Principles of Management

Session 7
Human Resource Management and Organizational
Communication

USMAN SADIQ (Ph.D. Scholar)

Our expectations?
 Hard work
 Honesty
 Responsible attitude
AFTER STUDYING THIS CHAPTER, YOU
SHOULD BE ABLE TO:

• Understand the term HRM and importance of HRM.

• Comprehend the importance of staffing function in organizations.
• Know the sources of recruitment
• Understand the importance of training and development
• Understand the importance of performance management
• Understand the rewarding system
• How unions and labor laws influence human resource management.
• Understand the organizational interpersonal and organizational
communication.
• Understand that how they can improve their communication skills.
Human Resource Management

?
We can Divide this Term into Three Parts

HUMAN

RESOURCE

MANAGEMENT
HUMAN
 RESOURCE
FINANCIAL PHYSICAL
RESOURCES RESOURCES

Means debt, equity, retain Means building,

earnings and selected machinery, vehicle and
matters. other material.

ORGANIZATIONAL HUMAN
RESOURCES RESOURCE

Include the history of Includes skills, abilities,

experience and other work
groups in the
related characteristics of
organization, people associated with the
relationship, level of trust organization.
etc.
 MANAGEMENT

Management is the universal process of

getting activities completed with and
through other people to achieve
organizational goals.
HUMAN RESOURCE
MANAGEMENT
The design of formal systems in an
organization to ensure effective and efficient
use of talent to accomplish organizational
goals.

Human Resource Management helps in

maximizing productivity & reducing
cost by Putting Right Person At Right
Place.
FUNCTIONS OF HRM

STAFFING

TRAINING
MAINTENANCE HRM &
DEVELOPMENT

MOTIVATION
 FUNCTIONS OF HRM Cont . . .

STAFFING
•Strategic Human Resource
Planning
•Recruitment
•Selection

Maintenance HRM Training &

Development

Motivation
 1. STAFFING

The activities in HRM concerned with

seeking and hiring qualified employees are
called Staffing.
 1. STAFFING

The basic objective of the staffing function

is to locate & secure competent employee.

COMPONENTS OF
STAFFING

a. Strategic Human
Resource Planning

b. Recruitment

c. Selection
 a. STRATEGIC HUMAN RESOURCE
PLANNING

Strategic Human Resource Planning is the process by

which an organization ensures that it has right number and
kind of people capable of effectively and efficiently
completing those task that are in direct support of
company’s mission and strategic goals.
 b. RECRUITMENT

The process by which a job vacancy is identified and

potential employees are notified.

OBJECTIVES

 To obtain an adequate pool of applicants there by

more choice to the organization.
 Providing enough information about the job such
that those who are unqualified will not apply.
 c. SELECTION

Selection is the process by which an organization

chooses from list of applicants the person or
persons who meet the selection criteria for the
position available considering current
environmental conditions.
 c. SELECTION

• The primary objective of selection activities is to predict

which job applicant will be suitable if hired, during the
selection process, candidate are also informed about the
job and organization
• Proper selection can minimize the cost of replacement
and training resulting in more productive workforce
 FUNCTIONS OF HRM Cont . . .

Staffing TRAINING &

DEVELOPMENT
•Orientation
Maintenance HRM •Employee Training
•Employee Development
•Organization Development
•Career Development
Motivation
 2. TRAINING & DEVELOPMENT

 Training is the systematic process of altering the behavior of

employees in a direction that will achieve organizational
goals.
 Development can be defined as “Efforts to improve
employees’ ability to handle a variety of assignments are.”
 2. TRAINING & DEVELOPMENT

The basic objective of Training & Development function is to

take competent workforce, adapt them to the
organization, and help them to obtain up-to-date skills,
knowledge, and abilities for their job responsibilities
 COMPONENTS OF
TRAINING & DEVELOPMENT

Orientation

Career Employee
Development Training

Organization Employee
Development Development
 COMPONENTS OF
TRAINING & DEVELOPMENT Cont . . .
• It covers the activities involve in
the introducing a new employee to
a. Orientation organization and to his or her
work unit.

• Employee training is designed to

b. Employee assist employee acquiring better
Training skill for the current job.

•The focus of employee development

c. Employee is on a future position with in the
Development organization for the which employee
require additional competencies.

•The focus of career development is to

d. Career provide the necessary information
Development and assignment in helping employees
realize their career goals.

e. •Organizational Development is the

Organizational part of HRM that deals with
facilitating system wide change in the
Development organization.
 FUNCTIONS OF HRM Cont . . .

Staffing

Training
Maintenance HRM &
Development

Motivation
 Motivation and Job Design
 Performance management
 Reward & Compensation
 Employee Benefits
 3. MOTIVATION

MOTIVATION

An inner force that impels human beings to

behave in a variety of ways.
 3. MOTIVATION

The basic objective of motivation

function is to retain good staff and to
encourage them to give of their best.
 COMPONENTS OF MOTIVATION
A job should be designed in a such a way that it
1. should facilitate the achievement of the
Job organizational objective, stimulate performance
Design and recognize the capacity and needs of those
who are to perform it.

