HRM Policies and Practices: Course Code: MGT450

HRM Policies and Practices
Course Code: MGT450

Dr. Saqib Yousaf
Introduction to Course
Nature and Scope of HRM
Challenges in HRM
An Investment Perspective of HRM
Human Resource Planning
Job Analysis and Job Design
Recruitment and Selection
Inducting and Placing New Hires
Performance Appraisal
Compensation Management (components of remuneration,

incentives, benefits and services, fringe benefits, perquisites,
top executives remuneration)
Introduction to Course
Health and Safe Environment
Managing Separations and Rightsizing
Industrial Relations
Trade Unions
Resolving Disputes
Labour Laws in Pakistan
Equal Employment Practices in Pakistan
International Human Resource Management
Evaluating HR effectiveness
Grading System
Assignment
10 MARKS
Quizzes
10 MARKS
Graded Discussion
05 MARKS
Sessionals (I and II)
25 MARKS
Final Exam
50 MARKS
TOTAL
100 MARKS
Lecture Overview
HRM Definition
Scope of HRM
Difference between HRM and PM
Resource Management
Functions of HRM Human
Department
HRM Functions and Objectives
Reading Material
Gary Dessler : Human Resource Management

Publisher National Book Foundation
CHAPTER 1
UNDERSTANDING THE NATURE AND SCOPE
OF HRM
Lecture Overview
What is HRM?
HRM Activities
Scope of HRM
HRM Objectives and Functions
HUMAN RESOURCE MANAGEMENT (HRM)
HRM defined as
HRM is management function concerned with hiring , motivating and
maintaining people in an organization. It focuses on people in
organization
(Aswathappa, 2008, p.5)
HRM: Peoples Dimensions In Organizations

HRM: the application of management functions and principles
related to employees
HRM functions applicable every where (not for profit and profit
driven organizations)
Employees decisions are integrated
Employee decision brings effectiveness/efficiency in
organization
HRM includes all major activities in professional life of a worker
All activities from employee entry to managing performance
and training until he or she leaves
HRM Activities
HR Planning
Job Analysis and Design
Recruitment and Selection
Training and Development
Remuneration
Welfare
Safe and Healthy Work Environment
Industrial relations
SCOPE OF HRM
1. Introduction to HRM
2. Employee Hiring
3. Employee Remuneration
4. Employee Motivation
5. Employee Maintenance
6. Industrial Relations
7. Prospects of HRM
Scope Of HRM
Prospects
of
HRM
Career
Development
IR
Introduction
of
HRM
HRM
Employee
Maintenance
Source: Aswathappa, 2008, p.6
Employee
Hiring
Employee
Remuneration
Employee
Motivation
The Semantics
There two terms
1. PM (Personnel Management )
2. HRM (Human Resource Management )
PM and HRM are different in scope and orientation
HRM is broad concept
PM and HRD (Human Resource Development) are part of HRM
Differences Between HRM and PM

Dimensions
1.Employment
contract
2.Rules
3.Guide to
management action
4.Behaviour referent
5.Managerial task
vis--vis labor
6.Speed of decision
7.Management role
8.Communication
9. Prized
management skills
10.Selection
11.Labour
management
12.Job categories
PM
Care full delineation
of written contracts
Importance of
devising clear rules
Procedures
HRM
Aim to go behind
contract
Can do outlook,
impatience with rule
Business need
Norms ,customs and

practices
Monitoring
Values and mission
Slow
Transactional
Fast
Transformational
leadership
Direct
Facilitation
Indirect
Negotiation
Separate ,marginal
task
Collective barraging
contracts
Many
Nurturing
Integrated, key task

Individual contracts
Few
Differences Between HRM and PM

Dimensions
PM
HRM
15.Respect for
employees
Labour is used as
tool which is
spendable and
replaceable
Interest of
organizations are
uppermost
Precedes HRM
Peoples are used as

assets to be used for
the benefit of
organization
Mutuality of interest
16.Shared interest
17.Evolution
18.Locus of control
19.Oganization
principles
External
Mechanistic
Top down
centralized
20.Key relations
21.Initiatives
22.Pay
23.Training and
development
Labour Management
Piecemeal
Job evaluation
Controlled accessed
to courses
Latest in evolution of
subjects
Internal
Organic
Bottom-up
Decentralized
Customers
Integrated
Performance related
Learning companies

The main objective of HRM is to ensure the availability of
willing and competent force to an organization
There are other objective of HRM too
1. Societal objectives
2. Functional objectives
3. Organizational objectives
4. Personal objectives
HRM FUNCTIONS AND OBJECTIVES
Societal Objectives
Organizational
Objectives
Functional
Objectives
Personal
Objectives

1 Societal objectives
Societal objectives of HRM make sure that the organization is
socially and ethically responsible
Minimizing negative impact of societal demands on
organizations
For example: EOE laws forces organizations to be ethical in
recruitment, to minimize the discrimination against hiring
based on ethnicity, race, and religion etc.

2 Organizational objectives
To determine the role of HRM in organizational effectiveness
Its purpose is to assist/serve organization
HR department also serve other departments

3 Functional objectives
To maintain department contribution in organizational
effectiveness
HR department services must fit into the organizational

needs

4 Personal objectives
To assist employees in achieving their personal/individual goals
Maximum contribution to organization
Personal objectives are achieved when employees are satisfied,
motivated and retained
Satisfied employees
excellent services
excellent
organizational performance

HRM Objectives
Supporting Functions
Societal Objectives
Legal compliance
Benefits
Union-Management relationship
Organizational Objectives
Human Resource Planning

Employee Relations
Placement
Functional Objectives
Placement
Personal Objectives
Compensation
Placement
Summary
What is HRM?
HRM Activities
Scope of HRM
HRM Objectives and Functions

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HRM Policies and Practices

Course Code: MGT450

Nature and Scope of HRM

An Investment Perspective of HRM

Human Resource Planning

Job Analysis and Job Design

Recruitment and Selection

Inducting and Placing New Hires

Compensation Management (components of remuneration,

Sessionals (I and II)

HRM Functions and Objectives

Gary Dessler : Human Resource Management

HUMAN RESOURCE MANAGEMENT (HRM)

HRM: Peoples Dimensions In Organizations

Source: Aswathappa, 2008, p.6

Differences Between HRM and PM

Norms ,customs and

Values and mission

Integrated, key task

Differences Between HRM and PM

Peoples are used as

Source: Aswathappa, 2008, p.7

HRM Functions and Objectives

HRM FUNCTIONS AND OBJECTIVES

HRM Functions and Objectives

HRM Functions and Objectives

HRM Functions and Objectives

HR department services must fit into the organizational

HRM Functions and Objectives

HRM Functions and Objectives

Human Resource Planning

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