BFI PAKISTAN

Growing Importance of HRM
The success of organizations increasingly depends on people-embodied know-how- the knowledge, skill, and abilities imbedded in an organization's members. This knowledge base is the foundation of an organization' core competencies (integrated knowledge sets within an organization that distinguish it from its competitors and deliver value to customers).
Factors Contributing to the Growing Importance of HRM
a. Accommodation to workers' needs
Workers are demanding that organizations accommodate their personal needs by instituting such programs as flexible work schedules, parental leave, child-care and elder-care assistance, and job sharing. The human resource department plays a central role in establishing and implementing policies designed to reduce the friction between organizational demands and family responsibilities.
b. Increased complexity of the Manager’s job
Management has become an increasingly complex and demanding job for many reasons, including foreign competition, new technology, expanding scientific informa¬tion, and rapid change.

A. What is human resource management?

a. Legislation and litigation
The enactment of state laws has contributed enormously to the prolif¬eration and importance of human resource functions. The record keeping and report¬ing requirements of the laws are so extensive that to comply with them, many human resource departments must work countless hours and often must hire additional staff.
Four areas that have been influenced most by legislation include equal employment, Compensation, safety, and labor relations.

b. Consistency
Human resource policies help to maintain consistency and equity within an organi¬zation.
c. Expertise
Now a days there exist sophisticated personnel activities that require special expertise. For example, researchers have developed complex procedures for making employee-selec¬tion decisions; statistical formulas that combine interviews, test scores, and applica¬tion-blank information have replaced the subjective interviews traditionally used in making selection decisions.
d. Cost of Human Resource
Human resource activities have become increasingly important because of the high cost of personal problem. The largest single expense in most organizations is labor cost, which is often considerably higher than the necessary because of such problems as absenteeism tardiness and discrimination.

B. Why are we concerned with HRM?

1. Helps you get results - through others.
2. Helps you avoid common personnel mistakes
Qualified HR mangers utilize organization resources in such a way that helps to avoid common personnel mistakes like the following…
a. Hiring the wrong person for the job
b. Experiencing high turnover
c. Finding employees not doing their best
d. Having your company taken to court because of your discriminatory actions
e. Having your company cited under federal occupational safety laws for unsafe practices
f. Allowing a lack of training to undermine your department’s effectiveness
g. Committing any unfair labor practices

3. Helps you to gain Competitive Advantage

Among all the resources possessed by the organizations it is only Manpower or the Human resources that create the real difference. Challenges/Issues of Managing Human Resources in present era

Following are the main issues that are faced by the mangers to manage the workforce of today’s organization for achievement of objectives.

B. Why are we concerned with HRM?

a. To Attract People

b. To Develop Peopl

C. Discussion on the road-map of HRM

1. Selection process, continued
2. Socialization
3. Training & development
4. Maximizing learning
5. Career management
6. Performance
7. Performance Appraisal
8. Job evaluation and pricing
9. Compensation system
10. Benefits
11. Role of money in performance of employee
12. Motivation
13. Occupation health and safety
14. Stress management
15. Communication in organization
16. Trade union
17. Conflict and Negotiation
18. Power & politics
19. Discipline
20. HR auditing
21. HR control process
22. Leadership
23. Leadership in organization
24. Employee separation
25. International dimension of HRM
26. Conclusion & Review.