HND in Business

Management
Module: Human Resource Management Unit
21
Lesson: Introduction to HRM
Lecturer:
Prepared By: Eranda
Bandara

Rules & Regulations

Switch off the phone or keep it in the silence mode .
If you want to take a call , got out from the class room
& come back asp.
Dont allow you to go out to unless it is an emergency.
You need to be at the class room with in the first 10
minutes of the lecture. If you late you can join after
the break .
Students who enter the class after the break , will
consider as attendants.
After releasing the assignment , the last 10 minutes of
each lecture will be reserved for assignment related
problems.
Prepared By: Eranda
Bandara

Human Resource Management

Learning Hours - 60
Sessions - 15
Assignment will be given on 4th
session
Assignment submission will be 4 weeks
after completion of all sessions
80% attendance is a must for the
assignment submission (Maximum of
3 days absent is acceptable)
Prepared By: Eranda
Bandara

Learning outcomes
Understand the difference between
personnel management and human
resource management .
Understand how to recruit employees .
Understand how to reword employees
in order to motivate and retain them.
Know the mechanisms for the cessation
of employment .
Prepared By: Eranda
Bandara

Lecture Schedule
Session/ Main
Topic

Sub Topics

Session 01
Introduction to HR
& Personal
Management

Introduction To The Subject: Development Of

Personal Management, Historical Developments
And Change In Contexts Leading To HRM

Session 02
Human Resource
Function

HR Function: Strategic Integration, Operational

Tasks, Activities And Roles By HR Practitioners,
Involvement Of Line Managers.

Session 03
Equal Opportunity

Equal opportunity: As the models of best practice

and the legislative framework

Session 04
Employment
Legislations

Employment legislations: sex discrimination , race

relations, equal pay act, disability discrimination
act, employment act, employment relations act
work and families act, national minimum act data
protection act

Prepared By: Eranda

Bandara

Lecture Schedule cont.

Session/ Main
Topic

Sub Topics

Session 5
HR planning

HR planning: Introduction, Purpose and the stages

involve in HRP, Factors affecting to the each stage.

Session 6
Recruitment

Recruitment: objectives, process, procedures and

methods. Job analysis, Preparing the job
description, the persons specification. Application
form and the job advertisement.

Session 7
Selection

Selection: objectives , process , procedures ,

methods

Session 08
Motivation

Motivation: Motivation theories, Relationship

between the reward and these theories.
Organizational culture and communication.

Prepared By: Eranda

Bandara

Lecture Schedule cont.

Session/ Main
Topic

Sub Topics

Session 9
Motivation Class
room exercise

Class Room exercise referring to the motivating

employee

Session 10
Performance
monitoring

Performance Monitoring: Monitoring and

managing the probation, appraisals, feedback,
performance indicators and benchmarking

Session 11
Job evaluation

Job evaluation: Job evaluation, the process, other

factors determining pay

Session 12
Rewording

Rewarding: Reword systems, basic pay,

performance related pay and benefit pay

Prepared By: Eranda

Bandara

Lecture Schedule cont.

Session/ Main
Topic
Session 13
Cessation of
employment
Session 14 Management of
exit :

Session 15 Review session

Prepared By: Eranda
Bandara

Sub Topics
Closure of the employment: Dismissal,
resignation, retirement and redundancy.
Redeployment and retraining.

Management of exit: Procedures of Dismissal,

resignation, retirement and redundancy.
Counseling, training, employee tribunals.
Summery of all sessions
Assignment review
8

An overview of HRM
What is HR mean to you ?
Why people are so important for an
organization ?
Why organizations are having a separate
department & staff to handle People?
What are the roles & duties of a HR
manager?
What are the carrier opportunities
available in the HR field ?
Prepared By: Eranda
Bandara

New Definition For

Management
Manage Men Tactfully ..
By Dawa -1991

Prepared By: Eranda

Bandara

10

HR Career Path
HR Intern/ Trainee
HR Associate/HR Project Executive / HR team leader
HR Program Manager/HR People Manager
HR Director
HR Vice President
Chief HR Officer
Prepared By: Eranda
Bandara

11

Who is famous for HR in the

world?
Management is HR and that anyone
famous for management is famous
for HR

Prepared By: Eranda

Bandara

12

Great HR Personalities
Find a great HR personality in your
choice & analysis why this person is
great in HRM (Local / Foreign)

Prepared By: Eranda

Bandara

13

What Are The Special

Features Of HR?

Alive
Can think , act & respond
Ability to influence decisions
Increase the value based on time, expenses,
training, educational level
Ability of organize as teams
Complex in behavior
Creativity
Dissimilarity
HR is behind in each decision

Prepared By: Eranda Bandara

14

Nature Of Personal
Management
This is a part of management
concerned with people at work and
with their relationships with in the
organization

Prepared By: Eranda

Bandara

15

Main Objectives of Personal

Management
Planning , recruitment , Selection
Placement & termination of HR
Education , Training & carrier
Development
Keeping methods & standards of
remuneration
Provide better work conditions &
employee services
Formal & informal communications
Prepared By: Eranda
Bandara

16

Role Of A Personal Manager

Classify jobs & prepare wage & salary scales

Counseling employees
Dealing with disciplinary problems
Negotiate with labor unions and service union contracts
Develop safety standards and practices
Manage benefit Programmes , such as group insurance ,
health & retirement plans
Provide periodic performance reviews of the performance of
each individual employee
Assist individuals in their effort to develop and qualify for
more advanced jobs
Plan & supervise training programs
Keep up to date knowledge on personal management
Prepared By: Eranda
Bandara

17

PM vs. HRM
Personal Management

Human Resource Management

Administrative & Recordkeeping . An

operational function

Development & implementation of

people strategies. Integrated with
corporate strategies ensuring the
culture , values, quality and structure
of the organization

Maintain fair terms & conditions on

employees

Focusing on motivating and

commitment of its members contribute
fully to the achievement of its goals.

