Introduction to Human Resource Management

Human Resource Management Staff

Course (HRMSC)

Lecture on
Introduction to Human Resource
Management
HRMSC
 Introduction to Human Resource Management

Overview of Human
Resource Management

HRMSC
 Introduction to Human Resource Management

HISTORICAL DEVELOPMENT OF
HUMAN RESOURCE MANAGEMENT

• During pre-historic times, there existed consistent methods for the

selection of tribal leaders

HRMSC
 Introduction to Human Resource Management

PERSONNEL ADMINISTRATION IN MESOPOTAMIA

• The Code of Hammurabi (1792 – 1750 BC) regulated the duties of

government officials
HRMSC
 Introduction to Human Resource Management

PERSONNEL ADMINISTRATION IN
ANCIENT EGYPT (2700 BC – 525 BC)

• The Egyptians employed a unique personnel administration system that led

to the building of the pyramids

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 Introduction to Human Resource Management

PERSONNEL ADMINISTRATION IN
ANCIENT GREECE (1100 BC – 146 BC)

• The Greeks used apprentice system to

transform a novice to a master craftsman
“crafts are teachable, other wise, good
craftsmen would be born, not made”.
(Aristotle)

- Qualification standard were introduce

- Ostracism was adopted as a form of

punishment

- Work Categorization based on social

class

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 Introduction to Human Resource Management

PERSONNEL ADMINISTRATION DURING THE ROMAN

EMPIRE (753 BC – 1453 AD)

• Roman elites learned to read and write Classical Latin to qualify them for
careers in the Roman bureaucracy
• Graduated salary, rank and retirement systems were introduced
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 Introduction to Human Resource Management

PERSONNEL ADMINISTRATION IN CHINA

(650 BC – 1905)

• Longest lasting meritocracy

• Government Officials were selected by a competitive examination
• Model for the Civil Service System in Asian and Western Countries
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PERSONNEL ADMINISTRATION IN CHINA

(650 BC – 1905)

Qin Dynasty (221 – 20 BCE)

• Recruitment was based on recommendation by local officials

Han Dynasty (206 BCE – 220AD)

• Introduction of training and testing of government officials

Sui Dynasty (581 – 618)

• Introduction of a more systematic way of recruitment
• Implemented a rule that officials of prefectures must be appointed by the
central government

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 Introduction to Human Resource Management

PERSONNEL ADMINISTRATION IN CHINA

(650 BC – 1905)

Tang Dynasty (618 - 907)

• Created a system of local schools where scholars could pursue their studies
• Those applying for positions in the upper level of the bureaucracy have to
compete in the jinshi examinations on the Confucian classics.

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 Introduction to Human Resource Management

THE CIVIL SERVICE OF CHINA (650 BC – 1905)

Song Dynasty (960 - 1279)

• The Golden Age of Civil Service in China characterized by the following:

a. Public schools were established to help the talented but indigent
b. Business contact was banned among officials related by blood or marriage
c. Relatives of the imperial family were not permitted to hold high positions
d. Promotion was based on merit
e. Officials of the government were recruited by passing the jinshi examination

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 Introduction to Human Resource Management

THE CIVIL SERVICE OF CHINA (650 BC – 1905)

Ming Dynasty (1368 - 1644)

Qing Dynasty (1644 – 1911)
• Civil Service was manifested in the following:
a. No man is allowed to serve in his home distinct
b. Officials were rotated every 3 years
c. Recruitment examination was divided into 3 stages:
a) Cultivated talent – bachelor’s degree held at the local prefecture level
b) Recommended man - given at the prefecture capital
c) Jinshi – held at Beijing

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 Introduction to Human Resource Management

• Personnel Management – refers to a set of functions or activities (e.g.

recruitment, selection, training, salary administration) often performed
effectively but with little relationship between the various activities or
with the overall organizational objectives
• Early employee specialists were called personnel managers

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 Introduction to Human Resource Management

Industrial Revolution
• Employment of people in mass production work processes
• Division between management and the working class
• Gave rise to formation of various unions
• Government started passing laws to regulate working hours,
establishment of minimum wages, protection of workers, etc.
• Personnel management theories were developed which changed work
attitudes, work processes and organizational structures:

a) Classical school – (Scientific Management)

- put emphasis on the job itself and the employment of workers to do
the job.

