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Lecture 6 HRM 442

The document provides information about a Human Resource Management course. It discusses the seven main tasks of HRM professionals which include staffing, developing workplace policies, compensation and benefits administration, retention, training and development, dealing with employment laws, and worker protection. It also outlines the skills needed to be successful in HRM such as organization, multitasking, people skills, technical knowledge, strategic mindset, professional ethics, and creative/critical thinking.

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Abrar Ul Haq
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53 views22 pages

Lecture 6 HRM 442

The document provides information about a Human Resource Management course. It discusses the seven main tasks of HRM professionals which include staffing, developing workplace policies, compensation and benefits administration, retention, training and development, dealing with employment laws, and worker protection. It also outlines the skills needed to be successful in HRM such as organization, multitasking, people skills, technical knowledge, strategic mindset, professional ethics, and creative/critical thinking.

Uploaded by

Abrar Ul Haq
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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HUMAN RESOURCE HRM-442

MANAGEMENT
COURSE INFORMATION

Course name Human Resource Management


Course code HRM 442
Credit hours 3
Email iqra.asghar@seecs.edu.pk
Visiting hours 3-5 pm (Wednesday & Thursday)
Location SEECS (office 207)
LECTURE – 06 & 07

Tasks of HRM Managers


1. Explain the seven main tasks of HRM professionals.
2. Analyze environmental factors affecting HRM
3. Explain the professional and personal skills needed to be successful in HRM.
4. Challenges in HRM (Assignment-1)
MAIN TASKS HRM
PROFESSIONALS

• Most professionals
agree that there are
seven main tasks HRM
professionals
perform.
• All these need to be
considered in relation
to external and
outside forces.
1. STAFFING

1. Development of a staffing plan.


This plan allows HRM to see how many people they should hire based on revenue expectations.
2. Development of policies to encourage multiculturalism at work.
Multiculturalism in the workplace is becoming more and more important, as we have many more
people from a variety of backgrounds in the workforce.
3. Recruitment.
This involves finding people to fill the open positions.
4. Selection.
In this stage, people will be interviewed and selected, and a proper compensation package will be
negotiated. This step is followed by training, retention, and motivation.
2. DEVELOPMENT OF WORKPLACE POLICIES

 Every organization has policies to ensure fairness and continuity within the
organization. One of the jobs of HRM is to develop the verbiage surrounding
these policies.
 In the development of policies, HRM, management, and executives are
involved in the process.
 Some examples of workplace policies might be the following:
• Discipline process policy
• Vacation time policy
• Dress code
• Ethics policy
• Internet usage policy
3. Compensation and Benefits
Administration
 HRM professionals need to determine that compensation is fair, meets industry standards,
and is high enough to entice people to work for the organization.
 Compensation includes anything the employee receives for his or her work.
 In addition, HRM professionals need to make sure the pay is comparable to what other people
performing similar jobs are being paid. This involves setting up pay systems that take into
consideration the number of years with the organization, years of experience, education, and
similar aspects.
 Examples of employee compensation include the following:
 Health Benefits
 Retirement plans
 Stock purchase plans
 Vacation time
 Sick leave
 Bonuses
 Tuition reimbursement
4. RETENTION

 Human resource people must be aware of all the laws that affect the
workplace.
 Compensation is a major factor in employee retention, but there are
other factors as well.
 Ninety percent of employees leave a company for the following reasons:
1. The job they are performing
2. Challenges with their manager
3. Poor fit with organizational culture
4. Poor workplace environment
5. Training and Development

 Once we have spent the time to hire new employees, we want


to make sure they not only are trained to do the job but also
continue to grow and develop new skills in their job.
 This results in higher productivity for the organization.
 Training is also a key component in employee motivation.
 Examples of training programs might include the following:
• Job skills training, such as how to run a particular computer
program
• Training on communication
• Team-building activities
• Policy and legal training, such as sexual harassment training
6. Dealing with Laws Affecting
Employment
 Human resource people must be aware of all the laws that affect
the workplace.
 An HRM professional might work with some of these laws:
• Discrimination laws
• Health-care requirements
• Compensation requirements such as the minimum wage
• Worker safety laws
• Labor laws
7. Worker Protection

 Safety is a major consideration in all organizations.


