HUMAN RESOURCE MANGEMENTPresentation Sainjo Boyz Habibullah MD. :– (10-16286-1) Datta Shibadri. :- (10-16282-1) MD.Ikram Hossain :-(10-16237-1) Hoyk Sen Components of a HRM Human Resource Planning Career Development Compensation & Benefits Recruitment/ Decruitment HRM Performance Management Selection Orientation Training/ Development Recruiting & Selection Training & Development Compensation & Benefit .Presentation Agenda Prime Activities Of HRM Planning. Human Resource Planning . Human Resource Planning Assessing Current Human Resources Assessing Future Human Resource Needs Developing a Program to Meet Needs . Environmental factors: Labor markets. vacancies and departmental expansions and reductions.Planning. use of computers to build and maintain information about employees . It is accomplished through analysis of Internal factors : Current and expected skill needs.. Job analysis Defines jobs and the behaviors to perform them .Planning ………. how its done and why it is done. Job specification A statement of the minimum qualifications that a person must possess to perform a given job successfully. . Job description A written statement of what a job holder does. Job Evaluation It is a process by which the relative values of jobs within the organization are detedmined .Planning ………. excellent judgment. management and interpersonal skills •Excellent Analytical. strong leadership skills. a sense of personal initiative and problem solving abilities.Part-Time raihan@ro Axiata B 16642 (Ba 168616(Ba Part-Time raihan@ro Axiata B 16642 168616 Axiata (Bangladesh) Limited is popularly known by its brand name . started its commercial operation in Dhaka. SMS. Students continuing relevant studies can also apply. Contact Center Key Responsibilities: •To handle all customer contacts (voice. . Bangladesh as a GSM cellular phone operator in 15th November. •Excellent communication and presentation skill •Must have positive attitude •Excellent negotiation. •To update oneself on all products and services and other policies. as and when required. while logging all complaints and queries received. by maintaining quality of service and accuracy of information •To analyze and rectify customer concerns using established procedures. AXB plans to recruit the bright and dynamic individual who will make a difference and drive us towards success. 2010 . 1997. procedures of the company. AXB believes in equity in candidate selection. Education: Bachelor in Business or any discipline from a reputed national / foreign university with good academic background. •To attend to the duties and responsibilities assigned of the Contact Center by following the assigned roster and eWFM plan. Problem Solving and innovative thinking ability •Basic Computer skills Job Location:Dhaka Application Deadline: April 25. email etc) received. MARKET OPERATIONS DIVISION POSITION:Part-Time Agent. which is a joint venture company between Axiata Group Berhad and NTT Docomo Inc. •To inform the Contact Center Management of any issues that need resolving •To actively participate in enhancing the overall performance of the Contact Center by sharing suggestions and ideas as well as taking initiatives for improvement •Attend to any other tasks assigned by the management. Applicants must have the highest ethical standards. •To attend all training programs as per schedule. Experience & Skills: •Previous record of Part-time job experience in Contact Center is preferred. Recruitment &Decruitment . layoffs. and attracting capable applicants. Decruitment Techniques for reducing the labor supply within an organization.Recruitment The development of a pool of job candidates in accordance with a human resource plan It is the process of locating. . retirements. firing . e.g. identifying. transfers. Web based advertising. Initial screening to create a pool of qualified applicants. Methods of Recruitment process: External Recruitment Internal Recruitment . Preliminary contact with potential job candidates.Process of Recruitment Steps in the Recruitment process: Internal Search Advertisement of a job vacancy. Internal Searches University Placement Employee Referrals Employee Leasing Recruitment Sources Online Employment Agencies Advertisements . Selection . The scheme used for optimally staffing the organization .Selection The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired. Selection Validity and Reliability Validity The proven relationship that exists between a selection device and some relevant job criterion Reliability The ability of a selection device to measure the same thing consistently . 2. Interviews: It is most common method in which selection committee evaluates a candidate’s abilities by following methods: .Completed Job Applications: This step indicates the employee desire position and this application provides information useful for interviews.Selection Criteria 1. To evaluate a candidate for the job.Selection Criteria Types Of Interviews: Testing: (continued) To measure the job and learning skills of the candidate. Initial Screening: A type of interview in which questions are asked about experience of the candidate and his salary expectations Panel and Serial interviews. . Background Checks: Selection committee confirm the truthfulness of application Résumé or of the application form. . The objective of this step is to find out more about applicant as an individual.Steps In Selection (continued) • In Depth Selection Interviews: These interviews are conducted by the manager to whom the applicant will report. The previous supervisor of the applicant is called to confirm this information and to get his career highlights. 3. Physical Examination: It is conducted to ensure the physical fitness of applicant. .Steps In Selection (continued) 4. . travel. duties and responsibilities Starting date. etc.probationary period.Steps In Selection 5.Job Offer: (continued) Welcome Position / title Authority. normal work hours Starting salary Benefit package Other . Orientation . Orientation Introduction of a new employee to his/her job and the organization. also called socialization. . A program designed to help employees fit smoothly into an organization. Orientation or socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization. 