2. Process which is used to identify, encourage,

Performance measure, evaluate and improve employees through
Management performance appraisal.

3. Compensation is what employee receives in

Compensati exchange for their contribution to the organization.
on Compensation management help the organization
Management to obtain, maintain and retain a productive
Workforce.

4. Employees benefit are generally membership

Employee based ,non financial reward offered to attract and
Benefit keep the employees, regardless their
performance level.
FUNCTIONS OF HRM Cont . . .

Staffing

Maintenance
•Health & safety
•Communication
HRM Training &
Development
•Employee relations
Motivation
4. MAINTENANCE FUNCTION

MAINTENANCE

Activities in HRM concerned with maintaining

employees commitment and loyalty to the organization.
4. MAINTENANCE FUNCTION

The last phase of HRM process is called maintenance

function. The main objective of this function is to do such
HRM activities that maintain employees commitment and
loyalty with the organization.
 COMPONENTS OF
MAINTENANCE

Health and Designing and implementing

Safety programs to ensure employee
health and safety.

Employees/
Communication
Labor Relation

 Serving as an intermediary between Designing and implementing

the organization and its union.
 Designing discipline and grievance
employee communication
handling systems. system.
 What Is
Communication?

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 Communication

Definition:
“The transfer and understanding of meaning.”

OR
“The exchange of massages between people for the
purpose of achieving common meaning”

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 Types Of Communication

 Interpersonal Communication:
Communication between two or more people
 Organizational Communication
All the patterns, network, and systems of
communications within an organization

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Communication Process

Six elements involve in transferring

meaning from one person to another in a
communication process.

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 Interpersonal Communication
Process
Noise/
Hello! Barriers

Encoding
Sender/ Message Channel(s)
Receiver/
Encoder Decoder

Feedback
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 Elements of Interpersonal
Communication Process

• Sender /Encoder :(The sender makes the decision to communicate.)

• Message: (What is being communicated.)

• Channel: (The medium through which the message travels.)

• Receiver/Decoder: (Who translates sender’s message.)

• Feedback: (Verbal and nonverbal reactions to communicated message.)

• Noise: (Disturbances that interfere with communications.)

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Ways of Communication

•One way Communication:

The communication that results when the
communication Process does not allow for Feedback.

•Two way Communication:

The communication that results when the
communication Process includes Feedback.

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Problems in Communication
Process

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 Problems in Communications Process

• Message Encoding:
 The effect of the skills, attitudes, and knowledge of
the sender on the process of encoding the message
 The social-cultural system of the sender
• The Message:
 Symbols used to convey the message’s meaning
 The content of the message itself
 The choice of message format
 Noise interfering with the message
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• The Channel:
 The sender’s choice of the appropriate channel or
multiple channels for conveying the message
• Message Decoding:
 The effect of skills, attitudes, and knowledge of the
receiver on the process of decoding the message
 The social-cultural system of the receiver
 Feedback Loop:

 Communication channel distortions affecting the return

message from receiver to sender

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 Types of Communication Methods

 Verbal Communication:
The written and Oral use of words to
Communicate.

 Non-Verbal Communication:
Communication by means of elements and behaviors that are
not coded to words.

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 Verbal
Communication
Methods

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Verbal Communication Methods

 Face-to-face

Telephone

Group meetings

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Formal
presentations

Memos

Traditional Mail

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Fax machines


Employee
publications

Bulletin boards


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Audio- and
videotapes

Hotlines


E-mail

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Computer conferencing

Voice mail

Teleconferences

Videoconferences

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 Nonverbal Communication:

Communication that is transmitted

without words.
 Sounds with specific meanings or warnings
 Images that control or encourage behaviors
 Situational behaviors that convey meanings
 Clothing and physical surroundings that imply
status

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 Types of Non-verbal Communication

Body language:
Gestures, facial
expressions, and other
body movements that
convey meaning.

 Verbal intonation: Emphasis that a speaker gives to

certain words or phrases that conveys meaning.

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 Barriers
to Interpersonal
Communication

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 Barriers to Interpersonal
Communication
Filtering
National Emotions
Culture

Interpersonal
Communication

Language Information
Overload

Defensiveness 51
How to Overcome Barriers to
Interpersonal Communications

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 How to Overcome Barriers to Interpersonal
Communications

• Use Feedback
• Simplify Language
• Listen Actively
• Constrain Emotions
• Watch Nonverbal Cues

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 Active Listening Behaviors
Be
Don’t Empa-
Over thetic
talk

Exhibit Make
Appropriate Eye
Head nodes
Contact
And facial
expressions Active Listening

Avoid
Intere- Ask
Para- Quest-
pting
phrase ions
speaker

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