Introduction to HRM1 Reference Book Human Resource Management Dr. M. Ataur Rahman Zulfiqar Hasan Md. Rabiul Islam Rabi Introduction to HRM 2 Chapter-1 Introduction to Human Resource Management Introduction to HRM 3 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 4 developing and maintaining an effective work force. Introduction to HRM 5 . rewarding and appraising. Gray Dessler: The policies and practices involved in carrying out the people or human resource aspects of a management position including recruiting. training.Definition of Human Resource Management Ricky W. screening. Griffin: Human Resource Management is the set of organizational activities directed at attracting. motivation and maintenance functions. Each of these functions however is affected by external influences. Robbins: Human Resource is comprised of the staffing.Mathis and Jackson: Human Resource Management is the use of Human Resources in an organization through the management of people related activities. development. Introduction to HRM 6 . DeCenzo and P. Dale Yoder: Human Resource Management is the provision of leadership and direction of people in their working or employment relationship.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. Introduction to HRM 7 . motivation. maintenance and utilization of manpower for the purpose of effective and timely achievement of organizational goal/s.Dr. Introduction to HRM 8 . M. Ataur Rahman: Human Resource Management may be defined as a set of activities which include acquisition. development. 3. Must be good communicative and effective leader: Introduction to HRM 9 . 2. 4. 5.Characteristics of Human Resource Management 1. 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. Principles of fair remuneration: 6. Principles of incentive: Introduction to HRM 10 . Principle of labor management cooperation: 4. Principle of scientific selection: 2. Principle of employee development: 3.Principles of Human Resource Management 1. Principle of free flow of commutation: 5. Principle of participation: 9. Principles of dignity of labor: 8.Principles of Human Resource Management 7. Principle of contribution: Introduction to HRM 11 . Principle of team spirit: 10. Maintenance: Introduction to HRM 12 .Motivation: 4.Acquisition: 2.Basic Functions of Human Resource Management 1.Development: 3. Basic Functions of HRM 1. Recruitment: Identifying and attracting qualified people to apply for vacant positions in an organization. skills. . 2. 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. 3. Training and development: The processes by which employees acquire the knowledge. Selection: The process by which companies choose people to fill vacant position in the organization. 6. Performance appraisal: The system used by an organization to measure and assess employees work performances. but also no tangible rewards such as job security.4. including not only financial rewards and benefits. Introduction to HRM 14 . Labor management relation: The continuing relationship between an employer and employers who are represented by labor organization. Compensation: The organization’s entire reward package. 5. Formulation of Human Resources Policies 2.General Functions of Human Resource Management 1. Training and development 5. Guidance and placement: 4. Promotion and transfer Introduction to HRM 15 . Procurement and selection of efficient employees 3. Protection of employees 9. Employee Services 10.General Functions of Human Resource Management (Cont. Maintenance of working environment 8. Job analysis 7. Remuneration: Introduction to HRM 16 .-------) 6. Job and Merit Evaluation: 12. Agreements with Trade Unions 15.General Functions of Human Resource Management (Cont. Workers’ Participation 14.-------) 11. Leadership and Co-operation: Introduction to HRM 17 . Labor Management Relations: 13. Providing benefits and rewards: 17.General Functions of Human Resource Management (Cont. Maintaining discipline: 18. Career planning and development: 19.-------) 16. Reviewing employee needs: Introduction to HRM 18 . Handling grievances: 20. Policy Formulation 2. 6. 5. 3.Importance of Human Resource Management 1. Policy execution Review of employee needs Utilization of human resources Social welfare development Overall development of organization Effective trade unionism Introduction to HRM 19 . 4. 7. Hiring Phase: 3.Phases of Human Resource Management 1. Post-hiring phase: Introduction to HRM 20 . Pre-hire phase: 2. organization. developing developing and employees so that maintaining of effective they become more workforces in an valuable to the organization.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. 2 Key conce rn Labors All employees Introduction to HRM 21 . authority for top personnel officer. Introduction to HRM 22 5 . y formul ation in Participates in formulating overall organization at strategic plan and aligning human resource functions with company strategy. 4 Authority Medium status and High status and authority. employees. Scope It is concerned It concerned with all primarily with manager and hourly. operational a clerical employees.3 Planning It is involved and operational strateg planning only. finance. 8 Integratio It involves moderate n to small integration with other organizational function It is fully integrated with other organizational functions: marketing. legal and production Introduction to HRM 23 .6 7 Decision making Behavior pattern Makes operational It is involved in making decisions only strategic decisions Employees behavior depends on organization’s values/mission Employees behavior depends on organizational norms/customs and practices. procedures. recruitment.g. Coordinates all human resource activities (e. staffing. Introduction to HRM 24 . training. 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.9 Coordin Does not ation coordinate all human resource functions. 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 25 Introduction to HRM . structural and personnel strategies Interests of the Mutuality of interests organization are uppermost Introduction to HRM 26 .14 15 Focus of attention for interventi ons Shared interests Personnel procedures Wide-ranging cultural. Human factor: 2.Philosophy of Human Resource Management 1. Technical factor: Introduction to HRM 27 . 5. 4.Objectives of Human Resource Management 1. 3. 