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SHRM basic

Management involves designing and maintaining an environment through planning, organizing, leading, and controlling to achieve organizational goals efficiently and effectively. Human Resource Management (HRM) focuses on recruiting, developing, and maintaining employees, ensuring the right people are in the right roles. Key HRM processes include job analysis, training and development, compensation, and performance appraisal.

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Md. Wahid Abdul Hoque
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6 views5 pages

SHRM basic

Management involves designing and maintaining an environment through planning, organizing, leading, and controlling to achieve organizational goals efficiently and effectively. Human Resource Management (HRM) focuses on recruiting, developing, and maintaining employees, ensuring the right people are in the right roles. Key HRM processes include job analysis, training and development, compensation, and performance appraisal.

Uploaded by

Md. Wahid Abdul Hoque
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Download as PDF, TXT or read online on Scribd
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Management

Process
Designing
Maintaining
Environment
Planning
Organizing
Organization
Motivation
Leading
Controlling
Goal
Efficiency
Effectiveness
HR planning
Recruitment and selection
Training and development
Compensation
Performance appraisal

Management is the process of designing and maintaining an environment through the functions
of planning, organizing, leading and controlling to achieve the overall organizational goals
effectively and efficiently by using human resources and other resources

Process is the summation of sequential steps

Designing creating a structure or framework

Maintaining Keeping the organization in a stable and functioning state

Environment The internal and external conditions and factors that affect an organization’s
operations.

Planning is the process of capturing the future, it is the process of deciding in advance what is
to be done, how it is to be done and when it is to be done.

Organizing is the process of grouping the activities and allocating resources (human and
others) at the right place at the right time so that organization can perform its activities smoothly.
Organization is a group of people in a structural relationship having a common goal.
Motivation is the process of inspiring people so that they can perform their job spontaneously
based on their need, demand and want.

Leading is the process of influencing individuals or teams towards the achievement of


organizational goals without relying on force.
Types of leadership styles:
1. **Autocratic**: Leader makes decisions unilaterally with strict control.
2. **Democratic**: Leader encourages team participation in decision-making.
3. **Transformational**: Leader inspires and motivates for change and growth.
4. **Transactional**: Leader uses rewards and punishments to manage performance.
5. **Laissez-Faire**: Leader provides minimal direction, allowing team autonomy.
6. **Servant**: Leader prioritizes team needs and development.
7. **Situational**: Leader adapts their style based on the situation and team needs.
8. **Charismatic**: Leader relies on personal charm and persuasive communication.

Controlling is the process of monitoring, evaluating and analyzing the performance against
predetermined standards and taking corrective measures if necessary.

Goal is the end result of end state

Efficiency: Completing tasks with minimal resources (time, money, effort) to reduce waste.

Effectiveness Achieving the desired goal, regardless of resource use.

- Efficiency focuses on resource use, while effectiveness focuses on meeting objectives.


- A task can be efficient but not effective if it doesn’t meet the goal, or effective but not efficient if
it wastes resources.
An example of a task that is both **efficient and effective** would be an automated online
grocery ordering system. The system processes orders quickly (efficient), ensuring that
customers get the correct items delivered (effective), while minimizing labor and reducing errors.
This achieves the goal of satisfying customers and saving company resources.

6ms of management
1. Man
2. Machine
3. Material
4. Money
5. Market
6. Method
Here’s a brief summary of the **6 Ms of Management**:
1. **Man**: The workforce or employees.
2. **Machine**: Tools, equipment, and technology.
3. **Material**: Raw materials or inventory.
4. **Money**: Financial resources and budgeting.
5. **Market**: External environment, including customers and competitors.
6. **Method**: Processes and strategies to achieve goals.

HRM deals with the man of management

HRM is the branch of management that deals with people. It is the process of procuring,
developing, maintaining and terminating the human resource of an organization.

Procuring The process of recruiting and selecting candidates for organizational roles.

