MOMIN ASSIGNMENT

8/7/2019 MOMIN ASSIGNMENT

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HUMAN RESOURCE MANAGEMENT PROCESS

Meaning of Human Resource:

First we should understand "What is the Human Resource?" and the

following definition by Prof. Maginson, will helps to understand what the

human resource is.

"The total knowledge, skills, creative abilities, talents and aptitudes of an

organization's work force as well as the values, attitudes and beliefs of the

individual involved"

Definition of Human Resource Management:

We have defined the human resource and now its need to define the term

human resource management. Management specialists have defined human

resource management as below.

"The Process of analyzing and managing organizations human resources

needs to ensure satisfaction of its strategic objectives

-Management Hellriegel/Slocum

The policies and practices involved in carrying out the people or human

resources aspects of a management position, including recruiting, screening,

training and appraising.

-Human resource management Gray Dessler

The function of Human Resources departments is generally administrative

and common to all organizations. Organizations may have formalized

selection, evaluation, and payroll processes. The HR function consists of

tracking existing employee data which traditionally includes personal

histories, skills, capabilities, accomplishments and salary. To reduce the


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manual workload of these administrative activities, organizations began to

electronically automate many of these processes by introducing specialized

Human Resource Management Systems.

HUMAN RESOURCE PLANNING:The first step in staffing business organization is planning . Planning is

critical step . Every organization plan each and every aspects of business to

achieve organization goals and objectives. In order to achieve that goals and

objectives the organizations hire the competent employees to perform well

to meet that goals and objectives.Human resource department is responsible

for this purpose to hire competent employees because they want to fulfill all

the requirements of the customers, so it is necessary to hire the competentemployee that have the skills to cop up all these factors to run the

organization.Thats why the ability to forecast future staffing needs is a key

part of human resource planning.

FORECASTING:

Forecasting begins with estimates of demand , the number and kind of

employees that will be needed at various times.The next task is to estimate

the supply of available employees, that supply is within the company already perhaps just needing training to fill future requirements. The next step is

job analysis by which jobs are studied to determine the task and dynamics

involved in performing them. The next one is job description, the statement

of the task involved in a given job and the conditions under which the holder

of the job will work. Job specifications are that statements which describe

the kind of a person who would be best for the job and have the required

skills for the post.


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IDENTIFIYING & SELECTING COMPETENT

EMPLOYEES

Recruiting & Selecting new employees:

y Recruiting: Process of attracting appropriate applicants for anorganizations job.

y Recruiters:Members of the human resource staff, who areresponsible for obtaining new job candidates.

y Hiring: Summary of education, experience and personal datacompiled by the applicant for a job.

y Interviewing: Organization arranges interview sessions for thecandidates to dig out the hidden capabilities and approaches of the

persons.

y Testing:Company also have the formalities of testing sessions inorder to see the knowledge, experience and vision regarding the field.

PROVIDING EMPLOYEES WITH NEEDED SKILLS &

KNOWLEDGE

Training & Skills Development:

Skills development programs prepare employees to perform job tasks more

effectively. Once an organization defines its strategic goals, company executives


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typically sponsor programs that provide employees opportunities for developing

specific expertise relevant to business objectives while also pursuing career

development. Training professionals assess the needs of the organization so that

they can define, design, develop and deliver effective classes, lectures and

seminars. Developing any skill, including how to design instructional content or

teach courses, requires practice and feedback from an expert coach.

Training:is a process of learning a sequence of programmed behavior. It improves

the employee's performance on the current job and prepares them for an intended

job.

Development: not only improves job performance but also brings about the growth

of the personality. Individuals not only mature regarding their potential capacities

but also become better individuals

Purpose of Training:

Training leads to increased operational productivity and increasedcompany profit.

Better trained workers are less likely to make operational mistakes.Training leads to improved production and product quality which

enhances financial incentives. This in turn increases the overall morale

of the organization.Proper training prevents industrial accidents.Training gives employees a wider awareness, an enlarged skill base and

that leads to enhanced personal growth.

The Sequence of Training Program can be put in a Flowchart as below:

Discovering or Identifying Training needs -> getting ready for the job ->

Preparation of Learner (Creating desire) -> Presentation of Operation &

Knowledge -> Performance Try out -> Follow up and Evaluation (*)


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RETAINING COMPETENT, HIGH PERFORMING

EMPLOYEE

If we look at the current situation of economic world we come to know thatafter the recession period the demand of high performing and competent

employees are pretty much greater in demand by organizations.

Here are few basic and important steps to retain valued employees:

1)Element of respect & Honor: Employees should be given respect andhonor according to their credibility.

2)Suitable work environment: There should be suitable and compatibleenvironment for employees in which they can completely thrive and showtheir maximum output ant their working capabilities can be enhanced.

3)

Ongoing training & education: As age of learning never ends same is

the case in professional careers. Employees should be provided with theprofessional education facilities and ongoing training sessions so that they

can keep themselves up to that always.

4)Strong Culture: Strong cultural activities should be promoted withindifferent management classes. Friendly environment can further create the

abolishment of hurdles or barriers.

5)Incentives: hard working and efficient employees should be providedappreciation in shape of rewards and bonuses.

6) Involvement in decision-making: Company should be regulated indemocratic style in which full right of opinion expressions should be

allowed. Employees should be involved in the decision making processes

and important strategies of company.


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MAJOR PAKISTANI LAWS & REGULATIONS

RELATED TO HRM

In Law, Pakistan constitution puts a ban on discrimination on the basis of sex

in appointment in "the service in Pakistan", provided that the performance

and functions of the job can be carried out by, and is deemed suitable for,

both sexes (Art. 27). It also provides that "steps shall be taken to ensure fullparticipation of women in all spheres of national life" (Art. 34). The

constitution commits the State to secure the well-being of the people,

irrespective of, inter-alia, their sex by (Art. 38 (a)) raising their standard of

living, by preventing the concentration of wealth and means of production

and distribution in the hands of a few to the detriment of general interest and

by ensuring equitable adjustment of rights between employers and

employees, and landlords and tenants.

Pakistan is a signatory of the following international instruments:

ILO Discrimination (Employment and Occupation) Convention, 1958 (No.

111) (ratified on 24/1/1961)

ILO Equal Remuneration Convention, 1951 (No. 100) (ratified on

11/10/2001)

UN Convention on the Elimination of All Forms of Discrimination Against

Women, 1979 (ratified on 12/3/1996)

ILO Vocational Rehabilitation and Employment (Disabled Persons)

Convention, 1983 (No. 159) (ratified on 25/10/1994)


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ILO Underground Work (Women) Convention, 1935 (No. 45) (ratified on

25/3/1938)-(**)

References:

y *:Business Today By David j. Ranchman , Micheal H. Mescon. Courtland L.B & JohnV. Thill.

y **:Jawad S. Naqvi, a human resource practitioner and is serving in a textile factory inLahore, Pakistan as Manager Human Resource Development.

MOMIN ASSIGNMENT

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