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Introducing Human Resource Management Chapter No: 1 st By: Margaret Foot & Caroline Hook Third Edition Prepared By: Omid Sabah Master (Economics) Master (Management). Introducing Human Resource Management. Objectives.

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slide1
Introducing Human Resource Management

Chapter No: 1st

By: Margaret Foot & Caroline Hook

Third Edition

Prepared By: Omid Sabah

Master (Economics)

Master (Management)

introducing human resource management
Introducing Human Resource Management

Objectives

  • By the end of this chapter you will be able to:
  • What is HRM?
  • Why we are concerned with HRM?
  • What is meant by the terms personnel management?
  • Shifting from personnel management to HRM
  • Concept of People working as individual, Group, and Team
slide3
What is Human Resource Management?

Managerial function that tries to match an organizations needs to the skills and abilities of its employees

OR

Managing the people in organization is called HRM

OR

Concerned with attracting, maintaining and developing people in organization

slide4

Human Resource Management

Resource

HRM

Management

Human

why we are concerned with hrm
Why We are Concerned with HRM?

Today if you are running a project what source do we need more to be successful?

Arrangement of Technology?

Arrangement of Budget?

Arrangement of Land?

Arrangement of People?

Human resource arrangement is a big deal for any type of business success

what is meant by personnel management
What is Meant by Personnel Management?

Is the study of how employers obtain, develop, utilize, maintain, the right number of persons for the right work or job

primary activities of personnel management
Primary Activities of Personnel Management
  • Planning company picnics or to arrange some parties of fun programs for the department
  • Scheduling Vacation

Example: Who should leave for holiday this month?

  • Enrolling workers for health-care coverage
  • Planning retirement parties
shifting from personnel management to hrm history
Shifting from Personnel management to HRM (History)
  • Personnel management has been a recognized function in the USA since 1890s
  • Management thinking was developed until 1950s
  • Human Relations can effect productivity
  • In 1970, the job of HR manager was to keep their companies out of court
  • From the 1970s onwards, change was the primary concern
  • Because all of the mentioned changes in personnel management the concept of HRM was emerged in 1990 and 20th s
organizations changed with time
Organizations changed with Time

What was the primary concern of organizations at that time (Century ago)?

  • Before 1900, there main concern was producing more and more, to bring more people in production place
  • 1900-10, Employee Welfare: At this time organization was a little thinking that employee need something to eat and give some reward
  • 1930-40, Unionization and productivity: with union there was great productivity
  • 1940-50, Economic Security: The more economic resources you have the more you were secured
  • 1950-60, Human Relations can direct effect the production
  • 1960-70, Employment Law: Rule and regulation about employment should be strong
  • 1970-80, Quality of Work Life (QWL): Working in safe environment where stress is less

Example: If you have good computer with air-conditioned and good furniture off course you will be more energetic and motivated

organizations changed with time continued
Organizations changed with Time (Continued)
  • 1980-1990, Employee Displacement: New technologies were introduced, people were differentiating that this worker is good and this is not, ten persons work can be done by five persons
  • 1990-2000, The main concern was productivity, efficiency, and quality
  • 2000, how to survive from competitive pressures
shifting from personnel management to hrm
Shifting from personnel management to HRM
  • 1940’s-1950’s Mechanistic Period
  • 1960’s-1970’s Legalistic Period
  • 1980’s Organistic Period
  • 1990’s Strategic Period
  • 2000’s Catalytic Period
  • Mechanistic Period (1940-50): Manufacturing was the driver of industry and the HR was performed in mechanical way
shifting from personnel management to hrm continued
Shifting from personnel management to HRM (Continued)
  • Legalistic Period (1960-70): Rules and regulations were made to control the employee through this
  • Organistic Period (1980): To bring change in work environment because to make organization profit oriented
  • Strategic Period (1990): HR becomes a truly strategic function
  • Catalytic Period (2000): To speed up the reaction

Example: Today new trends are entering the organizations but HR is playing a key role in that

concept of people working as individuals groups and teams
Concept of people working as Individuals, Groups and Teams
  • Individual: Those who wish to work individually in organization want pride and need recognition
  • Group: A group is just a collection of people with something in common
why do people join group
Why do People Join Group?

Because of the following reasons:

  • Security: In organization and society getting more people get together with each other means secure
  • Status: Every person is feeling pride that other people should give him/her respect
  • Social Need: Every person inside society wants to communicate and participate
  • Power: Alone if you are talking no one will lesson but as a group every one can pay attention
  • Goal Achievement: Achieving something alone can not be productive than achieving in group
types of groups
Types of Groups
  • Formal Groups: Gathering of people and assign them work from organization side
  • Informal Groups: People from different minds, attitudes close together and they form a group
teams
Teams?

The word team stands for?

  • T=?
  • E= ?
  • A= ?
  • M= ?

“Its easy to get players, Getting them to play together, that the hard part”

A team is internally organized, with specific goals and usually with specific roles for different members of the team

types of teams
Types of Teams

Following are some essential types of team:

  • Problem Solving Team: This team is form because to solve specific problem
  • Self-Managed Team: Team which is able to manage their self various types of condition
  • Cross-Functional Team: Different members of departments are getting together to solve the problem
  • Virtual Team: Communication between a team in various different locations

Example: one member of team is in Kabul another in USA, all they should communicate with each other

how to bring individuals into teams
How to bring Individuals into Teams?

Following are the effective ways:

  • Selection: Here selection means picking the right person for the job
  • Training: By picking the person only is not enough but to train and develop them
  • Rewards: When he or she shows excellent efforts a reward should be given to him or her
key differences between teams and groups
Key Differences between Teams and Groups

Team: team building can take years

Group: group building can take a few minutes

Team: team is more difficult to form because members of team may be selected from there skill, experience

Group: group is much easy to form

Example: If you had a room filled with professional accountants, for example, they can be grouped according to gender, age, and other common factors

key differences between teams and groups continued
Key Differences between Teams and Groups (Continued)
  • In a group, members think they are grouped together for administrative purposes only.
  • In a team, members recognized their dependence and understand both personal and team goals are best accomplished with mutual support.
key differences between teams and groups continued1
Key Differences between Teams and Groups (Continued)
  • In a group, members tend to focus on themselves because they are not sufficiently involved in planning the unit\'s objectives.
  • In a team, members feel a sense of ownership for their jobs and unit, because they are committed to values based common goals which they helped establish.
slide22
THE END OF CHAPTER NO: 1ST

INTRODUCING HUMAN RESOURCE MANAGEMENT

THANKS

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