© farhan mir 2007 ims © farhan mir 2007 ims human resource management mba & bba course...

© Farhan Mir© Farhan Mir

20200707 IMSIMS© Farhan Mir© Farhan Mir

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Human Resource Human Resource ManagementManagement

MBA & BBAMBA & BBA

Course Overview & Introduction

Lectures Week 1

Course Lecturer: Farhan Mir


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Lectures 123 Lectures 123 AdministrationAdministrationIntroducing Myself (which you already know)

Course Introduction

Few Words on Articles & Additional Readings

Suggestion for future course of action

HRM Overview

My Own Website as Online Resource Center

(www.themirs.net)


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Course LecturerCourse Lecturer (Brief (Brief Introduction)Introduction)

Farhan Azmat Mir

MIMS [Monash University Melbourne]MBA (MIS) [B.Z.U] Gold Medal

Some Words regarding my Academic and Professional Life

4 Years at IMS (as Lecturer)4 Years at IMS (as Lecturer)AcademicallyAdministrativelyColleges & StudentsLearning Curve

Some Words on the Future


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Current Responsibilities at Current Responsibilities at IMSIMSAdvisor Students (Evening)

All issues and queries relating to evening All issues and queries relating to evening programs including BBA-IT, MBA-IT, MBA programs including BBA-IT, MBA-IT, MBA (Banking) and MBA (Executive)(Banking) and MBA (Executive) Coordination of all academic and extra-curricular Coordination of all academic and extra-curricular functions relating to evening programs including functions relating to evening programs including “Formal “Formal

Orientations", "Welcome & Farewells Parties"Orientations", "Welcome & Farewells Parties"

Coordinator BBA-IT Program Curriculum Development and ReviewCurriculum Development and ReviewAll office documentation (Course Files and All office documentation (Course Files and Quality documents)Quality documents)Coordination with Permanent & Visiting Faculty Coordination with Permanent & Visiting Faculty membersmembersStudent application and documentation Student application and documentation evaluationevaluationClass Scheduling and MonitoringClass Scheduling and Monitoring


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Current Responsibilities at Current Responsibilities at IMSIMSIncharge Seminar & Drama

Society Development of Seminar Calendar Development of Seminar Calendar in close coordination with all in close coordination with all faculty membersfaculty membersAll logistic and coordination All logistic and coordination support for Seminars, support for Seminars, Conferences, Workshops & Drama Conferences, Workshops & Drama activitiesactivitiesArrangement and Liaison-keeping Arrangement and Liaison-keeping with Speakers and Guest with Speakers and Guest LecturersLecturers

Admission SecretaryIncharge of the overall admission Incharge of the overall admission process for both bachelors and process for both bachelors and masters programsmasters programs


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My Introduction: My Introduction: Consultation Consultation MethodMethod Best through e-mail address

([email protected]) OR

In case of submission of assignment through email ([email protected])

After/before lectures on lecture day OR

Announced Timings in case of Assignments or Reports

Consultation Timings: 12:00 pm to 1:00 pm Thursday-Friday


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My Introduction: My Introduction: InterestsInterests

Social & Cultural Change

Religion

History &Art

Creativity & New Ideas

Sports

PersonalityDevelopment


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My InspirationsMy Inspirations


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Favourite QuotesFavourite Quotes"Champions aren't made in gyms. Champions are made from something they have deep inside them: A desire, a dream, a vision. They have to have last-minute stamina, they have to be a little faster, they have to have the skill and the will. But the will must be stronger than the skill." -Muhammad Ali


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Favourite QuotesFavourite Quotes

“You are educated. Your certification is in your degree. You may think of it as the ticket to the good life. Let me ask you to think of an alternative. Think of it as your ticket to change the world”.(Tom Brokaw)



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Course Course Administration &Administration &RequirementsRequirements


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Lecture NotesLecture NotesAvailable from Photostat shop before lectures or preferably one day before the start of new week

Usually the lecture material will cover the topics of one weekLecture Notes also now available online on the given website address (www.themirs.net/HRM.html)Lecture Notes will not be in detail format rather these will contain topics of discussion and important announcements regarding assessments.