 Oftentimes new laws are created with the goal of setting
federal or state standards to ensure worker safety.
 Unions and union contracts can also impact the
requirements for worker safety in a workplace.
 Worker protection issues might include the following:
• Chemical hazards
• Heating and ventilation requirements
• Use of “no fragrance” zones
• Protection of private employee information
8. Communication

• Besides these major roles, good communication skills and excellent


management skills are key to successful human resource management
as well as general management.

9. Awareness of External Factors

• In addition to managing internal factors, the HR manager needs to


consider the outside forces at play that may affect the organization.
• Outside forces, or external factors, are those things the company has
no direct control over; however, they may be things that could
positively or negatively impact human resources.
9. Awareness of External Factors

External factors might include the following:


1. Globalization and offshoring
2. Changes to employment law
3. Health-care costs
4. Employee expectations
5. Diversity of the workforce
6. Changing demographics of the workforce
7. A more highly educated workforce
9. AWARENESS OF EXTERNAL FACTORS
8. Layoffs and downsizing
9. Technology used, such as HR databases
10. Increased use of social networking to distribute information to employees
 For example, the recent trend in flexible work schedules (allowing
employees to set their own schedules) and telecommuting (allowing
employees to work from home or a remote location for a specified period of
time, such as one day per week) are external factors that have affected HR.
 Another example is the Patient Protection and Affordable Care Act,
signed into law in 2010. Compliance with this bill has huge implications for
HR. For example, a company with more than fifty employees must provide
health-care coverage or pay a penalty.
• An understanding of
key external factors is
important to the
successful HR
professional.
• This allows him/her to
be able to make
strategic decisions
based on changes in
the external
environment.
• To develop this
understanding, reading
various publications is
SKILLS NEEDED TO BE SUCCESSFUL IN HRM

One of the major factors of a successful manager or human resource


(HR) manager is an array of skills to deal with a variety of situations.
It simply isn’t enough to have knowledge of HR, such as knowing which
forms need to be filled out. It takes multiple skills to create and manage
people, as well as a cutting-edge human resource department.
1. Organization:
• The need for this skill makes sense, given that you are managing
people’s pay, benefits, and careers.
• Having organized files on your computer and good time-management
skills are crucial for success in any job, but especially if you take on a role
in human resources.
SKILLS NEEDED TO BE SUCCESSFUL IN HRM

2. Multitask: that is, work on more than one task at a time is important in managing human
resources.
• A typical person managing human resources may have to deal with an employee issue one
minute, then switch and deal with recruiting.
• Unlike many management positions, which only focus on one task or one part of the business,
human resources focuses on all areas of the business, where multitasking is a must.
3. People skills:
• Being able to manage a variety of personalities, deal with conflict, and coach others are all in
the realm of people management.
• The ability to communicate goes along with people skills. The ability to communicate good
news (hiring a new employee), bad news (layoffs), and everything in between, such as changes
to policy, makes for an excellent manager and human resource management (HRM)
professional.
SKILLS NEEDED TO BE SUCCESSFUL IN HRM

4. Technical knowledge:
• Understanding specific job areas, such as managing the employee database,
understanding employment laws, and knowing how to write and develop a
strategic plan that aligns with the business.
5. Strategic mind-set: A strategic mind-set as an HR professional is a key skill as
well.
• A person with a strategic mind-set can plan far in advance and look at trends that
could affect the environment in which the business is operating.
• Too often, managers focus on their own area and not enough on the business as a
whole.
• The strategic HR professional is able to not only work within his or her area but also
understand how HR fits into the bigger picture of the business.
SKILLS NEEDED TO BE SUCCESSFUL IN HRM

6. Professional Ethics:
• Ethics and a sense of fairness are also necessary in human resources.
• Ethics is a concept that examines the moral rights and wrongs of a
certain situation.
• Consider the fact that many HR managers negotiate salary and union
contracts and manage conflict. In addition, HR managers have the task
of ensuring compliance with ethics standards within the organization.
• Many HR managers are required to work with highly confidential
information, such as salary information, so a sense of ethics when
managing this information is essential.
SKILLS NEEDED TO BE SUCCESSFUL IN HRM

7. Creative/critical thinking:
• Since one of the major responsibilities of an HR department is to align
the HR strategic plan with the business strategic plan, critical and
creative thinking, as well as writing, are skills that will benefit the HR
manager as well.
 Thank you

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