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Presentation On Human Resource Management. Human Resource Management (HRM). It involves the productive use of people in achieving the organization's strategic Objectives and the satisfactions of individual employees needs.

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presentation on human resource management
Presentation

On

Human Resource Management

human resource management hrm
Human Resource Management(HRM)
  • It involves the productive use of people in achieving the organization's strategic Objectives and the satisfactions of individual employees needs.
  • The management function that deals with recruitment, placement, training, development of organization members.
  • Simply it is managing the employment relationships.
importance of hrm
Importance of HRM
  • People are important assets of an organization.
  • Success of an organization depends upon people.
  • People’s performance depends upon careful attention to them.
components of a hrm system
Components of a HRM System

Career

Development

Human Resource

Planning

Compensation &

Benefits

HRM

Performance

Management

Recruitment/

Decruitment

Selection

Orientation

Training/

Development

oil gas developing company limited ogdcl
Oil & Gas Developing Company Limited (OGDCL)

“The Price of greatness is Responsibility”

introduction of ogdcl
Introduction of OGDCL
  • Established in 1961 with Russian Collaboration
  • Self Financed Organization (1989)
  • 44 fields throughout the Pakistan

(Nand Pur, Dhodak, Uch ect.)

  • OGDCL works in:
    • Exploring
    • Drilling
    • Production
    • Marketing
our sources of information
Our Sources of Information

M. Khalid Paracha

Regional Chief

OGDCL

Manzoor Watto

Field Manager

OGDCL Nand Pur

slide8

M. Nadeem

Asst. to Field Manager

Mian Shafiq

In charge Plant

Khalid Parvez

In charge Production

M. Shafiq

Superintendent Admin

M. Ameer

Store Supervisor

slide9

Company Vision

To be the leading, regional Pakistani O & G Company, recognized for its people, partnerships and performance.

mission
Mission

To become a competitive, dynamic and growing O & G Company, rapidly enhancing our reserves through world class workforce, best management practices and technology and maximizing returns to all stakeholders by capturing high value business opportunities within the country and abroad, while being responsible corporate citizen.

human resource management process

Human Resource Management Process

The most important set of activities in any organization

hrm planning
HRM “Planning”
  • Human resource planning is designed to ensure the future personnel needs will be constantly and appropriately met.
  • The process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks.
p lanning continued
Planning ………. (continued)
  • CurrentAssessment:
  • Job analysis

Defines jobs and the behaviors to perform them .

  • Job description

A written statement of what a job holder does, 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.

  • Meeting Future Human Resource Needs.
planning and forecasting
Planning and Forecasting
  • The process of deciding what positions the firm will have to fill and how to fill them.

Assessing Current

Human Resources

Assessing Future

Human Resource

Needs

Developing a

Program to Meet

Needs

job analysis

Job Analysis

Job analysis is the procedure through which you determine the duties of positions and characteristics of the people to hire for them.

uses of job information collected through job analysis
Uses of Job Information collected through Job Analysis
  • Recruitment and selection
  • Compensation
  • Performance appraisal
  • Training
  • Discovering unassigned duties
method of collecting job analysis information
Method of Collecting Job Analysis Information
  • Interview
  • Questionnaires
  • Observation
  • Participant diary
job analysis in ogdcl
JOB ANALYSIS IN OGDCL
  • Supervisory Interviews
  • Employment Tests
  • Realistic Job previews
  • Selection interview
r ecruitment
Recruitment
  • The development of a pool of job candidates in accordance with a human resource plan
  • It is the process of locating, identifying, and attracting capable applicants.

