Is this content inappropriate?

Copyright:

Available Formats

Fundamentals of HR Management

Uploaded by

Copyright:

Available Formats

Fundamentals of

HR Practices-Never Ending Zone

Training & Performance

Raise the Target Bar

Hafiz Juice Corner Anarkali Laho

Bill Gates went for Pre-Law Major at Harvard

Steve Jobs enrolled at Reed College

Harland Sanders held several odd jobs

- Who you are?

- Who you do it for?

What staff do we What staff is • Performance

Factors in Forecasting Personnel

Projected Quality and nature of The financial

Trend • Study of a firm’s past employment needs

Ratio • A forecasting technique for determining

• Recruiting new staff from external sources will be influenced

When the economic conditions are

Training Training Training

What are Objective Techniques Measure

Task Analysis A detailed analysis of a job to

Competency Careful study of competency level

Current Competency Required

Provide for Training

Performance Regular Feed back

Defining 1. Defining the performance standards

Appraising 2. Appraising performance means

Providing 3. Providing feedback means discussing

Common Performance Evaluation Problems

Mutual Goals & Benefits

Maintaining Policy Compliance

Organizational Image Development

Standing Close in Downtimes

You might also like