HUMAN RESOURCE MANGEMENT PROCESS

1
HUMAN RESOURCE MANGEMENT
PROCESS

• Presentation

2
Members Presenting

• Aburrub
• Tanveer Ahsan
• Abid Ali
• Kamran
• Rabia Riaz
• Amna Ahmed
• Nousheen Chaudry

3
Management Functions

• Planning
• Organizing
• Human Resource Management
• Leading
• Controlling

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Introduction to HRM
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What is HUMAN RESOURCE MANAGEMENT

• The management function that deals with
  recruitment, placement, training, development of
  organization members.
• HRM is a process for staffing the organization
  and sustaining high employee performance.
• HRM can be defined as all the practices, systems
  and procedures implemented to attract, acquire,
  develop and manage human resources to achieve the
  goals of an organization.
• Simply it is managing the employment relationship

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Importance of Human Resource
Management

• Staff is the most important resource of an
  organization.
• Human resource is the key ingredient to success.
• Human resource creates organizational
  accomplishments and innovations.

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Components of a HRM System
Career Development
Compensation Benefits
Human Resource Planning
HRM
Performance Management
Recruitment/ Decruitment
Training/ Development
Orientation
Selection
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Mobilink GSM in context with
HRM
9
Mobilink GSM in context with
HRM

• Our group will be explaining the Human resource
  management of the company Mobilink GSM company
  originated in 1994 which provides the best
  cellular services within Pakistan.
• Mobilink has a very well defined and structured
  department and its various policies of keeping
  each employee productive part of the organization
  are intoned with the corporate worlds
  requirement.
• Employees in the company are largely committed to
  their organization and have shown progress in the
  company. Employees are satisfied with the HR
  department of Mobilink GSM Company.

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Human Resource Planning
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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.

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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

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Human Resource Planning (continued)

• Human resource planning must be integrated within
  the organizations strategic plans
• Senior management must emphasize the importance
  of human resource planning
• Human resource planning must be based on the most
  accurate information available.
• A clear plan must be developed with associated
  time-spans and scope of activity.

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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.
• Meeting Future Human Resource Needs.

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Planning Procedures Of Mobilink GSM

• At Mobilink, our belief is that "Our people are
  our greatest asset. We take great pride in
  acknowledging the contribution each one of us
  makes.
• We focus on People Development and for that we
  ensure
• Staff Mobilink with world class Professionals and
  ensure that the right systems are in place to
  encourage them to develop to their full
  potential.
• Create a collaborative and mutually supportive
  work environment that encourages people to grow.
• Build a team of professionals who deliver
  expertise by participating in business
  decisions.
• Develop Performance Management and reward systems
  underlying our Business strategy.
• We aim at making Mobilink a great place to work

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Recruitment Decruitment

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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.

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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

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Sources Of recruiting Potential Job Candidates

• Labor market
• Easy to recruit in large labor markets.
• The type or level of the position
• The more specialized the position the more
  recruitment efforts .
• The size of the organization
• The larger the organization the easier it is
  to recruit.

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Process of Recruitment

• Steps in the Recruitment process
• Internal Search
• Advertisement of a job vacancy.
• Web based advertising.
• Preliminary contact with potential job
  candidates.
• Initial screening to create a pool of qualified
  applicants.

• Methods of Recruitment process
• External Recruitment
• Internal Recruitment

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Recruitment Policies of Mobilink GSM

• Source
• Current Mobilink Employees
• Internal and external Advertisements
• Data Bank
• Employment Agencies and consultants

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Mobilink GSM Guidelines

• External Recruitment
• No candidate under age of eighteen can apply for
  the job
• Candidates cant apply for the job if their blood
  relations work in PMCL-Mobilink.
• Heads are responsible for hiring procedures
• Human resources jointly with the department heads
  decide the salary range
• Minimum qualification must be a bachelor degree.
• Candidate are required to successfully complete
  any job related selection test given to them.

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Mobilink GSM Guidelines (continued)

• Internal Recruitment
• Internal candidates has to be a confirm employees
  of Mobilink of who have completed a one year of
  service in their existing designation.
• Selected candidates are required to join the new
  job/position after getting clearance from
  supervisor and will be on probation for a period
  of three months.

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General Conditions for Recruitment in MOBILINK GSM

• Recruitment is done through human resources
  Department.
• An Applicants knowledge ,skill and aptitude
  should relate to the position, Education,
  Experience, Intelligence test, Interviews,
  References, Medical test.
• Initially applicants may submit a hand
  written/typed application along with a legal
  bio-data and 2 passport sized photograph to HR
  department
• They are required to fill the standard
  application from the Company Application.