Efficiently managing personal activities

of individual departments

This is strategic in nature. Concerned

with directly assisting an organization
to gain sustained competitive
advantage.

Workforce centered Collection of

techniques with no interrelationship

Resourcecentered Collection of
interrelated functions

Reactive & Defensive . Less influence

on the profitability of the organization

Proactive & Practical Huge influence

on profitability

Prepared By: Eranda

Bandara

18

Knowledge & Skills Of A

Personal Manager

Knowledge on Labour Laws

Personal Development of people
Career development of people
Practical problem solving tips
Negotiations skills
Current trends & practices
Administration skills
Prepared By: Eranda
Bandara

19

Historical Development Of
Personal Management

Welfare tradition
Industrial relations tradition
Control of labour tradition
Professional tradition

Prepared By: Eranda

Bandara

20

The Welfare Tradition

Originated the later half of nineteenth century, just after the

industrial revolution.
Focus on improving the working conditions and environments of
worker
Produced housing , basic health care , canteens , education
facilities for family members of workers.
Motivated the worker in two ways
Improving the social , moral & spiritual betterment of people by
religious and political movements of the day
Secure the suitable and willing labour by providing the necessary
welfare.
Personal Managers responsibility was directed to the benefit of the
employees.
Employee welfare and the efficiency of work considered as two
sides of the same coin.
Some
specialized
areas
of
this
tradition
still
exist.
Prepared By: Eranda
Bandara

E.g.

Health

Care

Employee

assistance

schemes,

21

workplace

The Industrial Relations

Tradition
Originated in the mid nineteenth century.
Industrialized workers were increasingly organized & formed trade unions
They demand for a systematic framework for negotiations, conflicts
resolutions, relationship management of employer & employee.
Labour organizations became political parties.
Personal department played a mediating role between industrial disputes,
facilitating collective bargaining and negotiation and ensuring the
compliance with industrial law and regulations.
Some

specialized

areas

of

this

tradition

still

exist.

Eg: Negotiations, Conflict managing, Discipline & objection procedures.

Prepared By: Eranda
Bandara

22

The Control Of Labour

Tradition

Originated during the boom following the industrial revolution.

Business were growing larger and more complex.
Control of labour concept was used in response to the
increasing pace of organizational growth and change.
Supporting Management by standardizing, monitoring and
controlling the range and complexity of workplace.
When ever the line authority is lacking, the applications of
rules, regulations, procedures and forms are the best way to
influence.
Some specialized areas of this tradition still exist.
Job allocation, performance monitoring, time keeping, control
of absenteeism, recording sick leave and holidays, Training &
promotions, formulating rules, regulations, compliance check
lists, workforce related reports preparing.
Prepared By: Eranda
Bandara

23

The Professional Tradition

Originated the later part of the 20th century
Increase the power of legislations in all areas of employment
More focus on Health & safety, Employment protection, equal
opportunities etc.
Increase the complexity of legislations and regulations as well as
increasingly sophisticated behavioral and managerial theories.
Specialism was required with in the personal management
PM required knowledge on Law , Economics , Administrative
management & social sciences ( sociology , Psychology and so on )
Personal Management became as a discipline & started to apply all
the fields of employment & it has become a profession.
Personal Management professional bodies were immerged. E.g.
CIPD (Charted Institute of Personnel & Development)

Prepared By: Eranda Bandara

24

Activity
Analysis some advertisements in the
given news paper in terms of the
FOUR
TRADITIONS
of
Personal
Management discussed above. What
elements of each tradition can be
seen, if any? What key words stands
out as external to these traditions
and what do they suggest about the
organization, its environment and the
role of personal management within
Prepared By: Eranda
Bandara

25

Shifting The Role Of Personal

Management To
Human Resource Management

Identified the need of policies &

procedures for anticipated problem
solving.
Identified the need of achieving the
competitive advantage through HR .
Employee commitment ,
involvement and flexibility were
highlighted as key factors of
success .
Prepared By: Eranda
Bandara

26

Cont..
Companies
become
virtual
organizations
Planning for a long term demographical
changes.
Introducing new terminologies such as
empowering & delegation of work
Diversity nature of workforce
Employee is become an asset & no
more a cost to the organization.
Prepared By: Eranda
Bandara

27

Modern Trends in HRM

Shifting the role as a planner and the
change agent
Modern
quality
management
standards
Human Resource Outsourcing
Retention strategies
Training & Development
Prepared By: Eranda
Bandara

28