Introduction to HRM

Reference Book

Human Resource Management

Dr. M. Ataur Rahman Zulfiqar Hasan Md. Rabiul Islam Rabi

Introduction to HRM

Chapter-1
Introduction to Human Resource Management

Introduction to HRM

Human
Large brain size Expanded planning and problem solving abilities Complex cultural learning dependent on symbolic information Dependence on technology for survival Worldwide geographic distribution and adaptation to diverse climates and habitats Greater social complexity

Resource
Available source of wealth; a new or reserve supply that can be drawn upon when needed

Management
Manageme nt is the art of getting things done through the efforts of others.

Introduction to HRM

Definition of Human Resource Management

Ricky W. Griffin: Human Resource Management is the set of organizational activities directed at attracting, developing and maintaining an effective work force. Gray Dessler: The policies and practices involved in carrying out the people or human resource aspects of a management position including recruiting, screening, training, rewarding and appraising.
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Mathis and Jackson: Human Resource Management is the use of Human Resources in an organization through the management of people related activities. DeCenzo and P. Robbins: Human Resource is comprised of the staffing, development, motivation and maintenance functions. Each of these functions however is affected by external influences.

Introduction to HRM

Milkovich & Boudreau: Human Resource Management is a series of decisions that affect the relationship between employees and employers; it affects many constituencies and is intended to influence the effectiveness of employees and employers. Dale Yoder: Human Resource Management is the provision of leadership and direction of people in their working or employment relationship.
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Dr. M. Ataur Rahman: Human Resource Management may be defined as a set of activities which include acquisition, development, motivation, maintenance and utilization of manpower for the purpose of effective and timely achievement of organizational goal/s.

Introduction to HRM

Characteristics of Human Resource Management

1. 2. 3. 4. 5. Development of well HR policy: Development of harmonious relations: Establishing a chain of command: Awareness of own nature of services: Acquire full professional and operational knowledge: 6. Must be good communicative and effective leader:
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Principles of Human Resource Management

1. Principle of scientific selection: 2. Principle of employee development: 3. Principle of labor management cooperation: 4. Principle of free flow of commutation: 5. Principles of fair remuneration: 6. Principles of incentive:
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Principles of Human Resource Management

7. Principles of dignity of labor: 8. Principle of participation: 9. Principle of team spirit: 10. Principle of contribution:

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Basic Functions of Human Resource Management

1.Acquisition: 2.Development: 3.Motivation: 4.Maintenance:

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Basic Functions of HRM

1. Recruitment: Identifying and attracting qualified people to apply for vacant positions in an organization. 2. Selection: The process by which companies choose people to fill vacant position in the organization. 3. Training and development: The processes by which employees acquire the knowledge, skills, and abilities to perform successfully both in current jobs and in the future jobs they will have Introduction to HRM 13 in their organizational careers.

4. Performance appraisal: The system used by an organization to measure and assess employees work performances. 5. Compensation: The organizations entire reward package, including not only financial rewards and benefits, but also no tangible rewards such as job security. 6. Labor management relation: The continuing relationship between an employer and employers who are represented by labor organization.

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General Functions of Human Resource Management

1. Formulation of Human Resources Policies 2. Procurement and selection of efficient employees 3. Guidance and placement: 4. Training and development 5. Promotion and transfer

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General Functions of Human Resource Management (Cont.-------)

6. Job analysis 7. Maintenance of working environment 8. Protection of employees 9. Employee Services 10. Remuneration:
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General Functions of Human Resource Management (Cont.-------) 11. Job and Merit Evaluation: 12. Labor Management Relations: 13. Workers Participation 14. Agreements with Trade Unions 15. Leadership and Co-operation:

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General Functions of Human Resource Management (Cont.-------)

16.Providing benefits and rewards: 17. Maintaining discipline: 18. Career planning and development: 19. Handling grievances: 20. Reviewing employee needs:

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Importance of Human Resource Management

1. Policy Formulation
2. 3. 4. 5. 6. 7. Policy execution Review of employee needs Utilization of human resources Social welfare development Overall development of organization Effective trade unionism
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Phases of Human Resource Management

1. Pre-hire phase: 2. Hiring Phase: 3. Post-hiring phase:

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Difference between Personnel and Human Resource Management

SL 1 Dimensio Personnel ns Management Definitio n Human Resource Management

Personnel management Human resource is the process of management is the hiring and process of hiring, developing developing and employees so that maintaining of effective they become more workforces in an valuable to the organization. organization.