Starts with Human resource planning. Then job analysis

Job analysis is the process of collecting, storing, analyzing and interpreting all the information
regarding all the jobs of an organization.
Mainly 2 total 3 elements of job analysis

Job description is a written statement containing job duties, responsibilities, working


conditions, working hours etc.

Job specification is a written statement that tells the minimum requirements to perform a job.
Knowledge skills abilities.

Job is the collection of tasks for which an employee is appointed.

Job enlargement and enrichment


**Job Enlargement**: Adding more tasks to a job at the same level.
- **Example**: A waiter serves food and now also cleans table.

**Job Enrichment**: Adding more responsibility and challenge to a job at different level.
- **Example**: A waiter is also in charge of training new staff.

Developing Enhancing employees’ skills, knowledge, and abilities through training and
development.

Maintaining Keeping employees engaged and satisfied in the organization through fair
treatment, benefits, and a positive work environment.

Termination The process of ending the employment relationship, either through resignation,
retirement, dismissal, discharge

Here are short definitions of the terms:


1. **Resignation**: When an employee voluntarily leaves a job.
2. **Retirement**: When an employee leaves the workforce after reaching a certain age or years
of service.
3. **Dismissal**: terminates an employee’s job due to misconduct.
4. **Discharge**: terminates an employee’s job due to mental or physical inability.
5. Layoffs : terminates an employee’s job due shortage of resources , downsizing

HR planning is the process of ensuring that the organization has the right number and kind of
people at the right place at the right time.
It is the process of matching the demand for and supply of human resources of an organization.

HRM is the process of recruitment and selection, training and development, compensation, and
performance appraisal of the human resources in an organization.

Recruitment and selection


Recruitment is the process of locating, identifying and attracting the capable job seekers and
creating a pool of job seekers
Selection is the process of hiring the most suitable candidate or best-fit candidate from the pool
of job seekers.

Training And Development


-**Training**: It is the process of providing employees, especially new employees and first-line
managers, with technical and practical skills to perform their current day-to-day tasks efficiently.
Training is present-oriented and focuses on immediate job requirements.

**Development**: It is the process of enhancing the knowledge, skills, and abilities of middle
and top managers to prepare them for future roles and challenges. Development is
future-oriented and focuses on long-term growth and leadership capabilities.

Types of training and development


on-the-Job Training and Development Techniques
i. Job rotation: Rotating a trainee from department to department on the job
allows them to gain more experience and pinpoint their strong and weak aspects.
ii. Coaching/Understudy approach: The intern works closely with a senior
manager or the individual they will succeed; the latter is in charge of providing
the intern with coaching.
iii. Action learning: Management interns are permitted to work full-time in other
departments, where they will analyze and resolve issues.

Off-the-Job Management Training and Development Techniques


I. Lectures most popular
i. The Case Study Method: This approach to development involves giving a
manager a written description of an organizational issue to identify and resolve.
ii. Management Game: A development strategy called "Management Game" sets
teams of managers against one another by having them use computers to make
decisions in simulated but realistic scenarios.
iii. Outside Seminars & University-Related Programs: Numerous businesses
and academic institutions host traditional and web-based conferences and
seminars for management development.
iv. Role Playing: It is a training method where students act out scenarios from real-
world management scenarios.
v. Corporate Universities: A business-based approach that exposes aspiring
managers to practical tasks in order to enhance their management abilities.
vi. Executive Coach: An executive coach is an independent advisor who conducts
interviews with the executive's colleagues to determine the executive's strengths
and weaknesses. The executive is then given advice on how to overcome the
weaknesses and build on the strengths.

Compensation and Benefits is the salary or remuneration, benefits like health insurance and
retirement plans provided to the employees in exchange of their physical and mental effort
according to the contract of employment.

Performance appraisal is the process of evaluating the performance of employees against the
predetermined standards through which promotion, termination etc. is provided.

Termination

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