3.purpose operations. and products or services and contribution of employee’s job to the organization’s needs. 2. work rules and employee benefit. . It conveys three types of information: General information about daily work routine. Review of organization’s history . Presentation of organization’s policies.Orientation (continued) 1. Types of Orientation Two types of orientation: 1. Work unit orientation: Familiarizes employee with goals of work unit, contribution to the unit’s goals, introduction to co-workers. 2. Organization orientation: Informs employee about the organization’s objectives, history ,philosophy procedures and rules, human resource policies and benefits. Tour of organization’s work facilities. Orientation of new employees in Mobilink GSM Objective is to inform all new employees with the basic structure and rules of Mobilink. Human resource Department is responsible for orientation. Orientation CD regarding PMCL, Organizational charts. With the first week of the employment employee go through Department orientation . Orientation of new employees in Mobilink GSM (continued) Within 30 days of employment all new employees attend a formal orientation program which includes 1. Nature of business 2. History-philosophy and structure of company 3. Structure chain command within the company 4. Company benefit plans 5. Layout and facilities offered by the company . Training . Training Programs A process designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employee’s abilities or skills. . .Developmental Programs A process designed to develop skills necessary for future work activities. Both managers and non-managers receive help from training and developmental program but mostly non-managers are concerned with training while the managers are concerned with developmental programs.Difference between Training and Developmental Programs Training is for the current improvement in the job while developmental program is for improving the skill which will be used in the future. . Why Training and Developmental Program? To improve three types of skills 1) Technical skills 2) Interpersonal skills 3) Problem solving skills . .Types Of Skills Technical Skills: ―The skills of improving basic skills like the ability to read . write and doing math computations as well as job specific competences‖. Types Of Skills Interpersonal skills: (continued) ―This type of training includes learning how to be better listener. . how to communicate ideas more clearly and how to reduce conflicts‖. being creative in developing alternatives. reasoning and skills at defining problems. analyzing alternatives and selecting solutions‖. .Types Of Skills (continued) Problem solving skills: ―These skills include participating in activities to sharpen logic . 2) Some skill training is too complex to learn on the job. in such cases it should take place outside the work setting. .Training Methods 1) Most training takes place on the job because this approach is simple and inexpensive. To strengthen management and professional teams at all organizational levels. Provide employees with greater opportunity to grow and succeed with in the company. .Training In Mobilink GSM The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. Training In Mobilink GSM (continued) The employees are trained technically and periodically either locally or abroad according pre-planned programs. . Technical. Clerical and Supervisory and Managerial courses. Training in Mobilink GSM upgrades capabilities of employees. provides guidance and individual counseling . Construct training programs and provide employees a variety of Job skills. Then on the basis of their performance they give them advance jobs. They fill every position vacancy with the best qualified person obtained. . The purpose of this meting is to focus on the individual discipline and performance during the training program. They prefer their own employees and go outside only when fully qualified person is not obtainable.Training and Development in Mobilink GSM_______ The human resource department conducts a meeting with department heads at the end of the training program. Employees Performance Management . .Employee Performance Management Performance management is a process used within organization to establish and evaluate an individual’s job performance to achieve goals and objectives. Performance Management Performance Appraisal A process of systematically evaluating performance and providing feedback upon which performance adjustments can be made. job description. . and job specifications. Performance appraisal should be based on job analysis. . identifying deserving raises or promotions.Types of Performance Appraisal Informal Performance Appraisal: ―The process of continually feeding back to subordinates information regarding their work performance‖ Formal Performance Appraisal: ―A formalized appraisal process for rating work performance. and identifying those in need of further training‖. 