Lecture1

HR Management 501

Date: 18-06-21

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Mahpara Rahman, [email protected]

4factors of production

Land

Labor

Capital

Entrepreneurship

1. Capital can be borrowed technology can be imported but people cannot be brought! Explain the
statement.

2. Technology becomes inactive without workforce.> do you agree explain the statements.> It is the
man who watch behind the machine.

3. Sony Mortia Stated” assets make things but people make things happens. Explain the
statements.

a. People supply the talent skills knowledge and experience to achieve org goal.

4. Why employees are superior to others factors of production?

a. Ans: hr can imagine and feel

Define HR
HRM is the process of acquiring, retaining, terminating, developing and properly using the human
resource in an organization.

Human Capital:
The importance of HRM is discussed below

Importance # 1. Social Level

(i) Forming a balance between the jobs available and the job seekers
(ii) Giving the organisation suitable and the most productive employment, which
might bring to them psychological satisfaction.
(iii) Assisting people to take their own decisions that are in their interests.
(iv) Reducing waste or improper use of human resources, through conservation of
their normal energy and health.

Importance # 2. Professional Level

(i) Forming the dignity of the employees as a ‘human-being’.

(ii) Giving maximum opportunities to the development of individual.
(iii) Giving healthy relationship between different workgroups so that the work may
be effectively performed.
(iv) Enhancing the employee’s working skill and capacity.

Importance # 3. Individual Level:

(i) Making right attitude among the employees through effective motivation.
(ii) Making effective use of effectively the available human resources that are available.

Importance # 4. Corporate Level:

(i) By ensuring that business organization has a team of dedicated, competent

employees.
(ii) By utilizing all available human resources

Importance # 5. National Level:

(i) Utilization of natural, physical and financial resources of nation requires an efficient
and committed workforce.
 (ii) Economic development of nation is dependent upon the skills, attitudes, and values of
its human resource.
(iii) It aids to accelerate the process of economic growth.
(iv) It assists to help in improving the standard of living and better employment.
Lecture2

HR Management 501

Date: 25-06-21
The relationship between managers and employees must be handled effectively if both the employees and the
organization are to prosper together. HRM deals with the design of formal systems in an organization to ensure the
effective and efficient use of human talents to accomplish organizational goals.

HR PLANNING

Job analysis

Placement is the assignment or reassignment of duties to employee. It may take different forms such as
promotion, transfer, demotion, and termination.

• Orientation is a process of getting new employees acquainted with the organization, its culture, rules
and regulation, objectives and supervisors and other employees.

Training is a continual process of helping employees to perform at a high level. It is a process of acquiring
new skills to do job properly. Training changes and modifies employee attitudes and behaviors that will
improve his ability to perform on the job.

• Selection is a process of hiring suitable people for job. Right man for right job is the main goal of
selection. The selection process involves many steps such as preliminary reception of application,
interviewing, test, medical test, references and final decision of hiring.
• Placement is the assignment or reassignment of duties to employee. It may take different forms such as
promotion, transfer, demotion, and termination.

• Orientation is a process of getting new employees acquainted with the organization, its culture, rules
and regulation, objectives and supervisors and other employees.

• Training is a continual process of helping employees to perform at a high level. It is a process of

acquiring new skills to do job properly. Training changes and modifies employee attitudes and behaviors
that will improve his ability to perform on the job.

Orientation is a process of getting new employees acquainted with the organization, its culture, rules and
regulation, objectives and supervisors and other employees. It is the act of introducing new employees to
organization and their work units. It is important because it helps new employee to adapt with new
situation.
Performance appraisal is a process in an organization whereby each employee is evaluated to determine
how he or she is performing. Employee may be appraised against absolute standards, relative standards,
and objective.

Compensation is the reward or price for labor. The goal of compensation administration are to design the
lowest-cost pay structure that will attract, motivate and retain competent employees, and that also will be
perceived as fair by these employees.

The goal of compensation administration are to design the lowest-cost pay structure that will attract,
motivate and retain competent employees, and that also will be perceived as fair by these employees
• Discipline refers to a condition in the organization when employees conduct themselves in accordance
with the organization’s rules and standard s of acceptable behavior. For the most part, employees
discipline themselves.

HR department cannot always wait for feedback and then respond. HR managers must be
proactive. HRM can increase its contribution to employees, managers and the organization by
anticipating challenges before they arise. Proactive HRM occurs when HR problems are
anticipated and corrective action begins before the problem exists. Reactive approach occurs
when decision- makers respond to HR problems. If efforts are reactive only, problems may be
compounded and opportunities may be missed.
1. Define Human Resources Management. 2. Why is employee the key to productivity? 3. “
Assets make things possible but people make things happen”. Justify 4. Why is managing
employee at work so complex? 5. “ Productivity is through people”. Explain. 6. Discuss the
following statement: “ In many ways, all managers are and must be HR managers.”

defines HRP as “ the process by which an organization ensures that it has the right number and kinds of
people at the right places, at the right time, capable of effectively and efficiently completing those tasks
that will help the organization achieve its overall objectives”. In the words of Coleman Bruce (1997), HRP
is the process of determining manpower requirements and the means of meeting those requirements in
order to carry out the integrated plan of the organization.

