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Yrd. Doç. Dr.İbrahim İnan
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The aim of this hand out is to help the students for better understanding the subject with a solid examples and explanations.
Prepared by Ibrahim Inan
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Yrd. Doç. Dr.İbrahim İnan

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Mid-term exam (30%)
Final exam (50%)
participation (5%)
• attendance
• speaking up
Yrd. Doç. Dr.İbrahim İnan

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Introduction to Human Resource Management
What is HRM?
Human Resource Management at Work
Responsibilities of the HR Department what does HRM involve
Specific HRM Functions
Goals of Human Resource Management
FUNCTION OF Human Resources Management
Recruitment
Selection
Employment Legislation
Discrimination
Development
Training
Rewards Systems
Trade Unions
Desired Outcomes of HRM
Productivity
Human Resources Management : The Strategic Business Partner!
Yrd. Doç. Dr.İbrahim İnan

Human Resource Management Human Resource Management includes all activities used to attract & retain employees and to ensure they perform at a high level in meeting organizational goals. These activities are made up of 1. Recruitment & selection. 2.
Training and development. 3. Performance appraisal and feedback. 4. Pay and benefits. 5.
Labor relations
Labor
Capital Goods
(e.g. Equipment
)
Raw Materials
Yrd. Doç. Dr.İbrahim İnan
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Potential Employees Retired Employees
Recruiting Hiring Education And training Termination Benefit administration ACTIVITIES OF HRM
DATA MANAGEMENT EMPLOYEES THE
FIRM
Yrd. Doç. Dr.İbrahim İnan

OBJECTIVES…
EFFECTIVE UTILISATION OF HUMAN
RESOURCES ORGANISATIONAL STRUCTURE OF RELATIONSHIP DEVELOPMENT OF
HUMAN RESOURCES REWARDS COMPATIBILITY OF INDIVIDUAL GOALS WITH
THOSE OF AN ORGANISTION MAINTAIN HIGH MORAL..
Human
Resources
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Finance
Research &
Development,
Engineering
Management
Materials,
Production, and/or
Services
Management
Yrd. Doç. Dr.İbrahim İnan
Marketing

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1) Importance of Human Resources
Competitive Advantage
2) Increasing Complexity
Global workforce
3) External Influences
Legal Requirements
ACTIVITES OF HRM RECRUITMENT
PLACEMENT TRAINING AND
EDUCATION COMPENSATION
MAINTENANCE
Yrd. Doç. Dr.İbrahim İnan

Human Resource Management at
Work
Management Process
The five basic functions of planning, organizing, staffing, leading, and controlling.
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Yrd. Doç. Dr.İbrahim İnan

Human Resource Management at
Work
Human Resource Management
The policies and practices involved in carrying out the “people” or human resource aspects of a management position, including recruiting, screening, training, rewarding, and appraising.
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Yrd. Doç. Dr.İbrahim İnan

Human Resource Management at
Work
Why is Human Resource Management is Important to all
Managers?
All Managers are Human Resource managers
To avoid mistakes and getting results
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Human Resource Management at
Work
Authority
The right to make decisions, direct others ’ work, and give orders
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Yrd. Doç. Dr.İbrahim İnan
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Human Resource Management at
Work
Line Authority Staff Authority
The authority exerted by an HR manager by directing the activities of the people in his or her own department and in service areas
Staff authority gives the right
(authority) to advice other managers or employees
Line Manager Staff Manager
A manager who is authorized to direct the work of subordinates and is responsible for accomplishing the organization ’s tasks
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A manager who assists and advises line managers.
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Human Resource Management at
Work
Line Managers Human
Resource Duties
??????????????
Human Resource Managers
Duties
A line function
A coordinative Function
Staff function
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Yrd. Doç. Dr.İbrahim İnan
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Human Resource Management at
Work
HR functions in small business
Manager/Owner
Sales M.
Operations M.
Finance M.
HR functions in medium size firm
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President
Sales M.
Operations M
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Finance M.
HR M.
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Human Resource Management at
Work
HR functions in a large firm
President & CEO
HRM VP Marketing VP Operations VP Finance VP
Training & Dev.
Manager
Compensation &
Benefits Manager
Staffing
Manager
Safety & Health
Manager
Labor Relations
Manager
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Yrd. Doç. Dr.İbrahim İnan
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Human Resource Management at
Work
An evolving HR organization
President & CEO
Finance VP Operations VP Marketing VP HRM VP
Outsourced
Executive
Development
Manager
Training
Manager
Benefits
Manager
Other HRM
Functions
Manager
Shared
Service
Center
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The Changing Environment of
Human Resource Management
Globalization Trend
Technological Trends
Trends in the Nature of Work
High tech jobs
Service jobs
Knowledge work and human capital
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Workforce demographic trends
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The Changing Role of Human
Resource Management
Strategic human resource management
Formulating and executing human resource policy and practices that produce the employee competencies and behaviors the company needs to achieve its strategic aims
Creating high performance work systems
# Managing with technology
# Effective HR practices
# High performance work systems
Measuring the human resource management team
’s performance
Metrics (A set of quantitative performance measures use to assess their operations)
Managing with the
HR scorecard process
HR scorecard (Measures the HR function’s effectiveness and efficiency in producing employee behavior needed to achieve the company’s strategic goals
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Service
Strategic Partner
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Policy Formulation and Implementation
Employee
Advocacy
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Advice and Counsel

