‫بسم اهلل الرمحن الرحيم‬

GSB
Advanced HRM

Fundamentals of HRM (1)

Dr. Abdelnasser Ghanem

Dr. Abdelnasser ghanem ([email protected])

1
 Objectives & Contents

1 Introduction

2 Dimensions of HRM
3
Disc Personality analysis

4 Challenges of HRM

5 Importance of HRM

6 Functions of HRM

2 7 Job Analysis & Design

 Introduction
This course aims to highlight the strategic
role of HRM, which seeks to develop the
human capital of organizations &
highlights its concepts, and tools
Human resource is the first and most important resource
at all organizations, no matter its size, form, or mission.
Numerous means and approaches by which
organizations seek to utilize and investment in their
human capital which is as important as physical capital.
This
3 course aims to give an insight to these concepts.
 Introduction

Course Contents
1. Fundamentals of HRM 1
2. Fundamentals of HRM 2
3. Concepts of strategic Management
4. Development & building HR Strategy
5. Restructuring Organizations
6. Performance Management System
7. Compensation Strategy
8. HR Development Strategies
Dr. Abdelnasser ghanem ([email protected])
 Concept of Management

What is Management? And

what managers do?
Management is the process of achieving goals through others effectively and efficiently

Activities and Achieve the The staff / or Effectiveness is the

functions performed goals or (final the selected ability to achieve
by managers: outputs) people / or goals (Doing the
(planning, planned by (human right things)
organizing, Staffing, the resources)
organization Efficiency: is the
Directing, and
controlling) ability to utilize
resources well
(Doing things right)
 Concept of Management

Functions of Management

Planning Organizing Staffing Directing Controlling

The process of Is identifying The process A process by Checking current

setting goals tasks necessary of hiring, which performance
and choosing to achieve the training, managers against pre-
alternatives goals, and by appraising, instruct, guide determined
(plans) whom (what compensating and oversee standards to
needed to jobs) - and how , and caring of performance ensure adequate
achieve the tasks are employees and motivate progress and
goals. grouped into health & people to satisfactory
organizational equal achieve goals. performance.
units opportunities
 Dimensions of HRM
This course is focused on the strategic role
of (Staffing) function which is oriented to
achieving a strategic advantage through
human resources
One of the simplest definitions of HRM
(HRM is the process of hiring, training,
appraising, and compensating employees,
and caring for labor relations, health and
safety, and fairness concerns.)

In the last decade of the last century, the term “Human Resources”
appeared with a growing awareness of the value of human as a permanent
resource that manages the other resources.
Today, it is possible to copy and imitate all systems and technologies, so it
appears that only the human resource with his/her skills, creativity and
understanding of the organizational culture becomes the most important
strategic
7 resource that can not be copied, bought or imported.
 Dimensions of HRM
HRM aims to gain better capabilities for
both individuals and organizations through
a range of tools for each dimension:

Knowledge update
For individuals For organizations Organizing
Acquiring Skill
Physical health Planning

Mental capabilities Staffing

Psychological balance
Efficiency
Role balance
Development
Norms & values
Quality of life Evaluation & controlling
 ‫القاعدة االوىل‪ :‬االشخاص خمتلفون‬