Distinguish between proactive and reactive approach to HRM

Proactive strategy use for anticipated challenge or threats reactive strategy used for
unanticipated events occurs.
The key difference between proactive and reactive strategies is that proactive strategy
always reacts to anticipated challenges, whereas reactive strategy involves dealing with
unexpected situations.
Besides, proactive strategy can reduce the effort a company makes for crisis management,
whereas reactive strategy will not take any effort until a crisis happens.
Proactive strategy reacted to anticipated challenge where reactive helps to deal with
unexpected situation
Proactive strategy applicable for anticipated threats reactive applicable for current situation.

HRP- Chapter 2> https://www.managementstudyguide.com/human-resource-planning.htm

> Answer of HR Planning Process.
Evaluation The final use of job analysis is job evaluation. Job analysis is valuable in providing information
that makes comparison of jobs possible. Job evaluation is the process of finding and specifying the
relative value or worth of each job in the organization. Job evaluation is an important part of
compensation administration. Compensation is one of the important elements in the condition of
employment.

Compensation must be fair and equitable. In the meantime we should keep in mind that job evaluation is
made possible by the data generated from job analysis. We cannot over-emphasize the importance of job
analysis as it permeates most of the organization’s activities.
Lecture3

HR Management 501

Date: 02-07-21

Jon analysis=job description + job specifications

The record that keeps all the relevant information about a job is called job description. It is a written
statement of what a jobholder does how it is done, and why it is done. It should accurately portray job
content, environment and conditions of employment

is a statement giving the details of the physical make-up, education, training, intelligence, aptitudes, and
other relevant specifications required in the applicant to perform the job satisfactorily.

Job evaluation is the process of finding and specifying the relative value or worth of each job in the
organization. Job evaluation is an important part of compensation administration. Compensation is one of
the important elements in the condition of employment.

Job evaluation is the process of finding and specifying the relative value or worth of each job in the
organization. Job evaluation is an important part of compensation administration. Compensation is one of
the important elements in the condition of employment. Compensation must be fair and equitable. In the
meantime we should keep in mind that job evaluation is made possible by the data generated from job
analysis.

Questions for Discussion 1. What do you mean by the term Human Resources Planning? 2. What is job
analysis? 3. Distinguish between job description and job specification. 4. Mention different job analysis
techniques. 5. Outline the steps in the human resource planning process. 6. Mentions the steps of human
resource planning. 7. Describe the benefits of human resource planning.

https://www.managementstudyguide.com/human-resource-planning.htm > Answer of HR

Planning Process.
 1. A job description is the detailed information of the vacant position. A job specification is
the set of specific qualities, knowledge, and experience the candidate must possess to
perform a particular job.
2. Origin Based on Job Analysis Based on Job Description
3. Elements Includes job title, job location, job role, salary, responsibilities, duties,
allowances, and incentives Includes attributes, knowledge, skills, experience, and
educational qualification
4. Purpose Describes the job profile Specifies the eligibility criteria
5. What is it? Company’s offerings to the candidate Company’s expectations from the
candidate
6. Use Used to provide relevant and sufficient information about the job Used to match the
right candidate with the job

Chapter3 Recruitment and Selection

Recruitment and Selection of Employee
recruitment as a process of searching for prospective employees and stimulating and encouraging them
to apply for jobs in an organization. The process begins when new recruits are sought and ends when
their applications are submitted. The result is pool of qualified applicants from which new employees are
selected.

Recruitment is the process of finding and attracting capable applicants for employment.

 Assessing recruitment

 Fixing standards.

 Advertisement and publicity

 Making initial contact with prospective candidates.

 Preliminary perusal and assessment of applications.

 Short-listing of probable candidates for selection.

…………………………………..

 To find and employ the best qualified person for each job.

 To retain the best and most promising ones.

 To offer promising careers and security.

 To provide facilities for growth and development.

 To minimize the cost of recruitment.

 To reduce scope of favoritism and malpractice.

Factors affecting recruitment There are many factors affecting recruitment. These factors may be
considered into two broad groups: Internal factors: These are the factors within an organization. These
factors are listed down here:

 Image of the organization.

 Image of job or attractiveness of the job.

