United Management Training School

Certificate In
Human Resource Management
Daw Khin Yee Mon Thant
Founder and Lecturer at Yangon Management Training School
Master of Business Administration
(University Of Northampton, UK)
Postgraduate Diploma in Strategic Management and Leadership
(Pearson, UK)
B.A (English)
Diploma in Business Management and Administration (ICM, UK)
Certificate in Advanced Business Calculation (UK)
Certificate in Business Statistics (UK)
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Human Resource Management

Certificate in Business Management Course
Guidelines
Introduction Of Human Resource Management
Human Resource Management Theory
Aim Of HRM
Functions Of HRM
Importance of Human Resource Management
HRM Strategy
HR Policies
Chapter 1- Introduction of Human Resource Management, Human
Resource Management Theory
Chapter 2 - Aim Of HRM, Functions of HRM
Chapter 3 - Importance of Human Resource Management, HRM
Strategy
Chapter 4 - HR Policies
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Chapter 1
Introduction of Human Resource Management
What is Human Resource Management?
HRM is the philosophy, policies, procedures, and practices related
to the management of people within an organization.
Human Resource Management involves management functions
like planning, organizing, directing and controlling.
It involves procurement, development, maintenance of human
resource.
It helps to achieve individual, organizational and social objectives.

Strong and Soft HRM

Strong HRM
the quantitative, calculative and business-strategic aspects of
managing HR

Soft HRM
Its roots to the human-relations; it emphasizes communication,
motivation and leadership

HRM Today
1. Training and development
2. Human capital management
3. Engagement
4. Talent management
5. eHRM
6. Performance and reward management
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Why Is HR Important?
The HR department in any company can be its ace in the hole, if
used strategically.
HR is a company’s human resource multiplier.
The functions of an HR professional should focus on the
company’s greatest resource of all its employees.
Without good employees, the best business plan and ideas will fail.

Human Resource Management Theory

Human resources theory is a general term for the strategies, tactics
and objectives used by business owners and managers to
administer policies and procedures related to employees.
Human resource theories help explain how management behaviors
and structures can positively or negatively influence employee
behavior.
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AMO theory
Bexall and Purcell (2003)

The performance is a function of Ability + Motivation +

Opportunity to participate.
HRM practices impact on individual performance if they
encourage flexible effort, develop skills and provide people with
the opportunity to perform.
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Chapter 2
Aim Of HRM
The overall purpose of HRM is to ensure that the organization is
able to achieve success through people.
develop high-performance work systems
develop high-commitment management
develop an environment in which teamwork
maintain and improve the physical and mental well-being of
employees
ensure that equal opportunities are available to all
To create facilities and opportunities for individual or group
development so as to match it with the growth of the organization.

Functions of HRM
1. Recruitment & Selection
2. Employee Relations
3. Compensation and Benefits
4. Training and Development
5. Performance Management
1. Recruitment & Selection
Recruitment is a very first step in the employment process
Recruitment is the process of searching for prospective
employees and stimulating them to apply for the jobs in the
organization
Selection is the process by which qualified and suitable store
employees are selected and placed on the jobs according to their
capabilities and organization’s requirements.
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Recruiting & Selection basically involves three major sub-functions:

Recruitment,
Selection, and
Placement on the job.
Recruitment & Selection Steps are
1. Job Analysis
2. Job Description
3. Job Specification
4. Job Evaluation
5. Searching the Right Candidates
6. Screening / Shortlisting
7. Reviewing of Resumes and Cover Letters
8. Conduct Interview
9. Interviewing
10. Identifying the top candidates
11. Evaluation
2. Employee Relations
Employee relations refer to the relationship shared among the
employees in an organization.
Employee Relations offers consultation, facilitation and resolution
strategies for workplace issues.
Advises employees regarding their employment rights
Four Functions of Employee Relation are
1. Open Communication
2. Show Recognition
3. Constant Feedback
4. Invest In Your Employees
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3. Compensation and Benefits

Compensation and benefits is an important aspect of HRM as it
helps to keep the workforce motivated.
It helps give benefits to employees based on their performance and
actions and brings the best out the employees at workplace.
It offered to employees, the more is their loyalty, motivation to
work and do well.
There can be several ways where benefits can be given to employees
1. Fixed pay
2. Variable Pay
3. Equity Pay
4. Other benefits
4. Training and Development

Training and Development is a subsystem of an organization

which emphasize on the improvement of the performance of
individuals and groups.
Training is an educational process which involves the sharpening
of skills, concepts, changing of attitude and gaining more
knowledge to enhance the performance of the employees.
Good & efficient training of employees helps in their skills &
knowledge development, which eventually helps a company
improve.
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Types of Trainings are