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Yrd. Doç. Dr.İbrahim İnan

Interview job applicants
Provide orientation, coaching, and on-thejob training
Provide and communicate job performance ratings
Recommend salary increases
Carry out disciplinary procedures
Investigate accidents
Settle grievance issues
Yrd. Doç. Dr.İbrahim İnan
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Yrd. Doç. Dr.İbrahim İnan
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The
of
Human Resources
The
of
Human Resources
The
of
Human Resources
The
of
Human Resources
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The Acquisition of
Human Resources
Planning
Analyzing Jobs
Recruitment
Selection
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The Development of
Human Resources
Appraising
Training
Developing
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The Rewarding of
Human Resources
Compensating
(Wages & Salaries)
(Incentives)
The Maintenance of
Human Resources
Employee Benefits
Safety & Health
Labor Relations
Yrd. Doç. Dr.İbrahim İnan

Facilitating organizational competitiveness
The human resource function in contemporary organizations
Enhancing productivity and quality
Complying with legal and social obligations
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Yrd. Doç. Dr.İbrahim İnan
Promoting individual growth and development

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Attraction
Retention
Job Performance
Productivity
Employee Safety and Health
Attendance
Job Satisfaction
Competitive Advantage
Company Performance
Yrd. Doç. Dr.İbrahim İnan

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Human Resource Planning
Analyzing Jobs
Recruiting
Selecting
Appraising
Training
Developing
Compensating
Benefits

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Outsourcing Outsourcing: managers can decide to contract with outside workers rather than hiring them. Outsourcing is more flexible for the firm. Outsourcing often provides human capital at a lower cost.
Outsource problems: managers lose control over output. Outsource contractors are not committed to the firm.
Unions typically are against outsourcing that has potential to eliminate member’s jobs.
Yrd. Doç. Dr.İbrahim İnan

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Job Analysis Job analysis determines the tasks, duties and responsibilities of the job.
A job analysis should be done for each job in the organization.
Job analysis can be done by: Observe current workers.
Questionnaires filled out by worker and managers. Current trends are toward flexible jobs where duties are not easily defined in advance.
Yrd. Doç. Dr.İbrahim İnan

The Strategic Business Partner! HRM Components Component should be consistent with the others, organization structure, and strategy. Recruitment: develop a pool of qualified applicants
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The Topic that we are covering in are presentation is feasibility of manpower resource, which is known as HR management in today’s corporate world.
Feasibility Study focusing manpower:
Feasibility Study focusing manpower A feasibility study phase provides the analyst with a more thorough understanding of the problems, opportunities related to personnel’s . A feasibility study should be conducted to determine the viability of an idea before proceeding with the development of HUMAN RESOURCE .
Objective of feasibility study in HR: To increase the benefit and lessen the cost
Yrd. Doç. Dr.İbrahim İnan

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Economic feasibility As the world denotes that the economic feasibility means more benefit at less expenditure . So every organization must keep in mind while recruitments of the personnel’s that more people should not be employed than required as it can raise the cost.
Motivational feasibility Motivation plays a vital role in overall improvement in terms of efficiency of personnel’s. As through motivation more and more work with grater efficiency can be taken away from employees Different ways of motivations are:
→ Performance appraisals → Training and development →
Improving working condition as par their health and security. →
Incentives and perks etc.
Yrd. Doç. Dr.İbrahim İnan

4/17/2020
Operational feasibility Before switching to new technology, it mainly examines whether the employees at work are comfortable with organizational frame work..
Are the Requirements, specifications and design clearly explained to the employees, so that they conduct their operations successfully.
Political feasibility It is perhaps the most power full type of feasibility. As every political system is biased. Because government issues, new polices which can effect the moral of the personnel’s at a larger extent. Hence these are the different types of feasibility having different effects on the conduct of personnel’s.
Yrd. Doç. Dr.İbrahim İnan

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What Next?
After the feasibility study has been completed, a Feasibility Report is prepared covering following aspects.
Basic information about the personnel’s
The expectations as regards development schedule and manpower resources
Highlighting the requirements of personnel’s. A gist of Technical, economical, Operational, motivational and political feasibility assessment.
Yrd. Doç. Dr.İbrahim İnan