‫هل تعرف نوعك؟اخترب شخصيتك؟‬

‫قم بإعداد جدول بالشكل التاىل ‪:‬‬

‫الدرجة‬ ‫رقم العبارة‬ ‫الدرجة‬ ‫رقم العبارة‬
‫‪1‬‬ ‫‪1‬‬
‫‪2‬‬ ‫‪2‬‬
‫‪3‬‬ ‫‪3‬‬
‫‪..‬‬ ‫‪..‬‬
‫‪7‬‬ ‫‪7‬‬
‫‪8‬‬ ‫‪8‬‬
‫‪9‬‬ ‫‪9‬‬
‫‪10‬‬ ‫‪10‬‬
‫الدرجة‬ ‫رقم العبارة‬ ‫الدرجة‬ ‫رقم العبارة‬
‫‪1‬‬ ‫‪1‬‬
‫‪2‬‬ ‫‪2‬‬
‫‪3‬‬ ‫‪3‬‬
‫‪..‬‬ ‫‪..‬‬
‫‪4‬‬ ‫‪4‬‬
‫‪5‬‬ ‫‪5‬‬
‫‪9‬‬ ‫‪9‬‬
‫‪10‬‬ ‫‪10‬‬
 ‫اخترب شخصيتك؟‬
‫كن صرحيا وصادقا مع نفسك واخرت اإلجابة احلقيقية وليس املثالية‪ ..‬أعط نفسك‬
‫الدرجة املناسبة أمام كل عبارة حبيث‪:‬‬
‫ال أوافق مطلقا‬ ‫ال أوافق‬ ‫متوسط‬ ‫أوافق‬ ‫أوافق جدا‬
‫‪1‬‬ ‫‪2‬‬ ‫‪3‬‬ ‫‪4‬‬ ‫‪5‬‬
‫أنا أفهم االجهزة واالالت املعقد بسهولة‬ ‫‪1‬‬
‫أحب التنافس وأستمتع أكثر بالتعامالت التنافسية‬ ‫‪2‬‬
‫املربع األول‬ ‫ىل نظرة حتليلية لألمور واعتمد على املنطق أكثر من معظم الناس‬ ‫‪3‬‬
‫أنا قادر على حل املشاكل دون أن تعرتض العواطف طريقي‬ ‫‪4‬‬
‫امجع‬ ‫أنا صلب الرأى وصعب املراس‬ ‫‪5‬‬
‫الدرجات‬ ‫النقاش هو وسيليت خلوض املباراة بذكاء مع اآلخرين‬ ‫‪6‬‬
‫فى منط‬ ‫ال أتردد يف اختيار بديل واختاذ القرارات حتى عندما تكون اخليارات متشابهة‬ ‫‪7‬‬
‫املسيطر‬ ‫عندما أشرتي آلة (( كمبيوتر أو سيارة )) أريد أن اعرف كل مميزاتها التقنية‬ ‫‪8‬‬
‫‪10‬‬ ‫اعتقد أنه من املهم ان يكون الشخص مباشراً‬ ‫‪9‬‬
‫عندما أختذ قراراً استند اىل احلقائق فى رأسى بدال من التأرجح بني مقرتحات اآلخريني‬ ‫‪10‬‬
 ‫اخترب شخصيتك؟‬

‫ال أوافق مطلقا‬ ‫ال أوافق‬ ‫متوسط‬ ‫أوافق‬ ‫أوافق جدا‬

‫‪1‬‬ ‫‪2‬‬ ‫‪3‬‬ ‫‪4‬‬ ‫‪5‬‬
‫اعتقد بأن النظام الثابت يبقي احلياة مرتبة و مرحية‬ ‫‪1‬‬
‫جيب أن يتصرف الناس دائما حسب املعايري الثابتة املعمول بها حلسن السلوك‬ ‫‪2‬‬
‫املربع الثانى‬ ‫أنا استمتع بالتخطيط للمستقبل‬ ‫‪3‬‬
‫اشعر بالراحة عندما اتواجد بني أناس حيبون اتباع القوانني‬ ‫‪4‬‬
‫امجع‬ ‫االهتمام بوضعي ومكانى بني اجلماعة وااللتزام به من اولوياتي‬ ‫‪5‬‬
‫الدرجات‬ ‫يعتقد أصدقائي و عائليت بأنين احلارس األمني للعادات والتقاليد‬ ‫‪6‬‬
‫فى منط‬ ‫اميل اىل توخي احلذر وليس اخلوف‬ ‫‪7‬‬
‫امللتزم‬
‫جيب أن يلتزم الناس يف التعامل دائما بطريقة أخالقية صحيحة‬ ‫‪8‬‬
‫‪9‬‬
‫‪11‬‬
‫من املهم احرتام التدرج الرئاسي دائما‬
‫أفضل أن احظى بأصدقاء ملتزمني على أن أحظى باصدقاء ظرفاء‬ ‫‪10‬‬
 ‫اخترب شخصيتك؟‬

