Professional Documents
Culture Documents
Presentation
Members Presenting:
Aburrub Tanveer Ahsan Abid Ali Kamran Rabia Riaz Amna Ahmed Nousheen Chaudry
Management Functions
Planning Organizing
Human Resource Management
Leading Controlling
Introduction to HRM
Recruitment/ Decruitment
HRM
Performance Management
Selection
Orientation
Training/ Development
HRM Planning
Human resource planning is designed to ensure the future personnel needs will be constantly and appropriately met. The process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks.
Planning..
It is accomplished through analysis of Internal factors : Current and expected skill needs, vacancies and departmental expansions and reductions. Environmental factors: Labor markets, use of computers to build and maintain information about employees
Planning . (continued)
Current Assessment:
Job analysis
Defines jobs and the behaviors to perform them .
Job description
A written statement of what a job holder does, how its done and why it is done.
Job specification
A statement of the minimum qualifications that a person must possess to perform a given job successfully.
Recruitment &Decruitment
Recruitment
The development of a pool of job candidates in accordance with a human resource plan It is the process of locating, identifying, and attracting capable applicants.
Decruitment
Techniques for reducing the labor supply within an organization. e.g. firing ,layoffs, transfers, retirements.
Recruitment.(continued)
Job description :
A written description of a non-management job, covering title, duties and responsibilities and including its location on the organization chart.
Position description:
A written description of a management position.
Hiring specification:
It defines the education, experience and skills an individual must have in order to perform effectively in the position he/she is applying
Process of Recruitment
Steps in the Recruitment process:
Internal Search Advertisement of a job vacancy. Web based advertising.
Selection
Selection
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired.
Selection
Validity and Reliability
Validity
The proven relationship that exists between a selection device and some relevant job criterion
Reliability
The ability of a selection device to measure the same thing consistently
Selection Criteria
1.Completed Job Applications:
This step indicates the employee desire position and this application provides information useful for interviews.
2. Interviews:
It is most common method in which selection committee evaluates a candidates abilities by following methods:
Selection Criteria
Types Of Interviews:
Testing:
(continued)
Initial Screening:
A type of interview in which questions are asked about experience of the candidate and his salary expectations
Steps In Selection
(continued)
3. Background Checks:
Selection committee confirm the truthfulness of application Rsum or of the application form. The previous supervisor of the applicant is called to confirm this information and to get his career highlights.
Steps In Selection
(continued)
4.Physical Examination:
It is conducted to ensure the physical fitness of applicant.
Steps In Selection
5.Job Offer:
(continued)
Welcome Position / title Authority, duties and responsibilities Starting date, normal work hours Starting salary Benefit package Other - probationary period, travel, etc.
Information regarding the qualifications and job description is provided by the company to identify suitable candidates. Candidates are supposed to complete the PreEmployment forms and then the HRM department conducts the interviews and tests which are discussed in previous slides. There is a restriction by the company that the Divisional/Department Head and HRM department must agree before the final selection of the candidate.
Hiring Committee
Mobilinks Hiring Committee constitutes following members for hiring on all the levels: Respective Department Head Head Of Human Resources President
Appointment Letters:
Mobilinks appointment letters for successful candidates spells out the terms and conditions of the employment and benefits applicable to the position. At the time of confirmation the concerned department is send the feedback for confirmation.
Orientation
Orientation
Introduction of a new employee to his/her job and the organization. A program designed to help employees fit smoothly into an organization; also called socialization. Orientation or socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization.
Orientation (continued)
1. 2. It conveys three types of information: General information about daily work routine. Review of organizations history ,purpose operations, and products or services and contribution of employees job to the organizations needs. Presentation of organizations policies, work rules and employee benefit.
3.
Types of Orientation
Two types of orientation:
1. Work unit orientation: Familiarizes employee with goals of work unit, contribution to the units goals, introduction to co-workers. 2. Organization orientation: Informs employee about the organizations objectives, history ,philosophy procedures and rules, human resource policies and benefits. Tour of organizations work facilities.
Objective is to inform all new employees with the basic structure and rules of Mobilink. Human resource Department is responsible for orientation. Orientation CD regarding PMCL, Organizational charts. With the first week of the employment employee go through Department orientation .
Training
Training Programs
A process designed to maintain or improve current job performance. Most training is directed at upgrading and improving an employees abilities or skills.
Developmental Programs
A process designed to develop skills necessary for future work activities.
Types Of Skills
Technical Skills: The skills of improving basic skills like the ability to read , write and doing math computations as well as job specific competences.
Types Of Skills
Interpersonal skills:
(continued)
This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts.
Types Of Skills
(continued)
Problem solving skills: These skills include participating in activities to sharpen logic , reasoning and skills at defining problems, being creative in developing alternatives, analyzing alternatives and selecting solutions.
Training Methods
1) Most training takes place on the job because this approach is simple and inexpensive. 2) Some skill training is too complex to learn on the job. in such cases it should take place outside the work setting.
The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. Provide employees with greater opportunity to grow and succeed with in the company. To strengthen management and professional teams at all organizational levels.
Employee Performance Management Performance management is a process used within organization to establish and evaluate an individuals job performance to achieve goals and objectives.
Performance Management
Performance Appraisal
A process of systematically evaluating performance and providing feedback upon which performance adjustments can be made. Performance appraisal should be based on job analysis, job description, and job specifications.
Written Essays
Multiperson Comparisons
BARS
Behavioral Anchored Rating Scales
Critical Incidents
Written essay
A technique in which an evaluator writes out employee strengths,weeknesses,past performance and potential. Advantages of this is simple to use. Disadvantages of this is more a
measure of evaluators writing ability than of employee actual performance.
A performance appraisal technique in which an employee is rated on a set of performance factors. Advantages of this provide
quantitative data , less time consuming than other methods.
Critical incidents
A technique in which the evaluator focuses on the critical behaviors that separate effective from ineffective job performance.
Advantage rich examples behaviorally based.
Disadvantage time consuming lack of quantification.
Multiperson comparisons
Performance appraisal techniques that compare one individuals performance with that of one or more other individuals. Group ranking Individual ranking Advantage compares with one another. Disadvantage unwieldy with large no of
employees.
Performance Management
(conclusion)
content.
Measurement errors can threaten the reliability or
PMCL provide a formal review program to evaluate work performance and to promote communication and discussion of job performance w.r.t. past performance at Mobilink
Career Development
Career
A sequence of positions held by a person during his or her lifetime. It is also defined as advancement.
Career Development
(Past)
Programs typically designed by organizations To advance their work activities within specific organization. Provide information ,assessment and training to help employees to realize their career goals. Attract and retain highly talented people.
Career Development
(Today)
Wide spread organizational changes have lead to uncertainty and chaos concerning the concept of traditional organizational career.
Career Decisions
Career choice. Initiate Job search. How to survive and excel in your career. Opportunities for personnel development. Benefits. Recognition for good performance. Job location. Money. Working as a team.
Mobilink GSM supports the development of its employees skills and abilities with an aim to achieve their potential.
Work-Life Balance: Balance between family life and work life. Employees can not leave their families. Family Friendly Benefits
Environmental Pressures:
External stakeholder interests, such as Union interests, situational factors (local labor market), can influence HRM. Organizations react to these pressures
Conclusion
Importance of HRM HRM process Job descriptions Recruitment Selection Training Performance appraisal method Career development Current issues