Decruitment

  • Techniques for reducing the labor supply within an organization. e.g. firing ,layoffs, transfers, retirements.
process of recruitment
Process of Recruitment
  • Steps in the Recruitment process:
    • Internal Search
    • Advertisement of a job vacancy.
    • Web based advertising.
    • Preliminary contact with potential job candidates.
    • Initial screening to create a pool of qualified applicants.
  • Methods of Recruitment process:
    • External Recruitment
    • Internal Recruitment
selection
Selection
  • The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired.
  • The scheme used for optimally staffing the organization
selection1
Selection
  • Completed Job Applications:
  • Interviews
  • Testing
  • Initial Screening
  • Panel and Serial interviews
  • Background Checks
  • Physical Examination
  • Job Offer
orientation
Orientation
  • Definition
  • Introduction of new employee to their job, their colleague and the organization.
  • Types
  • Formal
  • Informal
topics often covered in orientation program
Organizational Issues

Names & titles of key executives.

Employees title & department.

Product line or services provided.

Over view of production process.

Company policies & rules.

Disciplinary regulations.

Employee Benefits

Pay scales & pay days.

Vacations & holidays.

Rest breaks.

Counseling.

Insurance benefits.

Retirement program.

Topics often covered in Orientation program
topics often covered in orientation program1
Introduction.

To supervisors.

To trainers.

To co workers.

To employee counselor.

Job duties.

Job location.

Job tasks.

Job safety requirements.

Over view of job.

Job objectives.

Topics often covered in Orientation program
in context of ogdcl
In context of OGDCL
  • Employees are introduced to their job.
  • To their colleagues.
  • To their organization.
  • Informal way of orientation

i.e job assigned to a senior member.

training
Training
  • Training represents activities that teach employees how to better perform their jobs.
  • The process of teaching new employees the basic skills they need to perform their job.
benefits of training
Benefits of training
  • Improves profitability.
  • Improves the job knowledge & skills.
  • Improves morale of work force.
  • Helps in understanding & carrying out organizational policies.
  • More efficient problem solving & decision making.
  • Adjust to change.
  • Increases job satisfaction.
types of training
Types of Training
  • Interpersonal skills.
  • Technical.
  • Problem solving/ Decision making
employee training methods
Employee Training Methods
  • On the job.
  • Job rotation.
  • Mentoring & coaching.
  • Work books & manuals.
  • Class room lectures.
in context of ogdcl1
In context of OGDCL
  • For new employees.
  • Technical training most important.
  • Methods used for training”
    • On the job Mentoring & coaching.
    • Class room lectures.
employee 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.
the process in performance appraisals
The Process In Performance Appraisals
  • Establishing performance goals and standards
  • Measuring actual performance.
  • Comparing actual performance and standards
  • Performance review
  • Making corrective action (if necessary)
performance appraisals at ogdcl
Performance Appraisals at “OGDCL”
  • Managers of all departments,including all field managers.
  • Team-based verification of employees performance.
  • Feedback,development & incentives required to help employees’ performance deficiencies.
  • Main target is to improve performance.
slide42

360 Degree

Feedback

Written

Essays

Multiperson

Comparisons

Graphic

Rating

Scale

BARS

Behavioral

Anchored

Rating Scales

Critical

Incidents

Performance

Appraisal

Methods

who should appraise performance
Who Should Appraise Performance?
  • The supervisor observes and/or evaluates his or her subordinates’ work.
  • Self-appraisal requires employees to evaluate their own performance
  • Subordinate appraisal provides feedback to managers on how their subordinates view them especially on leadership, communication, delegation of authority, co-ordination, and interest in subordinates.
  • Peer appraisal involves employees rating one of their own fellow workers, and the reports are compiled into a single profile for use in the performance review conducted by the employee’s manager
career
Career
  • A sequence of positions held by a person during his or her lifetime.
  • It is also defined as “advancement”.
defining
Defining...
  • Career
  • Career Planning
  • Career Management
  • Career Development
  • HR Departments & Career Planning
  • Managing Promotions & Transfers
  • Diversity in Career Management
  • Benefits of Career Planning
significant conclusion about career development
Significant Conclusion about Career Development?
  • Today 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
  • Career Progression.
  • Organizational loyalty.
  • Important skills.
  • Market place value.
career planning in ogdcl
Career Planning in“OGDCL”
  • A distinct sector working under the HR Department
  • Career planning for employees,with the collaboration of HR Department
  • Full guidance to employees in developing their career
benefits of career planning
Benefits of Career Planning
  • Awareness of Opportunity
  • Assists with workforce Diversity
  • Taps employee potential
  • Reduces hoarding
  • Satisfies employee needs
  • Lowers turnover
the hrm process