360 Degree Feedback Written Essays Multiperson Comparisons Performance Appraisal Methods Graphic Rating Scale BARS Behavioral Anchored Rating Scales Critical Incidents . Written essay A technique in which an evaluator writes out employee strengths. Disadvantages of this is more a measure of evaluators writing ability than of employee actual performance. . Advantages of this is simple to use.weeknesses.past performance and potential. Advantages of this provide quantitative data . Disadvantage of this do not provide depth of job behavior assessed. .Graphical rating scale A performance appraisal technique in which an employee is rated on a set of performance factors. less time consuming than other methods. Critical incidents A technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performance. Disadvantage time consuming lack of quantification. . Advantage rich examples behaviorally based. Behaviorally anchored rating scales (BARS) A performance appraisal technique that appraises an employee on example of actual job behavior. Advantage focus on specific and measurable job behaviors. Disadvantage time consuming difficult to develop. . Disadvantage unwieldy with large no of employees.Multiperson comparisons Performance appraisal techniques that compare one individuals performance with that of one or more other individuals. • Group ranking • Individual ranking Advantage compares with one another. . Disadvantage time consuming. .360 degree feedback A performance appraisal method that utilizes feedback from supervisors employees and coworkers. Advantage of this is thorough. . Measurement errors can threaten the reliability or validity of performance appraisals. an appraisal system must be: Reliable — provide consistent results across time. Valid — actually measure people on relevant job content.Performance Management (conclusion) To be meaningful. r. past performance at Mobilink .Performance Management in Mobilink GSM PMCL provide a formal review program to evaluate work performance and to promote communication and discussion of job performance w.t. . Problem solving & decision making. Flexibility. Customer focus.Performance Management in Mobilink GSM (continued) Mobilink asses the employee on: Leadership. Communication skills. Initiative and drive. Team work and Co-operation. . The immediate supervisor prepares an annual report in December of each year of each employee Increments are also given at the end of the year .Performance Management in Mobilink GSM (continued) Performance appraisal is done on an annual basis (from January 1st to December 31st) To give a chance to subordinates to evaluate their seniors a 360 degree evaluation is conducted at the tome of the performance evaluation.increments are percentage of salaries. Promotions is given on good performance after completing two years in the current grade. Bonuses are given but the employee must have to complete 6 months in the company service. Career Development . . It is also defined as ―advancement‖.Career A sequence of positions held by a person during his or her lifetime. assessment and training to help employees to realize their career goals.Career Development (Past) Programs typically designed by organizations To advance their work activities within specific organization. Provide information . . Attract and retain highly talented people. .Career Development (Today) Wide spread organizational changes have lead to uncertainty and chaos concerning the concept of traditional organizational career. Important skills. 4. . 2. 3. Organizational loyalty. Career Progression.Significant Conclusion about Career Development? The individual – not the organization is responsible for his/her own career! Organizational members have to look out for themselves and become more self reliant. Boundary less career is being established in which individual rather than organization define 1. Market place value. Benefits. Working as a team. Money. Job location. How to survive and excel in your career.Career Decisions Career choice. Initiate Job search. . Opportunities for personnel development. Recognition for good performance. Support your boss. Present the right image. Continue upgrading your skills. Gain control of organization resources. Do Good work. Learn the power structure. Stay visible.Successful Management for Career Development Develop a network. . Stay mobile. Don’t stay too long in your first job. .Career Development In Mobilink GSM____ Mobilink GSM supports the development of its employee’s skills and abilities with an aim to achieve their potential. Procedures for Career Development In Mobilink GSM All vacancies for Positions of grade level ―Assistant Manager‖ and above are announced internally or displayed on notice board. . One year experience of work in Mobilink company Selected person ensure to meet all requirements and will join the new job after getting clearance from department head for probation period. Results of performance appraisal is increments.Procedures for Career Development In Mobilink GSM (continued) Submission of application to HR department Candidates are evaluated and assessed through test. salary adjustments and promotions showing the last three years inclination of company after obtaining approval from the president . promotion and annual increment of Mobilink. Performance appraisal System provides basis for decisions regarding confirmation. Current Issues Of Human Resource Management . ethnicity. age and other characteristics that reflect differences. •Selection •Recruitment •Orientation & Training .Current Issues Of HRM Workforce Diversity: A workforce that’s more heterogeneous in term of gender. Employees can not leave their families.Current Issues Of HRM (continued) Work-Life Balance: Balance between family life and work life. • Family Friendly Benefits •Dual Career Couples . such as Union interests. can influence HRM. situational factors (local labor market). Organizations react to these pressures .Current Issues Of HRM (continued) Environmental Pressures: External stakeholder interests. Current Issues Of HRM Four C’s Model For Evaluating Human Resources Competence Commitment Congruence Cost effectiveness . Moblink has a formal environment which can be changed to more relax and friendly environment. here as only 1 fore Lahore. This can be unjustified keeping in view that a large number of employee work in Lahore. .Current Issues Of HRM in Mobilink Following are some issues of HRM in Mobilink The timing although is 9 am to 5 pm. but it is adhered to as the normal employee leaves his office not before 6 am. The hierarchy chart shows 3 HR managers/ coordinators for Islamabad. Conclusion Importance of HRM HRM process Job descriptions Recruitment Selection Training Performance appraisal method Career development Current issues .