Key conce rn

Labors

All employees

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Planning It is involved and operational strateg planning only. y formul ation

in Participates in formulating overall organization at strategic plan and aligning human resource functions with company strategy.

Authority Medium status and High status and authority. authority for top personnel officer. Scope It is concerned It concerned with all primarily with manager and hourly, employees. operational a clerical employees.
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6 7

Decision making Behavior pattern

Makes operational It is involved in making decisions only strategic decisions Employees behavior depends on organizations values/mission Employees behavior depends on organizational norms/customs and practices.

Integratio It involves moderate n to small integration with other organizational function

It is fully integrated with other organizational functions: marketing, finance, legal and production

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Coordin Does not ation coordinate all human resource functions.

Coordinates all human resource activities (e.g. training, recruitment, staffing, equal employment opportunity)

10 Basis of manage ment action

Management Management take takes actions on actions on the basis of The basis of business need. procedures.

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11 Rules

Importance of HRM observes devising clear rules. progress of coping with rules

12 Speed of Personnel decision management takes decision slowly 13 Respect Labor is treated as for a tool which is employe expendable and es replaceable

HRM takes decision quickly.

People are treated as assets to be used for the benefit of an organization, its employees and the society as a whole
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Focus of attention for interventi ons Shared interests

Personnel procedures

Wide-ranging cultural, structural and personnel strategies

Interests of the Mutuality of interests organization are uppermost

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Philosophy of Human Resource Management

1. Human factor: 2. Technical factor:

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Objectives of Human Resource Management

1. 2. 3. 4. 5. To develop efficiency and skills of employees: To ensure effective performance of employees: To change behavior of employees: To train up subordinates: To increase job satisfaction:

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6. To attract good people: 7. To make effectiveness: 8. To ensure discipline: 9. Proper use of human resources: 10. To develop working conditions in the organization:

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Nature of Human Resource Management in Bangladesh (Public Sector)

1. Management is less efficient 2. Employees are more or less committed. 3. They are more or less skilled 4. Government pressure is high 5. Decision (most of the company) comes from the government 6. High degree of irregularities

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7. Lack of sense of accountability 8. Lack of human resource policy 9. Heavy pressure of trade unions 10. Undue political pressure 11. Lack of quick decision 12. Improper utilization of resources

all

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HRM Model
g stin it o R C d Aud H n a 14
Labor n Relatio 15
Human Resour ce Plannin g 1

Employee Co mm Service/ uni cat ion Welfare

cru itm sel and ent ect ion 2

Re

tion mo Pro and r e nsf tra

13

Job design Traini de ve n g an and l op m d ent analysis

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ry iplina Disc tion Ac

Human Resource Management

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12

4
5
6

ev J elu ob a tio n

e nc g a iev dlin Gr an H

Introduction to HRM

and ards Rew enefits b

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Merit rating

C deve aree lopm r ent

Means to Success of Human Resource Management in Bangladesh

1. 2. 3. 4. 5. 6. Proper policy: Acceptability of policies: Capability: Top management support: Trade union support: Impartiality:

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Factors Determining the Efficiency of HRM in Bangladesh

1. Total labor productivity: 2. Presence of efficient employees: 3. Nature of labor management relations: 4. Frequency of labor turnover: 5. Rate of absenteeism: 6. Volume of training: 7. Utilization of human resources: 8. Effort for employee services:
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Behavior of the Boss to the Employees

1. When I take a long time, I am slow 2. When my boss takes a long time, he is thorough 3. When I do not do it, I am lazy 4. When my boss does not do it, he is too busy