Most Importantly Lecture Notes are just a supporting material and students must not forget to read books for detail and complete understanding (In case of HRM as a subject you need to do extensive reading on topics under discussion & look for majority of web sites for practical know how)


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Course AdministrationCourse AdministrationSessionals

Written assignments (Small Tasks) (details in Written assignments (Small Tasks) (details in coming lectures)coming lectures)

Idea is to initiate research oriented writing not “cut-copy-paste”

Attendance, Presentations, Quiz & Class Attendance, Presentations, Quiz & Class Discussion & Participation (as a regular activity)Discussion & Participation (as a regular activity)

Volunteer presentations (you must not be that Volunteer presentations (you must not be that familiar with this kind of stuff but you need to familiar with this kind of stuff but you need to respond to it quickly!)respond to it quickly!)

Formal Presentations in groups and if you want Formal Presentations in groups and if you want to take it one step ahead you could arrange to take it one step ahead you could arrange small seminars for other classes (preferably small seminars for other classes (preferably your juniors) on given “Research Topics”your juniors) on given “Research Topics”


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How to get more marks?How to get more marks?

RequirementsOverall Class AttitudeOverall Class Attitude

Things to Avoid (Referencing, Cut-Copy-Things to Avoid (Referencing, Cut-Copy-Paste Culture, Carelessness, leg-pulling)Paste Culture, Carelessness, leg-pulling)

Things to do (Innovation, Confidence, Things to do (Innovation, Confidence, Work Attitude)Work Attitude)

Sense of Maturity and continuous Sense of Maturity and continuous learninglearning


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One of the Major One of the Major SessionalsSessionalsCase Study Presentation

Students in groups of 3-5 will choose an e-Business Students in groups of 3-5 will choose an e-Business (Preferably a Pakistani Organization)(Preferably a Pakistani Organization)Case should be developed on the given format (A Case should be developed on the given format (A model format will be discussed in upcoming lectures)model format will be discussed in upcoming lectures)Students need to develop a proper case study using Students need to develop a proper case study using the case study development guidelinesthe case study development guidelinesEventually will present their findings in the shape of Eventually will present their findings in the shape of a Presentation in front of the class or classes on a Presentation in front of the class or classes on MultimediaMultimediaStudents need to submit both Hard (Printed) and Soft Students need to submit both Hard (Printed) and Soft copies (Computer files) of the Case itself and that of copies (Computer files) of the Case itself and that of the PowerPoint Presentation the PowerPoint Presentation This is day 1 so you can start working now!This is day 1 so you can start working now!I will myself present at least one Case Study well I will myself present at least one Case Study well before the presentation schedule so that you people before the presentation schedule so that you people have an idea have an idea


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Last Year Case StudiesLast Year Case Studies

Harley Davidson (Motor Bike Company)

PIA (Travel Industry)

UBL (Banking Online)

World Expeditions (Tourism & Travel)

Mobilink (Telecommunication)

IBM (Computer Giant)


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Topics for Case StudiesTopics for Case Studies

Human Resource Planning

Impact of Technological Changes on HR Management

HRIS

Selection Techniques & Tools

Training as one of the key HR Function

Performance Evaluation: Importance & Methods

Compensation & Benefits: The Key Motivator

Career Planning & Development

Collective Bargaining & Unions

Latest Trends & Issues in HRM


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Course OrientationCourse OrientationBasically Theoretical focus

Introduction of Concepts and Issues regarding HRM (This subject is developed in case study mode: it means that there are lot of case studies)

ButThe practical orientation will also be also be a major The practical orientation will also be also be a major focus of the course (this will include practical focus of the course (this will include practical demonstration on multimedia)demonstration on multimedia)

Lecture notes will include more graphical explanation Lecture notes will include more graphical explanation of things to give more practical orientation about of things to give more practical orientation about concepts & applications especially the Organizational concepts & applications especially the Organizational ExamplesExamples

Formal Presentation from Students will also work in Formal Presentation from Students will also work in this regardthis regard

Video or Audio Presentation will also be part of the Video or Audio Presentation will also be part of the lectures lectures


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Text and ReferencesText and ReferencesFocus will be on topics rather Chapters of any textMany Text/books are available in market

Lloyd L. Byars & Leslie W. Rue . (2004). “Human Lloyd L. Byars & Leslie W. Rue . (2004). “Human Resource Management”. (8th Ed). McGraw Hill Resource Management”. (8th Ed). McGraw Hill Book Company Book Company R. Wayne Mondy & Robert M. Noe (2003). “Human R. Wayne Mondy & Robert M. Noe (2003). “Human Resource Management”. (6th Ed). Prentice Hall CompanyResource Management”. (6th Ed). Prentice Hall Company