1. Orientation
2. Onboarding Training
3. Technical Skills Development Training
4. Soft Skills Development Training
5. Products and Services Training
6. Mandatory Training
5. Performance Management
Performance Management is a key area under strategic HR
Management- the field of study which aims at matching employee
needs and performance to company’s strategy.
The main stages of performance management are:
1. Goal Setting: This phase involves setting employee performance
expectations, set goals for both individuals and groups and teach
them what needs to be done.
2. Monitoring performance: This phase involves continuous
monitoring – measurement of the performance and providing
feedback on the same.
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3. Development: This phase refers to facilitating performance

through training, assignments, skill development programmes,
making work process easier by providing technology and other
developmental opportunities.
4. Rating: This phase involves summarizing employee performance.
The employee performance is graded against organizational
benchmarks and affects employee promotion, pay etc.
5. Rewarding good performance: The last phase involves rewarding
employee on the basis of his/her performance. This can be in the
form of incentives, promotions, bonus etc.
Types of Performance Appraisal System
1. General Appraisal -It is an ongoing communication between the manager
and the employee throughout the year. End of the year, they will determine
if the pre-set goals and objectives were met, provide feedback and set new
goals.
2. 360-Degree Appraisal- It allows other employees to provide feedback about
their experience with a specific employee. This feedback of peers can be
reviewed by manager and considered for appraisal process.
3. Technological Performance Appraisal - It assesses technical
expertise/capabilities of an employee.
4. Employee Self-Assessment - The employee assesses himself/herself and it
is finally compared with the manager’s completed assessment results. It is
followed by discussions and if there are differences, manager speaks to the
employee about it.
5. Manager Performance Appraisal - In this type, managers go through the
appraisal process. It is the role of the manager that is very vital handling
both the team and the client. Most often manager appraisal process involves
feedback from the respective team members and sometimes from the client
as well.
6. Project Evaluation Review - This is one of the best ways to identify how
good an employee is at work. Rather than to wait to review an employee end
of the year, it helps evaluating employees end of each project.
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7. Sales Performance Appraisal - A sales person is judged by the goals

he/she has set versus his/her results. Salesmen are closely held to the
financial goals of any organization. The manager and salesperson must find
out ways to achieve goals prior to which they must set realistic goals.
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Chapter 3
Importance of Human Resource Management
1. Objective
HRM helps a company to achieve its objective from time to time by creating
a positive attitude among workers. Reducing wastage and making maximum
use of resources etc.
2. Facilitates professional growth
HR policies employees are trained well and this makes them ready for future
promotions.
Their talent can be utilized not only in the company in which they are
currently working but also in other companies which the employees may
join in the future.
3. Better relations between union and management
HRM practices can help the organization to maintain co-ordinal relationship
with the unions
4. Allocating the jobs to the right person
Recruitment and selection methods are followed; the company will be able
to select the right people for the right job.
When this happens the number of people leaving the job will reduce as the
will be satisfied with their job leading to decrease in labor turnover.
5. Improves the economy
Effective HR practices lead to higher profits and better performance by
companies due to this the company achieves a chance to enter into new
business and start new ventured thus industrial development increases and
the economy improves.

HRM Strategy
Human Resource Strategy (HR Strategy) is a designation for a long-term
plan created to achieve objectives in the field of human resource and human
capital management and development in the organization.
Human Resource strategy is one of the outputs of strategic management in
the field of human resources management.
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HR strategy in Practice
Human Resource Strategy helps to unify and direct the behavior and actions
of all people and their overall development in accordance with the needs of
the organization.
It allows a meaningful planning and management of all work with human
resources.

Types of HR strategies
1. Overarching HR strategies
Overarching strategies describe the general intentions of the
organization about how people should be managed and developed,
what steps should be taken to ensure that HRM processes the
organization can attract and retain the people it needs, and ensure
so far as possible that employees are committed, motivated and
engaged.
They are concerned with overall organizational effectiveness –
achieving human resource advantage by, as Boxall and Purcell
(2003) explain, employing ‘better people in organizations with
better process’, developing high performance work systems and
generally creating a great place to work.
2. Specific HR strategies
Specific HR strategies set out what the organization intends to do in
areas such as:

Talent management – how the organization intends to ‘win the

war for talent’.
Continuous improvement – providing for focused and continuous
incremental innovation sustained over a period of time.
Knowledge management – creating, acquiring, capturing, sharing
and using knowledge to enhance learning and performance.
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Resourcing – attracting and retaining high quality people.

Learning and developing – providing an environment in which
employees are encouraged to learn and develop.
Reward – defining what the organization wants to do in the longer
term to develop and implement reward policies, practices and
processes that will further the achievement of its business goals
and meet the needs of its stakeholders.
Employee relations – defining the intentions of the organization
about what needs to be done and what needs to be changed in the
ways in which the organization manages its relationships with
employees and their trade unions.
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Chapter 4
HR Policies
1. Work Health and Safety Policy
Workplace injuries can affect your business in a number of ways
including decreased productivity, sick pay obligations and the cost
of finding a replacement.
WHS policies highlight safety procedures and the responsibilities
of all employees to keep the workplace safe.
2. Bullying, Harassment and Discrimination Policy
Having a policy in place communicates clearly to employees what
constitutes bullying, sexual harassment, discrimination and any
other form of inappropriate behavior at work.
A good policy will also outline procedures for dealing with
complaints.
3. Drug and Alcohol Policy
A drug and alcohol policy can promote and maintain a risk-free
work environment while outlining the rights a business to test
employees for drug-use.
4. Leave Policy
For businesses that experience seasonal busy periods, a leave
policy can be extremely valuable.
Types of Leaves - Casual Leave, Earned Leave, Extraordinary
Leave, Hospital Leave, Maternity Leave.
5. Performance Counseling and Discipline Policy
Performance management is a common practice within any
business, but can often be a delicate process.
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6. Privacy Policy
Employers have a responsibility to safeguard the personal
information of employees and customers.
Therefore, businesses must have a policy in place articulating how
their private information is used and managed.
7. Internet and Email Policy
With the increased use of technology in businesses, it is important
to manage inappropriate internet usage.
An internet and email policy will define what inappropriate use of
company computers and internet resources usage in concerning
with company.