2. Presented By:
Muhammad Wahaj Farooqui
Ebrahim Haq
Asad Ullah Khan
Waqar Ahmed
Sultan Junejo
• SUBMITTED TO:
• SIR ZEESHAN AHMED SIDDIQUE
3. Topics To Cover:
What is Human Resource Management?
Uniqueness of HRM
Functions of HRM
Human Resource Management in future
4. Human Resource Management:
The process of attracting, developing and
maintaining a talented and energetic workforce to
support organisational mission, objectives and
strategies.
5. What is Unique About HRM?
HR is multidisciplinary: It applies the disciplines of
Economics (wages, markets, resources), Psychology
(motivation, satisfaction), Sociology (organization
structure, culture) and Law (min. wage, labor
contracts, )
7. Functions Of Human Resource Management
Recruitment
Selection
Discipline
Development
Training
Reward System
Employee and Labor Relations
Productivity
Trade Union etc
8. 1. Recruitment
The process by which a job vacancy
is identified and potential employees are notified.
Job description – outline of the role
of the job holder
Person specification – outline
of the skills and qualities required
of the post holder.
9. 2. Selection
The process of assessing candidates and appointing a
post holder.
Applicants short listed
most suitable candidates selected
Selection process
varies according to organisation
10. Selection (contd.)
Interview – most common method
Psychometric testing – assessing the personality of
the applicants. Will they fit in?
Aptitude testing – assessing the skills
of applicants
11. 3. Discipline
Firms cannot just ‘add’ workers
Wide range of procedures and steps
in dealing with workplace conflict
Informal meetings
Formal meetings
Verbal warnings
Written warnings
Grievance procedures
Working with external agencies
12. 4. Development
Developing the employee
can be regarded as investing
in a valuable asset
A source of motivation
A source of helping the employee fulfil potential
13. 5. Training
Similar to development:
Provides new skills for the employee
Keeps the employee up to date
with changes in the field
Aims to improve efficiency
Can be external or ‘in-house’
14. 6. Reward System
The system of pay and benefits used by the firm to
reward workers
Money not the only method
Fringe benefits
Flexibility at work
Holidays, etc.
15. 7. Employee and Labor Relation
Serving as intermediary between the organization
and its union(s).
Designing discipline and grievance handling system.
16. 8. Productivity
Measuring performance.
How to value the workers contribution
Difficulty in measuring some types of output –
especially in the service industry
17. 9. Trade Union
Importance of building relationships with employee
representatives
Role of Trade Unions has changed
Importance of consultation
and negotiation and working
with trade unions
Contributes to smooth change management and leadership
18. Human Resource Management In the Future
Human resource managers must be integrally
involved in organization’s strategic and policymaking activities
Human resource managers need to:
Overcome negative impressions and biases sometimes
associated with this field
Become well-rounded businesspeople
Understand business complexities and strategies
19. Human Resource Management in Future
Becoming more familiar with the business:
Know the company strategy and business plan
Know the industry
Support business needs
Spend more time with the line people
Keep your hand on the pulse of the organization
Learn to calculate costs and solutions in hard numbers
20. Conclusion:
After giving this presentation we can conclude that
Human Resource Management is the main element
of any Organization.
Human resource management is responsible to
provide good relations among internal and external
to the Organization.