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 Introduction to Human Resource Management

b) Behavioural School
• Focused on workers and satisfaction of their needs to achieve
greater operational productivity.
c) Total Quality Management Theory
• Ensures that the jobs, work processes and organizational structures
benefit both the employees and the organization.

RELEVANCE OF THESE THEORIES

1. Personnel management was transformed to Human Resource
Management
2. Knowledge of these theories assist HR manager to adopt to present
realities
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 Introduction to Human Resource Management

STAGES IN THE DEVELOPMENT OF HRM

1. Welfare Stage
• Personnel functions were performed by supervisors, line managers
and early specialists (recruitment officers, trainers, welfare officers)
• Personnel functions were restricted to wage/salary records, minor
disciplinary procedures and employee welfare activities

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 Introduction to Human Resource Management

STAGES IN THE DEVELOPMENT OF HRM

2. Welfare and Administration Stage

• Marks the beginning of a specialist and more professional approach to
personnel management
• Increase provision of welfare services for employees to attract and
maintain employees
• Employment of specialists to conduct recruitment, training and welfare
activities, taking these functions away from line managers.

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 Introduction to Human Resource Management

STAGES IN THE DEVELOPMENT OF HRM

3. Human Resource Management
• Marked by the integration of personnel functions focused on overall
organizational effectiveness

• Employees were transformed as human resources who are vital

organizational assets, possessing knowledge, skills, aptitude, and with
future potentials.

According to Richard Donkin in his article “A quiet revolution in human resource

management”, he described the transition from personnel management to human resource
management as:

“… like an improved soap powder with biological ingredients, HRM, equipped with
something called strategy, promised a new set of tools and measures to reward, motivate
and organized employees in the re-engineered work place…”
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 Introduction to Human Resource Management

STAGES IN THE DEVELOPMENT OF HRM

3. Human Resource Management
• Implementation of integrated and complementary management strategies
(human resource planning, job design, effective attraction and retention
techniques, performance management and record systems,
organizational health and safety system) in order to assure their individual
and collective contribution to the achievement of organizational goals and
objectives.
According to Richard Donkin in his article “A quiet revolution in human resource
management”, he described the transition from personnel management to human
resource management as:
“… like an improved soap powder with biological ingredients, HRM, equipped with
something called strategy, promised a new set of tools and measures to reward,
motivate and organized employees in the re-engineered work place…”

HRMSC
 Introduction to Human Resource Management

STAGES IN THE DEVELOPMENT OF HRM

4. The present and future HRM

• The Human Resource Management will continue to transform itself as a
consequence of changes in the organization.
• The functional areas that constitute the current and future outlook of HRM
include the following:

a) Human resource policy

b) Human resource planning
c) Human resource information management system
d) Knowledge management
e) Ethics, governance and social responsibility
f) Work and job analysis, design and evaluation
g) Recruitment and selection

HRMSC
 Introduction to Human Resource Management

STAGES IN THE DEVELOPMENT OF HRM

• The functional areas that constitute the current and future outlook of HRM
include the following:
h) Diversity management
i) Career management
j) Employee and management training and development
k) Counselling, discipline and termination/separation
l) Performance and quality management
m) Remuneration and benefits
n) Financial management of employee schemes and overall
accountability and evaluation
o) Occupational health and safety

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 Introduction to Human Resource Management

DEFINING HUMAN RESOURCE MANAGEMENT

• It is a strategic and coherent approach in the administration of an

organization’s most valued asset – the people working therein who
individually and collectively contribute to the achievement of its objectives.