‫ال أوافق مطلقا‬ ‫ال أوافق‬ ‫متوسط‬ ‫أوافق‬ ‫أوافق جدا‬

‫‪1‬‬ ‫‪2‬‬ ‫‪3‬‬ ‫‪4‬‬ ‫‪5‬‬

‫أنا متفائل أكثر من معظم الناس‬ ‫‪1‬‬

‫احب املفاجآت وأجد األوضاع املفاجئة مبهجة‬ ‫‪2‬‬
‫املربع الثالث‬ ‫أنا خالق و مبدع أكثر من معظم الناس‬ ‫‪3‬‬
‫أجيد االرجتال فى املواقف غري املعدة مسبقا‬ ‫‪4‬‬
‫امجع‬ ‫يتوقع من حوىل أن أفعل أشياء جديدة دائماُ‬ ‫‪5‬‬
‫الدرجات‬ ‫أنا متحمس أكثر من معظم الناس‬ ‫‪6‬‬
‫فى منط‬ ‫أنا مستعد للمخاطرة من اجل فعل شيئ اريده‬ ‫‪7‬‬
‫املتحمس‬ ‫أملك قائمة كبرية من االمور اليت تستهويين (لدي هوايات متعددة)‬ ‫‪8‬‬
‫‪12‬‬
‫لدي طاقة اكثر من معظم األشخاص‬ ‫‪9‬‬
‫أصدقائي قد يرون انين مندفع‬ ‫‪10‬‬
 ‫اخترب شخصيتك؟‬

‫ال أوافق مطلقا‬ ‫ال أوافق‬ ‫متوسط‬ ‫أوافق‬ ‫أوافق جدا‬

‫‪1‬‬ ‫‪2‬‬ ‫‪3‬‬ ‫‪4‬‬ ‫‪5‬‬

‫أحب أن اعرف أعمق مشاعر واحتياجات اصدقائي‬ ‫‪1‬‬

‫عموما أستمع اىل صوت قليب عندما أختذ قرارات صعبة‬ ‫‪2‬‬
‫املربع الرابع‬ ‫انا مرن وأستطيع تغيري رأيي بسهولة‬ ‫‪3‬‬
‫عندما أشاهد فيلمًا عاطفياً أظل متأثراً به لعدة ساعات الحقاً‬ ‫‪4‬‬
‫امجع‬ ‫أختيل بصورة حية أشياء مجيلة وسيئة حتدث لي‬ ‫‪5‬‬
‫الدرجات‬ ‫أنا حساس جدًأ جتاه مشاعر واحتياجات اآلخريني‬ ‫‪6‬‬
‫فى منط‬ ‫غالباً ما أجد نفسي مرتدداً بني أفكاري خالل اليوم‬ ‫‪7‬‬
‫املساعد‬
‫أنا عاطفي اكثر من معظم الناس‬ ‫‪8‬‬
‫‪13‬‬
‫عندما استيقظ من حلم يقظة احتاج بضع ثوان ألرجع اىل الواقع‬ ‫‪9‬‬
‫أنا أشارك اآلخريني احاسيسهم‬ ‫‪10‬‬
 ‫تقييم )‪ (DISC assessment‬هو أداة لتقييم الشخصية‪ ،‬صاغها‬ ‫اخترب شخصيتك؟‬
‫عامل النفس وليام مارستون واليت تُركز على أربعة صفات سلوكية‬
‫مُختلفة وهي‪ :‬السيطرة والدافعية واخلضوع وااللتزام‬ ‫املسيطر‪ :‬متطلع‪ ،‬مبدع‪ ،‬مندفع ويصف‬
‫مييل لإلدارة‬ ‫نفسه باملغامر متكيف مع االخرين‪،‬‬
‫يستطيعون لعب الكثري من االدوار‪ ،‬يتمتعون‬
‫امللتزم‪ :‬منظم‪ ،‬يقدس االلتزام مثابر وصبور وهو‬ ‫‪Task oriented‬‬ ‫بشخصية كارزمية وان كان جيد صعوبة فى‬
‫يف حاجة دائمة خطط يلتزم بها‪ ،‬ملتزم جدا‬ ‫التحدث عن مشاعره‬
‫بالتقاليد ويدقق فى التفاصيل‬
‫(‪)2‬‬ ‫(‪)1‬‬
‫امللتزم‬ ‫املسيطر‬
‫‪Compliance‬‬ ‫‪Dominance‬‬
‫جانب القيادة‬
‫جانب الدأب‬
‫واالجناز‬
‫واملساعدة‬
‫(‪)4‬‬ ‫(‪)3‬‬
‫املساعد‬ ‫املتحمس‬
‫‪Steadiness‬‬ ‫‪Influence‬‬
‫املساعد ‪ :‬يندمج بني الفريق‪ ،‬يستطيع‬ ‫املتحمس‪ :‬واسع احليلة وصاحب قرار‪،‬‬
‫رؤية الصورة كاملة ويدمج معلومات متباينة‬
‫يتكلم من عقله وعاطفته معا‪ ،‬جرئ‬
‫ويستطيع قراءة تعابري الوجوه ‪ .‬ويهتم‬
‫ومستقل ومبتكر‪ .‬يستطيع استيعاب افكار‬
‫دائما باآلخريني مما جيعل البعض يعتقد‬ ‫‪People oriented‬‬
‫بأنهم فضوليون‬ ‫اآلخريني ومشاعرهم و ميتلك الذكاء‬
‫مييل للقيادة‬
‫العاطفي وقدرة كبرية على العطاء‬
 Dimensions of HRM
The primary mission of the HR manager
is to match people to jobs and put the
right person in the right position where
characteristics of the person and the job
requirements are compatible.
Persons are different Jobs are different
Individuals are different internally and Jobs vary because of the different nature
externally, of the technical activity (financial,
they are different in features, ages, administrative, marketing, production,..)
experiences, education and gender, and the different level of responsibility.
they also different in mental capacity, Thus requirements of performing jobs
ability to understand, perception of vary as well (education, experience,
things, the acquisition of skills skills and work conditions)
So we need a personality tests to So we need a job analysis to know
know more about personality types more about jobs
Importance of HRM
A great awareness of the importance
of HRM has been given, as it is
reported that the organizational
performance is a function of
individuals’ performance where:
Individual characteristics
Performance = Willingness X Ability X Conditions

