PRESENTED BY: MR.

ATIF IQBAL (13058021001)

Human Resource Management

Assignment No. 1
Atif Iqbal 9/10/2013

Detailed explanation of HR Management and its relation with the other management functions. Analysis and the answers to the questions to the Case Study given in the Chapter-1.

Date: 10-09-2013 Assignment No: 1 Human Resource Management (HRM) Presented By: Atif Iqbal (13058021001) Presented to: Mr. Aly Raza 1. (i)Explain what HR management is and how it relates to the management process. Cite one practical example. The modern definition of HR management is pretty much different and broad as compared to the one, it used to be a couple of decades ago. Earlier, it was all about Hiring and Firing employees, or preparing the salaries of them. In the current age of globalization, the most of the organizations have understood that the employees are their biggest and the most important asset. Thats why, a lot of time and effort is spent in order retain the loyal and efficient employees by indulging their welfare activities. So the modern definition of the HR Management becomes as follows: It is the process of acquiring, training, appraising, and compensating employees and of attending to their labor relations, health and safety, and fairness concerns. As can be noticed in the definition, the HR management is all about facilitating a healthy relationship between the employees and the management. Thats why, it is also said that the HR department plays a role of a bridge between the management and the employees. If the employees are satisfied with the organization, they would be motivated to give their maximum input and give the best possible performance, resulting in the growth of the organization. To understand further about how HR management relates to the management process, we need to have a look at the functions of management that are as follows: Planning Organizing Staffing Leading Controlling

The 3rd function of the overall functions of the management (Staffing), is all about the HR Management. It is perhaps the most crucial function of the management process; it could also be called the base of the building called management. If this function is not performed properly, the following may occur:

Hire the wrong person for the job Experiences high turnover Have your people not doing their best Waste tijme with useless interviews Have the company taken to court because of the discriminatory actions Have some employees think their salaries are unfair relative to others in the organization

(ii)

Illustrate the HR management responsibilities of line and staff managers.

Lets have a look at what Line and Staff Authority actually is so that we could understand the HR responsibilities of Line and Staff Managers. Line authority It creates a superior-subordinate relationship Line manager A manager, who is authorized to direct the work of subordinates and is responsible for accomplishing the organizations tasks, is called a Line Manager. Within the dept HR has line authority. Staff Authority: It creates and advisory relationship. Staff authority cannot issue orders down the line. A manager, who assists and advises line managers, is called Staff Manager or authority. (Across departments) A Line Function of HRM: The human resource manager directs the activities of the people in his or her own department and perhaps in related areas. - Staff Function of HRM: Assisting and advising line managers is the heart of the human resource managers job. He or she advises the CEO/Line managers on how they can better understand the personnel aspects of the companys strategic options. HR assists in hiring, training, evaluating, rewarding, counseling, promoting and firing employees. It helps line managers comply with equal employment and occupational safety laws and plays an important role in handling grievances and labor relations. It carries out an innovator role, by providing up-to-date information on current trends and new methods for better utilizing the companys employees. It also plays an employee advocacy role, by representing the interests of employees within the framework of its primary obligation to senior management. Example: In a cricket match, only the captain has the Line Authority of taking the review when he thinks it was out and the umpire has denied it. On the other hand, all the remaining players of the team have the staff authority, which can only advise and suggest the captain to take the review.

CASE Question -1: What do you think is causing some of the problems in the banks home office and branches? The main problem being faced by the bank is the lack of H.R Management, H.R procedures and policies, in fact, there does not seem to be any presence of the H.R department if we look at the current situation in the most of the branches of the bank. This one problem is already causing disturbance, but if not resolved, it can bring a very fatal situation for the bank. Some of the current and expected issues are as follows: The turnover of the bank is very high; there can be some of the following reasons behind it: Since there is no proper procedure and policies and recruitment and the H.R department is not playing any role in this regards, the supervisors are performing this extra duty to hire employees whenever a seat is vacant. As they are unable to spend sufficient time and effort on this hiring activity, they are failing to hire the right person for the right job. It is only after spending some time, when the supervisors or the employees realize that they are not fit for the job, hence they leave the company. There is no orientation and training norm in the organization. The employees learn about their job only during the time they are performing. This is also done by the supervisors who are facing the lack of time. Because of this lack of training, the employees are not able to perform their duties efficiently. There is no back up for the employees who leave the bank. The hiring procedure is started from the beginning only after a seat is vacant. It takes more than usual time for filling out the vacant seat that means the available staff has no choice but to handle more than usual work until a new employee is hired. The high turnover means, high cost of time and money on the recruitment and training procedure, hence increasing the overall cost of operations.

Case Question 3: What specific functions should an HR unit carry out? What HR functions would then be carried out by supervisors and other line managers? What role should the Internet play in the new HR organization?

Since, the H.R department does not seem to be present in the most of the H.R related activities; it needs to plan, re-organize and carry out all the major functions including Job Design (JD), Job Analysis, Human Resource, Planning (HRP), Recruitment, Selection, Hiring, Induction, Performance Evaluation, Compensation Management, Training and Development, Employee Movements, Welfare Administration, Health & safety Administration, Discipline Administration, Grievance Handling, Labor Relations. The H.R department would use its Staff Authority and advise/suggest the supervisors and Line Managers on hiring, training, evaluating, rewarding, counseling, promoting and firing employees. It helps line managers comply with equal employment and occupational safety laws and plays an important role in handling grievances and labor relations.

The Line Managers, who have the authority to directly order the activities of their subordinates, would act according to the advice of the H.R Department and give them their own feedback on the advice as well. They would be involved in H.R Functions like, hiring, evaluating, rewarding, promoting, firing, etc. The Internet should play the connecting role between the home branch/head office and all the other branches. There should be a proper channel of communication between all these branches, the emergence of an issue, the suggestions for resolving the same, staff requirements, and the stationary requirements, in short, all the activities should be conducted through a centralized procedure using the Internet.