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Selection
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Selection

• The process of assessing candidates and
  appointing a post holder to ensure that the most
  appropriate candidates are hired.
• The scheme used for optimally staffing the
  organization

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Selection

• Validity and Reliability

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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

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Selection Criteria (continued)

• Types Of Interviews
• Testing
• To measure the job and learning skills of the
  candidate.
• Initial Screening
• A type of interview in which questions are
  asked about experience of the candidate and his
  salary expectations
• Panel and Serial interviews.
• To evaluate a candidate for the job.

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Steps In Selection (continued)

• In Depth Selection Interviews
• These interviews are conducted by the manager
  to whom the applicant will report.
• The objective of this step is to find out more
  about applicant as an individual.
• 3. Background Checks
• Selection committee confirm the truthfulness
  of application Résumé or of the application
  form.
• The previous supervisor of the applicant is
  called to confirm this information and to get his
  career highlights.

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Steps In Selection (continued)

• 4.Physical Examination
• It is conducted to ensure the physical fitness
  of applicant.

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Steps In Selection (continued)

• 5.Job Offer

• Welcome
• Position / title
• Authority, duties and responsibilities
• Starting date, normal work hours
• Starting salary
• Benefit package
• Other - probationary period, travel, etc.

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Selection Criteria of Mobilink GSM

• Information regarding the qualifications and job
  description is provided by the company to
  identify suitable candidates.
• Candidates are supposed to complete the
  Pre-Employment 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.

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Selection Criteria of Mobilink GSM (continued)

• Following information's are required by Mobilink
  from the applicant
• In case of Non-Payment employees Mobilink signs a
  contract of 1 year which can be extended to
  another year.
• After selection the candidate is required to
  complete a 3 month long probationary period.
• HRM department prepares and delivers the
  Employment Letters to the employee and obtain
  signature of him on a copy.
• Candidates rejected or kept on file are sent
  regret letters.

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Selection Criteria of Mobilink GSM (continued)

• Hiring Committee
• Mobilinks Hiring Committee constitutes
  following members for hiring on all the levels
• Respective Department Head
• Head Of Human Resources
• President

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Selection Criteria of Mobilink GSM (continued)

• 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.

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Orientation
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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.

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Orientation (continued)

• 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.

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Types of Orientation

• Two types of orientation
• Work unit orientation
• Familiarizes employee with goals of work
  unit, contribution to the units goals,
  introduction to co-workers.
• Organization orientation
• Informs employee about the organizations
  objectives, history ,philosophy procedures and
  rules, human resource policies and benefits. Tour
  of organizations work facilities.

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Orientation of new employees in Mobilink GSM

• 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 .

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Orientation of new employees in Mobilink GSM
(continued)

• Within 30 days of employment all new employees
  attend a formal orientation program which
  includes
• Nature of business
• History-philosophy and structure of company
• Structure chain command within the company
• Company benefit plans
• Layout and facilities offered by the company .

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Training
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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.

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Developmental Programs

• A process designed to develop skills necessary
  for future work activities.

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Difference between Training and Developmental
Programs

• Training is for the current improvement in the
  job while developmental program is for
  improving the skill which will be used in the
  future.
• Both managers and non-managers receive help from
  training and developmental program but mostly
  non-managers are concerned with training while
  the managers are concerned with developmental
  programs.

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Why Training and Developmental Program?

• To improve three types of skills
• Technical skills
• Interpersonal skills
• Problem solving skills

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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.

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Types Of Skills (continued)

• Interpersonal skills
• This type of training includes learning how
  to be better listener, how to communicate ideas
  more clearly and how to reduce conflicts.

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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.

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Training Methods

• Most training takes place on the job because this
  approach is simple and inexpensive.
• Some skill training is too complex to learn on
  the job. in such cases it should take place
  outside the work setting.

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Training In Mobilink GSM

• 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.

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Training In Mobilink GSM (continued)

• The employees are trained technically and
  periodically either locally or abroad according
  pre-planned programs.
• Training in Mobilink GSM upgrades capabilities of
  employees, provides guidance and individual
  counseling .
• Construct training programs and provide employees
  a variety of Job skills, Technical, Clerical and
  Supervisory and Managerial courses.

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Training and Development in Mobilink GSM_______

• The human resource department conducts a meeting
  with department heads at the end of the training
  program.
• The purpose of this meting is to focus on the
  individual discipline and performance during the
  training program.
• Then on the basis of their performance they give
  them advance jobs.
• They fill every position vacancy with the best
  qualified person obtained.
• They prefer their own employees and go outside
  only when fully qualified person is not
  obtainable.

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Employees Performance Management
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Employee Performance Management

• Performance management is a process used within
  organization to establish and evaluate an
  individuals job performance to achieve goals and
  objectives.

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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.

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Types of Performance Appraisal

• Informal Performance Appraisal
• The process of continually feeding back to
  subordinates information regarding their work
  performance
• Formal Performance Appraisal
• A formalized appraisal process for rating
  work performance, identifying deserving raises or
  promotions, and identifying those in need of
  further training.

