HRM Policies and Practices

Course Code: MGT450

Dr. Saqib Yousaf

Introduction to Course

Nature and Scope of HRM

Challenges in HRM

An Investment Perspective of HRM

Human Resource Planning

Job Analysis and Job Design

Recruitment and Selection

Inducting and Placing New Hires

Performance Appraisal

Compensation Management (components of remuneration,

incentives, benefits and services, fringe benefits, perquisites,
top executives remuneration)

Introduction to Course
Health and Safe Environment
Managing Separations and Rightsizing
Industrial Relations
Trade Unions
Resolving Disputes
Labour Laws in Pakistan
Equal Employment Practices in Pakistan
International Human Resource Management
Evaluating HR effectiveness

Grading System
Assignment

10 MARKS

Quizzes

10 MARKS

Graded Discussion

05 MARKS

Sessionals (I and II)

25 MARKS

Final Exam

50 MARKS

TOTAL

100 MARKS

Lecture Overview
HRM Definition
Scope of HRM
Difference between HRM and PM
Resource Management
Functions of HRM Human
Department

HRM Functions and Objectives

Reading Material

Gary Dessler : Human Resource Management

Publisher National Book Foundation

CHAPTER 1
UNDERSTANDING THE NATURE AND SCOPE
OF HRM

Lecture Overview
What is HRM?
HRM Activities
Scope of HRM
Difference between HRM and PM
HRM Objectives and Functions

HUMAN RESOURCE MANAGEMENT (HRM)

HRM defined as
HRM is management function concerned with hiring , motivating and
maintaining people in an organization. It focuses on people in
organization
(Aswathappa, 2008, p.5)

HRM: Peoples Dimensions In Organizations

HRM: the application of management functions and principles
related to employees
HRM functions applicable every where (not for profit and profit
driven organizations)
Employees decisions are integrated
Employee decision brings effectiveness/efficiency in
organization
HRM includes all major activities in professional life of a worker
All activities from employee entry to managing performance
and training until he or she leaves

HRM Activities
HR Planning
Job Analysis and Design
Recruitment and Selection
Training and Development
Remuneration
Welfare
Safe and Healthy Work Environment
Industrial relations

SCOPE OF HRM
1. Introduction to HRM
2. Employee Hiring
3. Employee Remuneration
4. Employee Motivation
5. Employee Maintenance
6. Industrial Relations
7. Prospects of HRM

Scope Of HRM
Prospects
of
HRM

Career
Development

IR

Introduction
of
HRM

HRM

Employee
Maintenance

Source: Aswathappa, 2008, p.6

Employee
Hiring

Employee
Remuneration

Employee
Motivation

The Semantics
There two terms
1. PM (Personnel Management )
2. HRM (Human Resource Management )
PM and HRM are different in scope and orientation
HRM is broad concept
PM and HRD (Human Resource Development) are part of HRM

Differences Between HRM and PM

Dimensions
1.Employment
contract
2.Rules
3.Guide to
management action
4.Behaviour referent
5.Managerial task
vis--vis labor
6.Speed of decision
7.Management role
8.Communication
9. Prized
management skills
10.Selection
11.Labour
management
12.Job categories

PM
Care full delineation
of written contracts
Importance of
devising clear rules
Procedures

HRM
Aim to go behind
contract
Can do outlook,
impatience with rule
Business need

Norms ,customs and

practices
Monitoring

Values and mission

Slow
Transactional

Fast
Transformational
leadership
Direct
Facilitation

Indirect
Negotiation
Separate ,marginal
task
Collective barraging
contracts
Many

Nurturing

Integrated, key task

Individual contracts
Few

Differences Between HRM and PM

Dimensions

PM

HRM

15.Respect for
employees

Labour is used as
tool which is
spendable and
replaceable
Interest of
organizations are
uppermost
Precedes HRM

Peoples are used as

assets to be used for
the benefit of
organization
Mutuality of interest

16.Shared interest

17.Evolution
18.Locus of control
19.Oganization
principles

External
Mechanistic
Top down
centralized

20.Key relations
21.Initiatives
22.Pay
23.Training and
development

Labour Management
Piecemeal
Job evaluation
Controlled accessed
to courses

Latest in evolution of
subjects
Internal
Organic
Bottom-up
Decentralized
Customers
Integrated
Performance related
Learning companies

Source: Aswathappa, 2008, p.7

HRM Functions and Objectives

The main objective of HRM is to ensure the availability of
willing and competent force to an organization
There are other objective of HRM too
1. Societal objectives
2. Functional objectives
3. Organizational objectives
4. Personal objectives

HRM FUNCTIONS AND OBJECTIVES

Societal Objectives

Organizational
Objectives

Functional
Objectives

Personal
Objectives
Source: Aswathappa, 2008, p.8

HRM Functions and Objectives

1 Societal objectives
Societal objectives of HRM make sure that the organization is
socially and ethically responsible
Minimizing negative impact of societal demands on
organizations
For example: EOE laws forces organizations to be ethical in
recruitment, to minimize the discrimination against hiring
based on ethnicity, race, and religion etc.

HRM Functions and Objectives

2 Organizational objectives
To determine the role of HRM in organizational effectiveness
Its purpose is to assist/serve organization
HR department also serve other departments

HRM Functions and Objectives

3 Functional objectives
To maintain department contribution in organizational
effectiveness

HR department services must fit into the organizational

needs

HRM Functions and Objectives

4 Personal objectives
To assist employees in achieving their personal/individual goals
Maximum contribution to organization
Personal objectives are achieved when employees are satisfied,
motivated and retained
Satisfied employees

excellent services
excellent
organizational performance

HRM Functions and Objectives

HRM Objectives

Supporting Functions

Societal Objectives

Legal compliance
Benefits
Union-Management relationship

Organizational Objectives

Human Resource Planning

Employee Relations
Training and Development
Performance Appraisal
Placement

Functional Objectives

Performance Appraisal
Placement

Personal Objectives

Compensation
Training and Development
Performance Appraisal
Placement
Source: Aswathappa, 2008, p.10

Summary
What is HRM?
HRM Activities
Scope of HRM
Difference between HRM and PM
HRM Objectives and Functions