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: Introduction to HRM 28 . 2. To ensure discipline: 9. To develop working conditions in the organization: Introduction to HRM 29 . To attract good people: 7. To make effectiveness: 8. Proper use of human resources: 10.6. Decision (most of the company) comes from the government 6. Government pressure is high 5. 3. Employees are more or less committed.Nature of Human Resource Management in Bangladesh (Public Sector) 1. Management is less efficient 2. They are more or less skilled 4. High degree of irregularities Introduction to HRM 30 . Lack of human resource policy 9.7. Undue political pressure 11. Heavy pressure of trade unions 10. Improper utilization of resources all Introduction to HRM 31 . Lack of quick decision 12. Lack of sense of accountability 8. 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 3 Job design Traini de ve n g an and l op m d ent analysis 11 ry iplina Disc tion Ac Human Resource Management 10 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 32 7 Merit rating 8 C deve aree lopm r ent 9 . 4. 6. 2. 3. Proper policy: Acceptability of policies: Capability: Top management support: Trade union support: Impartiality: Introduction to HRM 33 . 5.Means to Success of Human Resource Management in Bangladesh 1. Utilization of human resources: 8. Effort for employee services: Introduction to HRM 34 . Rate of absenteeism: 6. Frequency of labor turnover: 5. Total labor productivity: 2. Presence of efficient employees: 3. Volume of training: 7. Nature of labor management relations: 4.Factors Determining the Efficiency of HRM in Bangladesh 1. When I take a long time. When my boss does not do it. he is too busy Introduction to HRM 35 . When my boss takes a long time. he is thorough 3. I am slow 2. I am lazy 4. When I do not do it.Behavior of the Boss to the Employees 1. 5. When I do some something without being told. my boss never remember 10. I am polishing 8. he is cooperating 9. I am trying to be smart 6. When I call please to my boss. he is initiative 7. When my boss does the same. When I do good. he never forgets Introduction to HRM 36 . When my boss please to his boss. When I wrong. 5. 3.Problems of Human Resource Management in Bangladesh 1. 2. 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 Introduction to HRM 37 . 4. Negative politics Introduction to HRM 38 .6. Lack of motivation 9. Lack of career planning and program 7. Lack of proper evaluation 8. Lack of suitable relation between labor and management 10. Effective human resource planning 2. Positive relations between labor and management Introduction to HRM 39 . Long time job as human resource manager 4. Possibility of career planning and program 5. Proper establishment 3.Means to Overcome the Problems of HRM in Bangladesh 1. Proper job evaluation High professional management Ability of skilled human resource manager Proper human resource motivation 10. 9. 7. 8.6. Positive working conditions Introduction to HRM 40 . Performance recognition. Introduction to HRM 41 . Exhaustive induction and orientation program. Global opportunities through a variety of exposure and diverse experiences.Some Famous Employers in the World Employers Microsoft (USA) Key Drivers for Attractions & Retention of Talent Early responsibility in careers. Competitive reward. Innovative HR programs and practices. Flexible and transparent organizational culture. where performance could lead to very quick career progression Challenging work content Exhaustive induction and orientation program.K) Early responsibility in careers. Performance recognition. Flat organization. Introduction to HRM 42 . Flexible and transparent organizational culture. Competitive reward. Procter & Gamble (U. Comprehensive development and learning programs.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’. Global opportunities through a variety of exposure and diverse experiences. 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. Introduction to HRM 43 .Some Famous Employers in the World Employers American Express (USA) Key Drivers for Attractions & Retention of Talent Strong global brand Value-based environment. Comprehensive development and learning programs.K) Key Drivers for Attractions & Retention of Talent Strong values of trust. caring. transparent. GlaxoSmithK line Consumer Healthcare (U.Some Famous Employers in the World Employers Johnson & Johnson (U. Early responsibility in career Training and learning opportunities Visible.K) . where performance could lead to very quick career progression Challenging work content Exhaustive induction and orientation program. and accessible leaders Competitive rewards Innovative HR programs and practices. Performance driven rewards Organization that believes in ‘growing our own timber’. Freedom to operate at work. fairness. Introduction to HRM 44 Competitive reward. Flat organization. and respect within the organization. Opportunities for rapid growth.Some Famous Employers in the World Employers Square Toiletries (BD) Key Drivers for Attractions & Retention of Talent Company brand. Innovative people programmers. Customers’ loyalty. Value compatibility. Training and development programs. Management according to the managing with respect to guiding principles. Structured career planning process Global career opportunities Company’s brand as an employer. to HRM Introduction Islami Bank Bangladesh Limited (IBBL) (BD) 45 . High degree of autonomy. transparent. High trust and confidence. Open. High ethical standard. and caring organization. Some Famous Employers in the World Employers Key Drivers for Attractions & Retention of Talent PADMA Oil Corporation (BD) Company brand image Work ethics. and caring organization. Learning and growth opportunities. Sharing profit IBM (USA) High quality brand image. Challenging work assignments. Training and development programs. Growing organization. Open. transparent. Structured career planning process Competitive pay and benefit Introduction to HRM 46 . Opportunity to work with Fortune 500 clients. Strong corporate conveyance and citizenship. Challenging assignments. Commitment to learning and development. Best in people practices.Some Famous Employers in the World Employers BRAC (BD) Key Drivers for Attractions & Retention of Talent The group brand equity. Introduction to HRM 47 . Thank You Introduction to HRM 48 .