Human

Resource

management

Recruitment

Decruitment

Orientation

Training

Selection

Career

development

Compensation

benefits

Performance

management

The HRM Process
compensation
Compensation
  • “What employees receive in exchange for their work.”
compensation1
Compensation
  • Objectives
  • To attract and keep the desired quality and mix of employees
  • To ensure fair and equitable treatment
  • To motivate employees to improve their performance continually
  • To ensure compensation is maintained at the desired competitive level
in context of ogdcl cont d
Designations

Officers

Assistants

Workers

Pay Rolls

Rs. 45,000 to Rs.100,000

Rs. 20,000 Rs. 40,000

Rs. 10,000 Rs. 15,000

In Context ofOGDCLcont’d
in context of ogdcl cont d1
In Context of OGDCLcont’d
  • Increment on Salary
  • 15 % on best performance
  • 7 % on average Performance
  • Performance bonus on net profit
in context of ogdcl2
In Context of OGDCL
  • Friendly Working Environment
  • Semi De-Centralized Model
  • Pick & Drop Service
  • Allowances for Food
in context of ogdcl cont d2
In Context of OGDCLcont’d
  • Heads In annual budget for staff
  • Fire Department
  • Air Base (under process)
  • Fly Camp (Entertainment)
benefits services
Benefits & Services
  • Fringe Benefits

Benefits and services that employees receive as indirect compensation.

benefits services1
Benefits & Services
  • Benefits are classified into:
  • Insurance
  • Security
  • Time-off
  • Work Scheduling
benefits services in ogdcl
Benefits & Servicesin OGDCL
  • Medical Benefit
  • Time-off
  • Retirement plan
  • EmployeesSafety
ethical aspects of ogdcl
Ethical Aspects of OGDCL

Employees

  • Are praised for good work.
  • Are Trusted.
  • Complaints are dealt with effectively.
  • Are treated with respect.
  • Questions and problems are responded quickly.
ethical aspects of ogdcl1
Ethical Aspects of OGDCL
  • Employees hard work is appreciated.
  • Employees are treated fairly.
  • Co-workers help each other.
  • Co-workers treat each other with respect.
slide67

Labor UnionsAn association or society of employeesof a particular field/org. which representsthem and exists for a purpose.

Aims

  • Union security
  • Improved wages, hours and working conditions.

Collective Bargaining

Process through which representatives of union and management meet to negotiate a labor agreement.

in context of ogdcl3
In context of OGDCL
  • All Employees Labor Union
  • All Mazdoor Ittahad Union

Here two Labor Unions Exist

union tools
Union Tools
  • Strikes
  • Boycotts
  • Corporate campaign
  • Inside games
slide70
Losses may face by the OGDCL
  • If employees don’t work for an hour, the org has to face the loss of millions of rupees.
overall framework for human resource management
Overall Framework for Human Resource Management
  • COMPETITIVECHALLENGES
  • Globalization
  • Technology
  • Managing change
  • Human capital
  • Responsiveness
  • Cost containment
  • HUMAN RESOURCES
  • Planning
  • Recruitment
  • Staffing
  • Job design
  • Training/development
  • Appraisal
  • Communications
  • Compensation
  • Benefits
  • Labor relations
  • EMPLOYEECONCERNS
  • Background diversity
  • Age distribution
  • Gender issues
  • Educational levels
  • Employee rights
  • Privacy issues
  • Work attitudes
  • Family concerns