HRM အေၾကာင္း

1. Module -1
Human Resources Management

2.  Scope Of HRM
 Management Responsibilities
 Human Resources Functions
 Organizational Objectives
 Employment Legislation
 Employee Productivity
 Role of the Human Resources Manager
 Employees expectation

3. The “Human Resource” of an organization is composed of all the effort , skills or
capabilities of all the people who work for that organization.
What is Human Resource Management (HRM)?

4. Human Resource Management is an important function of any organization. It encompasses
the management of people in organizations from a macro perspective i.e. managing people in
the form of a collective relationship between management and employees.
What is Human Resource Management (HRM)?

5. Human Resource Management is the process of acquiring , training, apprising and
compensating employees and attending to their employee relations, health and safety and
fairness concerns.
What is Human Resource Management (HRM)?

6. Human resources managers are responsible for creating 'win-win' relationships for both the
individual employee and the organization as a whole.
Employees are seen as the key to organizational success as they are the ones who implement
management's policies and practices and they are usually the ones at the coalface dealing with
customers or physically making the products.
Today, the human resources factor is really the only viable choice to achieve that competitive edge
or advantage over corporate competitors
What is Human Resource Management (HRM)?

7. Scope of HRM

8. Management Responsibilities
 Employee productivity (as measured by output per employee per time period) is
important to every organization.
 Management is the process of getting activities completed efficiently and
effectively with and through other people.
Management Functions
 Planning
 Organizing
 Leading
 Staffing
 Controlling

9. Organizational Objectives
 There is a direct correlation between the management of the human resources of
an organization and the achievement of organizational objectives.
 Organizational objectives are long-range objectives. They serve as the goals for
management in achieving the organizational mission.
 Organization needs: Profits, productivity and markets.
 Executive Officer and above. Those officers are responsible for setting the
direction and vision of the command.
 Middle management is composed of department heads. The Department Head
determine which elements of their department are required to meet each of the
specific goals set by upper management

10. Employment Legislation
Employment standards are the minimum standards of employment for workplaces
required by law.
Employment standards cover many aspects of employment including,
but not limited to, the following topic areas:
•Minimum wage
•Meal breaks
•Payment of earnings (paydays)
•Hours of work
•Overtime
•Vacation pay
•Employment of people under 18
•Leave from work
•Resolving disputes
•Termination
•Maternity leave
•Weekly day of rest
•Deductions
•Sexual harassment
•Probationary periods
•Leave & Holiday Act

11. Employee Productivity
 Productivity is a measurement or calculation between inputs and
outputs. Inputs include raw materials, machinery and labor; outputs
are the goods or services produced.
 Managers of organizations look to enhance employee performance
in order to increase employee productivity.
 Enhancing employee performance means that management
must look at every aspect of the employment cycle of that
employee. Management must ensure that employees are
suitably selected, correctly trained and also appropriately
remunerated and motivated to stay on the job.

12. Role of the Human Resources Manager
 In most organizations, the role of planning, organizing, leading, controlling, creating,
communicating, and motivating employees has become the sole responsibility of the Human
Resources Manager.
 The role of the HR Manager involves every aspect of the employment cycle of each individual
employee and it involves the implementation
of policies and practices designed to enhance the performance
of these employees.

13.  HR Managers are mainly responsible for implementing change in workplace
procedures and for ensuring that employees are fully informed of the changes and
are willing and able to accept the changes being implemented.
Role of the Human Resources Manager

14.  The demographics of the local population
 The diversity of the workforce
 The skill level of the workforce
 The education level of the workforce
 The training made available to workers
 The motivation of the workforce to work full-time
 The provision of child-care facilities
 The working conditions
 The security associated with the employment contract
 The level of remuneration associated with the job
 General employment trends e.g. job sharing, tele-commuting etc.
 The role of technology in the workplace

15. Employees expectation
Employees expect the following the the
workplace:
 A safe and secure working environment
 A career path
 Flexible working arrangements
 Personal satisfaction
 Open communication
 A team environment

16. THE ROLE OF HRULRICH’S FOUR-ROLE MODEL
Future/ Strategic Focus
Strategic Partner
Aligning HR & Business Strategy
Active Role in setting strategic direction
Change Agent
Managing Transformation & Change
Effecting Transformation & Change
Administrative Expert
Managing The Firm’s HR Infrastructure
Process Optimization & Efficiency
Employee Champion
Managing Employees’ Contribution
Motivated & Competent Personnel
Day-To-Day/Operational Focus
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17. HR
Administration
• Managing processes
• Terms & conditions
• Employment contracts, etc..

18.  Staffing
 Training
 Compensation
 Succession planning,
etc..

19. HR FOCUS..
Talent Leaders Organization

20. HR Wheel