Gary Dessler. (2004). “Human Resource Management”. Gary Dessler. (2004). “Human Resource Management”. (8th Ed). McGraw Hill Book Company(8th Ed). McGraw Hill Book Company

ButNot necessarily every thing is taught from the Text, Students need to broaden their view and consult as many additional references as possible (Preferably available in local market and from the Internet)This time few simple yet important articles also be discussed during the lecturesCase Studies are now a definite part of the curriculum


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ExaminationExamination

I personally believe in “thorough studies” so usually no choices given in the examEvery thing discussed, during the class or given as reading material, could be part of the examsQuestions will be formulated in a way to examine both bookish as well as conceptual thinking Other details will be given close to MidI will try to follow my simple rule that is

“ “ I’ll be very friendly in the lectures and very I’ll be very friendly in the lectures and very strict in the exam hall strict in the exam hall (believe me no chance (believe me no chance of misconduct…)”of misconduct…)”


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Guidelines for me as

an Instructor

True Knowledge

not stories

Class Environment

Updated Teaching

Methodology

Neutral Assessment (Objective)

Competency & Skills

Learning not Teaching

Miscellaneous

(Regularity, Consultancy,

Support etc)


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Expected TopicsExpected TopicsIntroduction to HRM

Legal Framework & Equal Employment Opportunity

Implementing Laws & Pakistani Perspective

HRM FunctionsJob Analysis & DesignJob Analysis & DesignHR planning HR planning

Recruitment Process Recruitment Process

Selection Selection

Orientation & TrainingOrientation & Training

Management development Management development

Performance Appraisal & Performance Management Performance Appraisal & Performance Management

Case Studies



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Introduction to Human Introduction to Human Resource ManagementResource Management

Basic Definitions & Key Terms


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Management (Recall)Management (Recall)

Management““the process of coordinating work the process of coordinating work activities so that they are completed activities so that they are completed efficiently and effectively efficiently and effectively with and with and through other peoplethrough other people” (Robbins)” (Robbins)

Organization““A deliberate arrangement of people to A deliberate arrangement of people to accomplish some specific purpose” accomplish some specific purpose” (Robbins)(Robbins)


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CHARACTERISTICS OF AN CHARACTERISTICS OF AN ORGANIZATION ORGANIZATION

Distinct Purpose

People

DeliberateStructure


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It is all about People!

(NADRA Swift Registration Centre)


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Human Resource Human Resource ManagementManagement“Activities design to provide for and coordinate the human resources of an organization”

Lloyd & Leslie

“The function performed in organizations that facilitates the most effective use of people (employees) to achieve organizational and individual goals.”

John IvancevichThe policies practices, and systems that influence employees’ behavior, attitudes, and performance.

Noe, Hollenback,Gerhart & WrightIn past it was known as

Personal AdministrationPersonal AdministrationPersonal ManagementPersonal Management


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Scientific Management Welfare Work

Industrial Psychology Human Relations

Historical Foundations of Historical Foundations of HRMHRM


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Competitive Advantage through Competitive Advantage through PeoplePeople

Human CapitalAn organization’s employees, described in terms An organization’s employees, described in terms of their training, experience, judgment, of their training, experience, judgment, intelligence, relationships, and insightintelligence, relationships, and insight

Core Competencies

Integrated knowledge sets within an organization Integrated knowledge sets within an organization that distinguish it from its competitors and deliver that distinguish it from its competitors and deliver value to customers.value to customers.

Sustained competitive advantage through people is achieved if these human resources:

Have value.Have value.

Are rare and unavailable to competitors.Are rare and unavailable to competitors.

Are difficult to imitate.Are difficult to imitate.

Are organized for synergy.Are organized for synergy.


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Developing Human Developing Human CapitalCapitalHuman Capital

The knowledge, skills, and capabilities The knowledge, skills, and capabilities of individuals that have economic of individuals that have economic value to an organization.value to an organization.

Valuable because capital:Valuable because capital:Is based on company-specific skills.Is gained through long-term experience.Can be expanded through development.


