Escolar Documentos
Profissional Documentos
Cultura Documentos
Management is the process of designing and maintaining an environment in which individuals, working together in groups, efficiently accomplish selected aims.
TYPES OF MANAGEMENT
Management is classified into three branches in accordance with the type of resources it deals with, i.e.
RESOURCES
Finance. Material.
Human Resources.
MANAGEMENT
Finance Management. Materials Management.
The Human Resources
Management.
DEVELOPMENT OF HRM
Pioneer Work. Behavioral Science Movement. Organizational Development Movement. Peter Drucker (1950) Douglas Mcgreger. Maslows Hierarchy of Needs. (1960) 1960-170.
The Corporate Culture Cult. 1970-1980. The Art of Japanese Management. 1980-1985.
Stage 1
Stage 2
Stage 3
Stage 4
File Maintenance
Government Accountability
Organizational Accountability
Strategic Partner
Human resources are the most important assets of an organization. Their Management is the key to its success. Success is most likely if the personnel policies and procedures are closely linked with, objectives and strategic plans. The corporate culture and values, organizational climate and managerial behavior culture influences the achievement of excellence. This culture be managed. HRM is concerned with integration. Getting all the members of the organization involved in working together with a common sense.
HRM CONCEPT
It involves all the management decisions and actions that affect the nature of the relationship between the organization and employees i.e., Its HR. It communicates the instrumental values about people and that people be viewed and managed as assets. The development of trust between employees, managers and unions
HRM CONCEPT
Human Resource Management is the responsibility of all those who manage people. It is the management concerned with people at work and with their relationship within an enterprise. It applies to all fields of employment. It aims at achieving both efficiency and justice. It seeks to brings together and develop into an effective organization, all the people of an enterprise, to make there best contribution to its success both as an individual and as member of working group. It seeks to provide fair terms and conditions of employment and satisfying work for the employed.
Employee involvement and union-management collaboration. To identify problems and develop processes. Increased emphasis on training and development activities, performance appraisal and improvement processes. Competence and commitment issues given attention. Traditional control on information flow giving way to more opennes to employees. Shift from short term perspective to long term perspective to problems and their solutions.
Contd..
A concern for the outcomes not just the role and policies Flexibility in application of HR policies to individuals and the business Flexibility in control at the top to a more participative and collaborative management Willingness to talk about the problems in organization Change in attitudes towards conflicts HRM concerned with the groups of shareholders, employees, the union and the government
CURRENT PRESSURES AND DEMANDS ON HRM Increased international competition. Increasing complexity of size of organizations. Slower growth, and receding advancement opportunity to employees. Greater involvement of governments in human resource practices.
Recrutiemnt Selection
Employeee Relation
Employee Development
Management Development
Organizational Development
Research
Organiztional Communication
Change Management
Organizational Behaviour
Industrial Psychology
Legal Regulations
Human Relations
Socio Cultural
Public Relation
Or
ORGANIZATIONAL STRATEGY
Initiates the process of identifying strategic business needs and provides specific opportunities to them
INTERNAL CHARACTERISTICS
EXTERNAL CHARACTERISTICS
Human Resources processes for the formulation and implementation of other activities.Defines how these activities are carried out
SPECIAL OBJECTIVE
TO HELP LINE MANAGERS MANAGE THOSE WORKERS MORE EFFECIVELY. The HR Department accomplishes this special objective through policy initiation and formulation, advice, service and control in resonance with line managers. THUS THE HR RESPONSIBILITIES ARE SHARED BY THE HR DEPARTMENT AND LINE MANAGERS.
CRITICAL HR PROCESSES
Training and Development Policies Implementation Systems Update and Procedures Improvement Practices and Processes Development Knowledge, Skills and Abilities Development Identification of Future Hr Requirement Leadership Development
HRM IN PAKISTAN
HRM in Pakistani Environment. Current Trends Of HRM in Pakistan
CURRENT TRENDS OF HRM IN PAKISTAN Multinationals. Public Limited Companies. Government and Semi Government. Private Industry.
ROLES OF HR MANAGER
Business Person. Shaper Of Change. Consultant to the Organization and Partner to Line Managers. Strategy Formulator and Implementers
Talent Manager (ie.,Network With Professional Colleagues, Including Recruiters,line Managers, and Other Hr Professionals) Asset Manager and Cost Controller (Based on Understanding Financial and Accounting Procedures.)
Helping people to succeed by building an environment with high integrity, strong and consistent values and continuous improvement.
Changing environment towards effective time management, cost consciousness and improving interaction for increasing productivity by proactive support to line managers.