Psychological factors Various skills

Motivation General skills
Job satisfaction Human skills
Family satisfaction Technical skills
Psychological wellbeing Organizational skills
Importance of HRM
With such a great impact of humans on
organization' performance, we can see
how important is HRM by listing some
mistakes managers may do:
To select the wrong person for a job
To have a discouraging environment and high turnover rate
To work with depressed and unmotivated people
To have inefficient people due to a lack of skills
To17have unsatisfactory or unfair compensation system
 Past Changing HRM roles Present

Strategic
20% Roles have been Strategic role
changed due to 60%
challenges such as:
Interactive
30% Changing technology
Economic challenges
Demographic Interactive
)Administrative( changes 30%
50% Globalization
Admin.
10%
Job Analysis
Identifying content of a
job in and requirements
needed to perform it
HR Planning
The process to ensure
Functions of HRM
that staffing is sufficient
to achieve organization
goals by deadlines
development:
Recruitment & Selection continuous
attracting, selecting and process of
appointing suitable Training development
candidates for vacant Compensation functions aim to include
jobs concerned with qualify education,
the package employees to training, rotation,
appraisal: Follow-up employees get be more
performance of persons & promotion of
as a result of compatible with employees
within a period of time, their work at their current
due to Standards during their
organizations jobs . working lives
 1- Job analysis

Job Analysis is a process aiming to identify

in details the particular job duties,
requirements and characteristics of people
to be hired for those jobs. It is conducted
through the following :

Sources of Data Job Description

Job Data Tasks &Duties All HRM Functions
Managers Tasks
Employees Responsibilities Recruitment
Standers Selection
Job Analyst Performance
Responsibilities standers Performance
Work context Appraisal
Equipment used
Compensation
Knowledge Job specifications
Collection Methods systems
required Knowledge required
Questionnaire Training &
Skills required Skills required
Interviews Development
Experience Physical demands
Observation required
Records Personality required
 Stages of Job Analysis Process

1. Planning A. Identify objectives of job analysis

the Job B. Obtain top management support
Analysis
2. Preparing
A. Identify jobs to be analyzed and methodology
For and B. Review existing job descriptions
Introducing C. Communicate process to managers /employees
Job Analysis

3. Conducting
A. Collect job analysis data
the Job Analysis B. Review and analyze data

4. Developing of A. Draft descriptions and specifications

Descriptions & B. Review drafts with managers &employees
Specifications
C. Finalize job descriptions &recommendations

5. Maintaining A. Update job descriptions and specifications

and Updating
B. Periodically review all jobs
 Outputs of Job analysis
A job description: identifies the tasks, duties,
and responsibilities of a job (what is done,
why it is done, where it is done, and, briefly
how it is done).

Job Specifications: list the knowledge, skills,

and attitudes (KSAs) an individual needs to
perform a job satisfactorily. these KSAs may
not necessarily the current employee’s
qualifications.
Performance standards flow directly from the
tasks and indicate how performance is
measured in key areas of the job description.
 Dr. Abdelnasser ghanem
23
([email protected])