 Size and growth potential of the organization

Internal polices. Internal organizational policies such as promote from within will give priority to individuals
inside the organization. Such a policy will usually ensure that all positions will be filled from within the
ranks.  Trade union requirements.  Recruiting budgets. a) External factors:

 Demographic factors: Gender ratio, age group, and educational level. Economic condition of people and
their per capita income, proximity of other organizations offering employment.  Government
requirements.  Industrialization

 Labor market: Supply of labor may be plenty or shortage. In Bangladesh, supply of labor of unskilled
labor is abundant but there is shortage of skilled labor. The right type is difficult to find.

Sources of Recruitment
Advantages of Internal Recruiting: internal Recruitment - is a recruitment which takes place within the
concern or organization. Internal sources of recruitment are readily available to an organization. Internal
sources are primarily three - Transfers, promotions and Re-employment of ex-employees.

 The people responsible for selecting internal candidates for vacant positions have access to more
comprehensive information relating to their abilities, track record and potential achievement than they
would have if they were selecting people originating from the external labor market.

 It is motivating to employees, as they are preferred over outsiders when the vacancies occur.
Employees tend to be committed to firms that are committed to them.

External Recruitment - External sources of recruitment have to be solicited from outside the
organization. External sources are external to a concern. But it involves lot of time and money. The
external sources of recruitment include - Employment at factory gate, advertisements, employment
exchanges, employment agencies, educational institutes, labour contractors, recommendations etc.

Employment at Factory Level - This a source of external recruitment in which the applications for
vacancies are presented on bulletin boards outside the Factory or at the Gate. This kind of recruitment is
applicable generally where factory workers are to be appointed. There are people who keep on soliciting
jobs from one place to another. These applicants are called as unsolicited applicants. These types of
workers apply on their own for their job. For this kind of recruitment workers have a ten

Advertisement - It is an external source which has got an important place in recruitment procedure. The
biggest advantage of advertisement is that it covers a wide area of market and scattered applicants can
get information from advertisements. Medium used is Newspapers and Television.

Employment Exchanges - There are certain Employment exchanges which are run by government. Most
of the government undertakings and concerns employ people through such exchanges. Now-a-days
recruitment in govt.

Employment Agencies - There are certain professional organizations which look towards recruitment and
employment of people, i.e. these private agencies run by private individuals supply required manpower to
needy concerns.

Educational Institutions - There are certain professional Institutions which serves as an external source
for recruiting fresh graduates from these institutes. This kind of recruitment done through such
educational institutions, is called as Campus Recruitment.

Recommendations - There are certain people who have experience in a particular area. They enjoy
goodwill and a stand in the company. There are certain vacancies which are filled by recommendations of
such people. The biggest drawback of this source is that the company has to rely totally on such people
which can later on prove to be inefficient.
Labour Contractors - These are the specialist people who supply manpower to the Factory or
Manufacturing plants. Through these contractors, workers are

Advantage Internal

 It is motivating to employees, as they are preferred over outsiders when the vacancies occur.
Employees tend to be committed to firms that are committed to them.  It provides an opportunity for
advancement.  It is economical in terms of time and money.  It improves employee morale.  It
improves image of the organization.  It improves the probability of better performance as the candidate is
in a better position in knowing the objectives and expectations of the organization.

Disadvantage

 Possible morale problems of those who are not promoted.  Political infighting for promotions.  Option
may be limited in locating right talents.  This channel of recruitment discourages new blood from entering
the organization.  Inhibits innovation and creativity.

External Advantage
 Bringing some new and fresh ideas into the organization. It offers the organization the opportunity to
inject new ideas into its operations by utilizing the skills of external candidates.  Improving the
knowledge and skill of the organization by recruiting from outside sources.  Improving and sustaining
competitive advantage

Disadvantage

 Costly.  Cause brain drain due to fear of lack of growth potential.  Higher probability of employee
turnover.  Demoralization of existing employee for alleged double standard and favor shown towards
new recruitment from outside by offering better position and pay

 Demoralization of existing employee for alleged double standard and favor shown towards new
recruitment from outside by offering better position and pay.
Walks-ins and write-ins: Walk-ins are job seekers who arrive at the personnel department in search of a
job. Write-ins are those who send a written inquiry. Both groups are asked to complete an application
blank to determine their interests and abilities. Employee referrals: Employees may refer job seekers to
the personnel department.

Recruitment and selection comparison

Selection: Employee Selection is the process of putting right men on right job. It is a procedure of
matching organizational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job, the
organization will get quality performance of employees. Moreover, organization will face less of
absenteeism and employee turnover problems.

. It is designed to determine the most likely candidates to be successful at fulfilling the job requirements
by eliminating those candidates least likely to succeed.

Steps oF slection process

 Reception of application  Screening  Application Blank  Employment tests  Interview  References

 Medical examination  Hiring decision or employment