Robbins writer

1. CHAPTER #12
MANAGING HUMAN
RESOURCES
SYEDA MIDHAT ZEHRA
SULEMAN AHMED
WAJAHAT HUSSAIN
SAMEED ADBUL REHMAN
NOMAN ALI

2. TOPICS TO BE DISCUSSED
Why is HRM
Important?
External Factors
That Affect the
HRM Process
Economy’s
Effect
Employee
Labor Unions
Legal
Environment
Demographic
Trends
Identifying and
Selecting Competent
Employees
Human Resource
Planning
Recruitment
Decruitment
Selection
Providing Employees
with Needed Skills
and Knowledge
Orientation
Employee
Training
Retaining Competent,
High-performing
Employees
Employee
Performance
Management
Compensation
and Benefits

3. WHAT IS HRM?
HRM is the strategic approach and function of an organization that
deals with managing human resources or people, who are
considered the most important asset of the organization, in order
to achieve business objectives

4. WHY IS HRM IMPORTANT?
• Achievement of organizational goals
• Training and development
• Conflict management
• Establishing a healthy work culture
• Better relation between union and management
• Allocating job to the right person
• Better performance management
• Employee benefits
• Overall development of the organization.

5. THE HRM PROCESS

6. EXTERNAL FACTORS THAT AFFECT THE
HRM PROCESS
 ECONOMY’S EFFECT:
Economic conditions are a major external factor that is pretty much outside the
control of HRM but it can have a huge impact on the company. Examples include
recessions, economic booms, inflation, unemployment rate etc.
 EMPLOYEE LABOR UNION:
A labor union is an organization that represents workers and seeks to protect their
interests through collective bargaining. Examples include work stoppages, strikes,
labor disputes, negotiations between management and labor

7. EXTERNAL FACTORS THAT AFFECT THE
HRM PROCESS
LEGAL ENVIRONMENT:
Workplace lawsuits are targeting supervisors as well
as their organizations therefore, a number of
important laws and regulations affect what a manger
can and can not do legally.
DEMOGRAPHIC TRENDS:
Demographic trends are important because of the
impact that they are having on current and future
HRM practices. Examples include

8. HUMAN RESOURCE PLANNING
Human resource planning is the process by which managers ensure that they
have the right number and kinds of capable people in the right places and at the
right time. Through planning, organizations avoid sudden people shortages and
surpluses. HR planning entails two steps:
1. Assessing current human resources
2. Meeting future HR needs

9. RECRUITMENT
Recruitment is the process
of locating, identifying and
attracting capable
applicants.
Recruiting sources are
shown in Exhibit 12.4

10. DECRUITMENT
Decruitment is the process of
reducing an organization’s
workforce.
Decruitment options are
shown in Exhibit 12.5

11. SELECTION
Selection is basically screening job applicants to ensure that the most appropriate candidates are
hired. It involves predicting which applicants will be successful if hired.
Exhibit 12.6, four possible outcomes that can happen in a selection decision.

12. SELECTION
The major emphasis of any selection activity should be reducing the probability of
reject errors or accept errors while increasing the probability of making correct
decisions. Managers do this by using selection procedures that are both valid and
reliable.
VALIDITY
Validity is a measure of the effectiveness of a given approach. A selection process is
valid if it helps you increase the chances of hiring the right person for the job. It will
tell you how good a test is for a particular situation.
RELIABILITY
Reliability refers to whether a selection method is consistent. It will tell you how
trustworthy a score on a test will be.

13. SELECTION
Exhibit 12.7 shows some important selection tools

14. SELECTION
REALISTIC JOB PREVIEWS (RJP)
To increase employee job satisfaction
and reduce turnover, managers
should consider a REALISTIC JOB
PREVIEW (RJP), which is one that
includes both positive and negative
information about the job and the
company.
Applicants who receive RJP have more
realistic expectations about the jobs
they’ll be performing.