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 Introduction to Human Resource Management

What is Human Resource?

The people who work for or contribute in the attainment of the
organization’s mission and objectives
7 Basic Areas of Human Resource Management

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 Introduction to Human Resource Management

Recruitment and selection

• the process of identifying, attracting, interviewing, selecting, hiring and
onboarding employees.

STEPS IN THE HIRING PROCESS

1. Identify the hiring need

2. Devise a recruitment plan
3. Write a job description
4. Advertise the position
5. Recruit qualified applicants
6. Review application
7. Phone interview/Initial Screening

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STEPS IN THE HIRING PROCESS

8. Applicant Assessment
9. Background Check
10. Decision
11. Reference Check
12. Job offer
13. Hiring
14. Onboarding – process by which a new employee is initiated
into the organization

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 Introduction to Human Resource Management

Performance management

• an ongoing process of communication between a supervision and an

employee that occurs throughout the year, in support of accomplishing the
strategies objectives of the organization.
The communication includes clarifying expectations, setting objectives,
identifying goals.

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PERFORMANCE MANAGEMENT CYCLE

1. Goal setting
2. Monitoring the progress of these goals
3. Employee development (helping them to do better)
4. The employees are the rated and rewarded on their performance, and
the cycle starts again.

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 Introduction to Human Resource Management

Learning and development

• A systematic process to enhance an employee’s skills, knowledge and
competency resulting in better performance in a work setting

Concept Description
The acquisition of knowledge, skills, or attitudes through
Learning experience, study, or teaching. Training, development, and
education all involve learning.
Training is aimed at teaching immediately applicable knowledge,
skills, and attitudes to be used in a specific job. Training may
Training
focus in delivering better performance in the current role or to
overcome future changes.

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Concept Description
Development is aimed at the long term. It revolves around the
broadening or deepening of knowledge. This has to fit within
Development
one’s personal development goals and the (future) goals of the
organization. Development usually happens voluntarily.
Education is a more formal way to broaden one’s knowledge.
Education is often non-specific and applicable for a long time
Education
and is especially relevant when a person has little experience
in a certain area.

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 Introduction to Human Resource Management

4 PHASES OF AN EFFECTIVE LEARNING AND

DEVELOPMENT STRATEGY
PHASE 1. ANALYSIS OF TRAINING NEEDS
• employees must acquire new knowledge, skills, and attitude relevant to
their job
• it involves organizational analysis, functions, task, or competency analysis
and personal analysis

PHASE 2. SPECIFICATION OF LEARNING OBJECTIVES

•a training objective consists of three elements
The ability to realize specific objectives
The conditions required for effective behavior
A specific and measurable training goal

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 Introduction to Human Resource Management

4 PHASES OF AN EFFECTIVE LEARNING AND

DEVELOPMENT STRATEGY

PHASE 3. DESIGN OF THE TRAINING MATERIAL AND METHOD

• In this phase, the teaching material and learning method are
determined. This is where the choices about the training materials,
teaching methods, and learning activities are made

• Training can be trainer-centered or trainee-centered. Trainer-centered

methods include seminars, presentations, lectures, keynotes, and
lessons. Trainee-centered methods are more interactive and include
case studies, role-playing, self-directed lessons, on-the-job training,
simulation, games, and so on. Effective training usually includes a mix
of methods.

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 Introduction to Human Resource Management

4 PHASES OF AN EFFECTIVE LEARNING AND DEVELOPMENT

STRATEGY

PHASE 4. MONITORING AND

EVALUATION

- The learning objectives are

evaluated and learning
effectiveness is assessed

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 Introduction to Human Resource Management

Succession Planning
• Process of planning contingencies in case of separation of employees
• Create a talent pipeline or pool of candidates

Compensation and benefits

• Compensation is key in motivating and retaining employees
• Compose of primary and secondary compensation
• Primary compensation includes salary, bonus, performance-based pay
• Secondary compensation involve non-monetary rewards.