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5. When I do some something without being told, I am trying to be smart 6. When my boss does the same, he is initiative 7. When I call please to my boss, I am polishing 8. When my boss please to his boss, he is cooperating 9. When I do good, my boss never remember 10. When I wrong, he never forgets

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Problems of Human Resource Management in Bangladesh

1. 2. 3. 4. 5. Lack of professional management Lack of skilled human resource manager Lack of proper establishment Lack of human resource planning Change of job of human resource manager

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6. Lack of career planning and program 7. Lack of proper evaluation 8. Lack of motivation 9. Lack of suitable relation between labor and management 10. Negative politics

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Means to Overcome the Problems of HRM in Bangladesh

1. Effective human resource planning 2. Proper establishment 3. Long time job as human resource manager 4. Possibility of career planning and program 5. Positive relations between labor and management
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6. 7. 8. 9.

Proper job evaluation High professional management Ability of skilled human resource manager Proper human resource motivation

10. Positive working conditions

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Some Famous Employers in the World

Employers
Microsoft (USA)

Key Drivers for Attractions & Retention of Talent

Early responsibility in careers. Flexible and transparent organizational culture. Global opportunities through a variety of exposure and diverse experiences. Exhaustive induction and orientation program. Competitive reward. Performance recognition. Innovative HR programs and practices.
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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent
Beximco Pharma Performance driven rewards (BD) Organization that believes in growing our own timber. Comprehensive development and learning programs. Flat organization, where performance could lead to very quick career progression Challenging work content Exhaustive induction and orientation program. Competitive reward. Procter & Gamble (U.K) Early responsibility in careers. Flexible and transparent organizational culture. Global opportunities through a variety of exposure and diverse experiences. Performance recognition. Introduction to HRM 42

Some Famous Employers in the World

Employers American Express (USA) Key Drivers for Attractions & Retention of Talent Strong global brand Value-based environment. Pioneers in many people practices.

Summit Power Limited (USA)

Learning & growth opportunities Competitive rewards Opportunity to grow, learn, and implement Strong social security and employee welfare performance oriented culture.

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Some Famous Employers in the World

Employers
Johnson & Johnson (U.K)

Key Drivers for Attractions & Retention of Talent

Strong values of trust, caring, fairness, and respect within the organization. Freedom to operate at work. Early responsibility in career Training and learning opportunities Visible, transparent, and accessible leaders Competitive rewards Innovative HR programs and practices. Performance driven rewards Organization that believes in growing our own timber. Comprehensive development and learning programs. Flat organization, where performance could lead to very quick career progression Challenging work content Exhaustive induction and orientation program. Introduction to HRM 44 Competitive reward.

GlaxoSmithK line Consumer Healthcare (U.K)

Some Famous Employers in the World

Employers
Square Toiletries (BD)

Key Drivers for Attractions & Retention of Talent

Company brand. Open, transparent, and caring organization. Management according to the managing with respect to guiding principles. Training and development programs. Structured career planning process Global career opportunities Companys brand as an employer. High trust and confidence. Opportunities for rapid growth. High degree of autonomy. High ethical standard. Value compatibility. Innovative people programmers. Customers loyalty. to HRM Introduction

Islami Bank Bangladesh Limited (IBBL) (BD)

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Some Famous Employers in the World

Employers Key Drivers for Attractions & Retention of Talent

PADMA Oil Corporation (BD)

Company brand image Work ethics. Learning and growth opportunities. Challenging work assignments. Growing organization. Sharing profit

IBM (USA)

High quality brand image. Open, transparent, and caring organization. Training and development programs. Structured career planning process Competitive pay and benefit
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Some Famous Employers in the World

Employers
BRAC (BD)

Key Drivers for Attractions & Retention of Talent The group brand equity. Strong corporate conveyance and citizenship. Commitment to learning and development. Best in people practices. Challenging assignments. Opportunity to work with Fortune 500 clients.
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Thank You

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