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Human Resources

Research &Development,EngineeringManagement

Marketing

Materials,Production,and/orServicesManagement

Finance

Major Organizational

Subsystems


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Specific HRM Specific HRM FunctionsFunctionsSpecific HRM Specific HRM FunctionsFunctions

Human Resource Planning

Analyzing Jobs

Recruiting

Selecting

Appraising

Training

Developing

Compensating

Benefits

Work Environment


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HRM HRM PracticesPractices

Important HRM practices are tailored in a way that they yield Performance and it is now seen as one of the strategic activity


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Four Major Categories of Four Major Categories of ActivitiesActivitiesFour Major Categories of Four Major Categories of ActivitiesActivities

The Acquisition of

Human Resources

The Maintenance of

Human Resources

The Developmentof

Human Resources

The Rewarding of

Human Resources


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How HR How HR FunctionsFunctions Relate to HR Relate to HR ActivitiesActivitiesHow HR How HR FunctionsFunctions Relate to HR Relate to HR ActivitiesActivities

The Acquisition of Human Resources

PlanningAnalyzing JobsRecruitment

SelectionThe Development ofHuman Resources

AppraisingTraining

Developing


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How How HR Functions HR Functions Relate to HR Activities, Relate to HR Activities, continuedcontinued

How How HR Functions HR Functions Relate to HR Activities, Relate to HR Activities, continuedcontinued

The Rewarding ofHuman Resources

Compensating(Wages & Salaries)

(Incentives)

The Maintenance ofHuman Resources

Employee BenefitsSafety & HealthLabor Relations


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Responsibilities of HR Responsibilities of HR DepartmentsDepartments


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General Goals of Human General Goals of Human Resource ManagementResource Management

The human resource function in contemporary

organizations

Facilitatingorganizational

competitiveness

Complying with legal and social

obligations

Promotingindividual growthand development

Enhancing productivity and

quality


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Desired Outcomes of Desired Outcomes of HRMHRMDesired Outcomes of Desired Outcomes of HRMHRMAttractionRetention Job PerformanceProductivityEmployee Safety and Health AttendanceJob SatisfactionCompetitive AdvantageCompany Performance


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Impact of Human Resource Impact of Human Resource ManagementManagement


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Overall Framework for Overall Framework for Human Resource Human Resource ManagementManagement

COMPETITIVECOMPETITIVECHALLENGESCHALLENGES

• GlobalizationGlobalization• TechnologyTechnology• Managing changeManaging change• Human capitalHuman capital• ResponsivenessResponsiveness• Cost containmentCost containment

COMPETITIVECOMPETITIVECHALLENGESCHALLENGES

• GlobalizationGlobalization• TechnologyTechnology• Managing changeManaging change• Human capitalHuman capital• ResponsivenessResponsiveness• Cost containmentCost containment

HUMAN HUMAN RESOURCESRESOURCES

• PlanningPlanning• RecruitmentRecruitment• StaffingStaffing• Job designJob design•Training/developmentTraining/development• AppraisalAppraisal• CommunicationsCommunications• CompensationCompensation• BenefitsBenefits• Labor relationsLabor relations

HUMAN HUMAN RESOURCESRESOURCES

• PlanningPlanning• RecruitmentRecruitment• StaffingStaffing• Job designJob design•Training/developmentTraining/development• AppraisalAppraisal• CommunicationsCommunications• CompensationCompensation• BenefitsBenefits• Labor relationsLabor relations

EMPLOYEEEMPLOYEECONCERNSCONCERNS

• Background diversityBackground diversity• Age distributionAge distribution• Gender issuesGender issues• Educational levelsEducational levels• Employee rightsEmployee rights• Privacy issuesPrivacy issues• Work attitudesWork attitudes• Family concernsFamily concerns

EMPLOYEEEMPLOYEECONCERNSCONCERNS

• Background diversityBackground diversity• Age distributionAge distribution• Gender issuesGender issues• Educational levelsEducational levels• Employee rightsEmployee rights• Privacy issuesPrivacy issues• Work attitudesWork attitudes• Family concernsFamily concerns


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Competitive Challenges and Competitive Challenges and Human Resources Human Resources ManagementManagementThe most pressing competitive issues facing firms:

Going globalGoing global

Embracing technologyEmbracing technology

Managing changeManaging change

Developing human capital Developing human capital

Responding to the market Responding to the market

Containing costsContaining costs


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Business Strategy: Issues Affecting Business Strategy: Issues Affecting HRMHRM



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Human Resource Human Resource ManagementManagement

Who is responsible for HRM Practices?