Human Resource Information System

Human Resource Data and Analytics

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 Introduction to Human Resource Management

Human Resource Management Cycle

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 Introduction to Human Resource Management

What is the HR life cycle?

The HR life cycle, or HR cycle, is the continuous process of integrated HR

activities. The HR life cycle integrates both the HR strategy creation and
execution with the employee life cycle.

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 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

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 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

1. Organizational Strategy – the organizational strategy translates to several

strategic priorities, which are then translated into the HR strategy
2. HR Strategy – in this stage, the organizational strategy is translated into the
people or HR strategy
3. Organizational design – Organization strategy and HR strategy then need
to be translated into an organization designed for success.
4. Job design – Job design is the process of creating jobs that help to achieve
organizational objectives while being motivational for the individual
employee. This process involves job analysis, a competency analysis, and
the (re) designing of the job.

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 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

5. HR planning – HR planning revolves around forecasting employee

demand and supply. Demand will be influenced by the organizational
strategy. Similarly, supply is influenced by the internal and external
supply, retention capacity, and the common characteristics of current
employees.

Based on supply and demand a personnel action plan will be

established. This can involve active recruiting, internal movements,
reskilling, and a push for automation, or a hiring stop, earlier retirement
and severance packages.

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 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

6. Vision and culture – Culture starts with a clear vision of what the
organization will be “one day”. The culture is the more operational execution
that helps to achieve that vision.

7. Recruitment and selection – this is where the employee life cycle starts.
The first stage is recruitment and selection. This is about attracting talent and
selecting the best.

HRMSC
 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

8. Onboarding and induction – employee induction, also known as employee

orientation, revolves around bringing employees up to speed and giving them
all the information they need to do their work well.

Similarly, employee onboarding is about bringing people up to speed. This is

the journey from the employee joining until the employee is at optimum
productivity levels.

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 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

9. Assessment and appraisal – in this stage of the human resource life

cycle, performance management comes in. Employees are assessed and
are given feedback to improve their performance.

The performance management cycle mostly focuses on setting goals and

monitoring of progress in these goals. When goals are not reached or new
skills are needed, employees will be developed, and when goals are
reached, the employee will be rewarded for good performance.

HRMSC
 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

10. Training and development – this stage of the Human Resource cycle is all
about the development of employees. This is done to improve their current
skills, teach them skills they need in order to qualify for a promotion, or general
upskilling because changing times require changing competencies.
11. Engagement and reward – employee engagement is a positive, work-related
state of mind, characterized by vigor, dedication, and absorption.

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 Introduction to Human Resource Management

THE THIRTEEN STEPS IN THE HR LIFE CYCLE

12. Career management – Career management and career pathing are a great
way to help the employee grow professionally. If an employee has the
ambition to be promoted he or she has to go through multiple work
experiences to get there. Planning their career path will help them stay
motivated, learn faster, and perform better so that they can land their dream
job.
13. Exit – the final stage in the Human Resource cycle is the exit. This is
when an employee exits the organization.

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 Introduction to Human Resource Management

What is the employee life cycle? A definition

The employee life cycle covers the entire relationship between an
employee and the organization they work for.

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 Introduction to Human Resource Management

THE SEVEN STAGES OF THE EMPLOYEE LIFE CYCLE

1. Attraction – the attraction phase can take difference shapes and sizes
depending on whether or not people are already familiar with your
organization. If so, they’ll probably have a certain image of your organization
in mind and they’ll look for more information to confirm what they think.
2. Recruitment
3. Onboarding – the onboarding period is where the foundation f the employer-
employee relationship is being laid.
4. Retention
5. Development
6. Off boarding
7. Happy leavers

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 Introduction to Human Resource Management

END OF PRESENTATION

HRMSC
“Personnel Welfare Is Above All”
 Introduction to Human Resource Management

Learning and Growth

• Develop work efficiency and effectiveness

Resource Management
• Optimize utilization of financial and logistical resources

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