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Performance Appraisal Methods
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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.

61
Graphical rating scale

• 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.
• Disadvantage of this do not provide depth of job
  behavior assessed.

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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.

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Behaviorally anchored rating scales (BARS)

• A performance appraisal technique that appraises
  an employee on example of actual job behavior.
• Advantage focus on specific and measurable job
  behaviors.
• Disadvantage time consuming difficult to develop.

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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.

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360 degree feedback

• A performance appraisal method that utilizes
  feedback from supervisors employees and
  coworkers.
• Advantage of this is thorough.
• Disadvantage time consuming.

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Performance Management(conclusion)

• To be meaningful, an appraisal system must be
• Reliable provide consistent results across
  time.
• Valid actually measure people on relevant job
  content.
• Measurement errors can threaten the reliability
  or validity of performance appraisals.

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Performance Management in Mobilink GSM

• 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

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Performance Management in Mobilink GSM
(continued)

• Mobilink asses the employee on
• Leadership.
• Communication skills.
• Team work and Co-operation.
• Problem solving decision making.
• Initiative and drive.
• Flexibility.
• Customer focus.

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Performance Management in Mobilink GSM
(continued)

• Performance appraisal is done on an annual basis
  (from January 1st to December 31st)
• To give a chance to subordinates to evaluate
  their seniors a 360 degree evaluation is
  conducted at the tome of the performance
  evaluation.
• The immediate supervisor prepares an annual
  report in December of each year of each employee
• Increments are also given at the end of the year
  ,increments are percentage of salaries.
• Promotions is given on good performance after
  completing two years in the current grade.
• Bonuses are given but the employee must have to
  complete 6 months in the company service.

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Career Development
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Career

• A sequence of positions held by a person during
  his or her lifetime.
• It is also defined as advancement.

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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.

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Career Development(Today)

• Wide spread organizational changes have lead to
  uncertainty and chaos concerning the concept of
  traditional organizational career.

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Significant Conclusion about Career Development?

• The individual not the organization is
  responsible for his/her own career!
• Organizational members have to look out for
  themselves and become more self reliant.
• Boundary less career is being established in
  which individual rather than organization define
• Career Progression.
• Organizational loyalty.
• Important skills.
• Market place value.

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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.

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Successful Management for Career Development

• Develop a network.
• Continue upgrading your skills.
• Stay mobile.
• Support your boss.
• Dont stay too long in your first job.
• Stay visible.
• Gain control of organization resources.
• Learn the power structure.
• Present the right image.
• Do Good work.

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Career Development In Mobilink GSM____

• Mobilink GSM supports the development of its
  employees skills and abilities with an aim to
  achieve their potential.

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Procedures for Career Development In Mobilink GSM

• All vacancies for Positions of grade level
  Assistant Manager and above are announced
  internally or displayed on notice board.
• One year experience of work in Mobilink company
• Selected person ensure to meet all requirements
  and will join the new job after getting clearance
  from department head for probation period.

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Procedures for Career Development In Mobilink GSM
(continued)

• Submission of application to HR department
• Candidates are evaluated and assessed through
  test.
• Performance appraisal System provides basis for
  decisions regarding confirmation, promotion and
  annual increment of Mobilink.
• Results of performance appraisal is increments,
  salary adjustments and promotions showing the
  last three years inclination of company after
  obtaining approval from the president

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Current Issues Of Human Resource Management
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Current Issues Of HRM

• Workforce Diversity
• A workforce thats more heterogeneous in
  term of gender, ethnicity, age and other
  characteristics that reflect differences.

• Selection
• Recruitment
• Orientation Training

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Current Issues Of HRM (continued)

• Work-Life Balance
• Balance between family life and
  work life. Employees can not leave their
  families.
• Family Friendly Benefits

• Dual Career Couples

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Current Issues Of HRM (continued)

• Environmental Pressures
• External stakeholder interests, such
  as Union interests, situational factors (local
  labor market), can influence HRM.
• Organizations react to these pressures

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Current Issues Of HRM

• Four Cs Model For Evaluating Human Resources
• Competence
• Commitment
• Congruence
• Cost effectiveness

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Current Issues Of HRM in Mobilink

• Following are some issues of HRM in Mobilink
• The timing although is 9 am to 5 pm, but it is
  adhered to as the normal employee leaves his
  office not before 6 am.
• The hierarchy chart shows 3 HR managers/
  coordinators for Islamabad, here as only 1 fore
  Lahore. This can be unjustified keeping in view
  that a large number of employee work in Lahore.
• Moblink has a formal environment which can be
  changed to more relax and friendly environment.

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Conclusion

• Importance of HRM
• HRM process
• Job descriptions
• Recruitment
• Selection
• Training
• Performance appraisal method
• Career development
• Current issues

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