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View #1: View #1: A Separate A Separate Department is UsefulDepartment is UsefulView #1: View #1: A Separate A Separate Department is UsefulDepartment is UsefulHR Professional (specialists) perform the Job

Importance of Human ResourcesImportance of Human ResourcesCompetitive Advantage

Increasing ComplexityIncreasing ComplexityGlobal workforce

External InfluencesExternal InfluencesLegal Requirements

Consistency in TreatmentConsistency in Treatment


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View #2 -- Every Supervisor or View #2 -- Every Supervisor or Manager is an HR ManagerManager is an HR ManagerView #2 -- Every Supervisor or View #2 -- Every Supervisor or Manager is an HR ManagerManager is an HR Manager

Anyone who deals with subordinates plays a HRM role

The “Line” perspective

Tasks Completed by Line ManagersInterview job applicantsInterview job applicants

Provide orientation, coaching, and on-the-job trainingProvide orientation, coaching, and on-the-job training

Provide and communicate job performance ratingsProvide and communicate job performance ratings

Recommend salary increasesRecommend salary increases

Carry out disciplinary proceduresCarry out disciplinary procedures

Investigate accidentsInvestigate accidents

Settle grievance issuesSettle grievance issues


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HR Responsibilities of HR Responsibilities of SupervisorsSupervisors

Figure 1.5


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HR Management as a Career HR Management as a Career FieldFieldHR Generalist

A person with responsibility for performing A person with responsibility for performing a variety of HR activities.a variety of HR activities.

HR SpecialistA person with in-depth knowledge and A person with in-depth knowledge and expertise in a limited area of HR.expertise in a limited area of HR.

Professional OrganizationSociety for Human Resource Management Society for Human Resource Management (SHRM)(SHRM)

http://shrm.orghttp://shrm.org

Has student memberships availableHas student memberships available


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Overall Framework for Overall Framework for Human Resource Human Resource ManagementManagement

Presentation Slide 1–1

COMPETITIVECHALLENGES

• Globalization• Technology• Managing change• Human capital• Responsiveness• Cost containment

COMPETITIVECHALLENGES

• Globalization• Technology• Managing change• Human capital• Responsiveness• Cost containment

HUMAN RESOURCES

• Planning• Recruitment• Staffing• Job design•Training/development• Appraisal• Communications• Compensation• Benefits• Labor relations

HUMAN RESOURCES

• Planning• Recruitment• Staffing• Job design•Training/development• Appraisal• Communications• Compensation• Benefits• Labor relations

EMPLOYEECONCERNS

• Background diversity• Age distribution• Gender issues• Educational levels• Employee rights• Privacy issues• Work attitudes• Family concerns

EMPLOYEECONCERNS

• Background diversity• Age distribution• Gender issues• Educational levels• Employee rights• Privacy issues• Work attitudes• Family concerns

Figure 1.1


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Contemporary HRM

(involving both Managers & HR Specialists)

(Basic Functions)

HR Laws

Ethics

Ethics: The fundamental principles of right and wrong


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Standards for Identifying Standards for Identifying Ethical PracticesEthical Practices


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Why EthicsWhy Ethics(Ethical Standards Poll suggests (Ethical Standards Poll suggests implications)implications)


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A Guide To Internet A Guide To Internet SitesSites

American Management Association (http://www.amanet.org/start.htm)AMA membership, programs, training, etc.

Society for Human Resource Management (http://www.shrm.org)Current events, information, connections, articles.

HR Professional’s Gateway to the Internet (http://www.hrisolutions.com/index2.html) Links to HR-related web pages.

Training and Development Homepage (http://www.tcm.com/trdev/)Job mart, training links, T&D electronic mailing list links.


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A Guide To Internet Sites A Guide To Internet Sites (cont’d)(cont’d)FedWorld (http://www.fedworld.gov) A gateway to many government web sites.

U.S. Department of Labor(http://www.dol.gov) Job bank, labor statistics, press releases, grants, contract information.

Occupational Safety and Health Resources(http://osh.net) OSHA-related sites, government pages, resources, etc.

AFL-CIO(http://www.aflcio.org/home.htm)Union news, issue papers, press releases, links to labor sites.

© farhan mir 2007 ims © farhan mir 2007 ims human resource management mba & bba course...

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