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SYSTEM ANALYSIS The analysis of the system is the basic necessity for an efficient system design.The need for analysis stems from the following points: To redefine or reset the objectives as a reference point in context of the current business requirement. To establish the system boundaries that define the scope and coverage of the system.
SYSTEM ANALYSIS STAGES The different stages as followed in the system analysis of the HR management information system are :
ORGANISATIONAL ANALYSIS A Human Resources Information System, is a system that lets you keep track of all your employees and information about them . An analysis of the existing information system is necessary to propose new HRIS. CURRENT SITUATION ANALYSIS Here we analyze a company’s competitive situation, develops its strategic goals and mission, it’s external opportunities and threats, and its internal strength and weaknesses to generate alternatives. Also a plan of actions and deployment of resources is determined to achieve the pre-specified goals.
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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The process by which a job vacancy is identified and potential employees are notified.
The nature of the recruitment process is regulated and subject to employment law.
Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.
Yrd. Doç. Dr.İbrahim İnan

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Job description – outline of the role of the job holder
Person specification – outline of the skills and qualities required of the post holder
Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
Yrd. Doç. Dr.İbrahim İnan

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Recruitment External recruiting:
Managers look outside the firm for people who have not worked at the firm before. Managers advertise in newspapers, hold open houses, recruit at universities, and on the Internet. External recruitment is difficult since many new jobs have specific skill needs. A multiprong approach to external recruiting works best.
Internal Recruiting: positions filled within the firm.
Internal recruiting has several benefits: Workers know the firm’s culture, may not have new ideas. Managers likely already know the candidates. Internal advancement can motivate employees.
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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Selection: determine relative qualifications
& potential for a job. Training &
Development: ongoing process to develop worker’s abilities and skills.
Performance appraisal & feedback: provides information about how to train, motivate, and reward workers.
Managers can evaluate and then give feedback to enhance worker performance.
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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Interview – most common method
Psychometric testing – assessing the personality of the applicants – will they fit in?
Aptitude testing – assessing the skills of applicants
In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer
Presentation – looking for different skills as well as the ideas of the candidate
Yrd. Doç. Dr.İbrahim İnan

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Selection Process Paper & Pencil Tests:
Either an ability and personality test.
Ability test: assess if applicant has right skills for the job.
Personality test: seek traits relevant to job performance. Be sure test is a good predictor of job performance.
Performance Tests: measure job performance.
Typing speed test is one example. Assessment
Center: candidates assessed on job-related activities over a period of a few days. References: outside people provide candid information about candidate. Can be hard to get accurate information.
Yrd. Doç. Dr.İbrahim İnan

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Selection Process After a pool of applicants are identified, qualifications related to the job requirements are determined: Background
Information: includes education, prior employment, college major, etc. Interview: almost all firms use one of two types: Structured interview: managers ask each person the same job-related questions.
Unstructured interview: held like a normal conversation. Usually structured interviews preferred; bias is possible. Physical Ability Test: measure strength & endurance. Good for physically demanding jobs.
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
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Increasingly important aspect of the HRM role
Wide range of areas for attention
Adds to the cost of the business
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Crucial aspects of employment legislation:
Race
Gender
Disability
Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.
Copyright: Mela, http://www.sxc.hu
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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Firms cannot just ‘sack’ workers
Wide range of procedures and steps in dealing with workplace conflict
Informal meetings
Formal meetings
Verbal warnings
Written warnings
Grievance procedures
Working with external agencies
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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A source of motivation
A source of helping the employee fulfil potential
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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Provides new skills for the employee
Keeps the employee up to date with changes in the field
Aims to improve efficiency
Can be external or ‘in-house’
Yrd. Doç. Dr.İbrahim İnan

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Ships On-the-job Training On-the-job Training Needs
Assessment : Types of Training Classroom Instruction: workers acquire skills in classroom. Includes use of videos, role-playing, simulations. On-the-Job Training: learning occurs in the work setting as worker does the job. Training given by co-workers and can be done continuously.
Apprenticeships: worker contracts with a master worker to learn a skill.
Types of Development Varied Work Experiences: Top managers must build expertise in many areas. Workers identified as possible top managers given many different tasks. Formal Education: tuition reimbursement is common for managers taking classes for MBA or similar. Longdistance learning can also be used to reduce travel.
Whatever training and development efforts used, results must be transferred to the workplace.
Yrd. Doç. Dr.İbrahim İnan

Reliability & Validity Selection tools must be reliable and valid.
Reliability: the degree to which the tool measures the same thing each time it is used. Scores should be close for the same person taking the same test over time. Validity: Does the test measure what it is supposed to measure? Example: does a physical ability test really predict the job performance of a firefighter? Managers have an ethical and legal duty to develop good selection tools.
Training & Development Training: teach organizational members how to perform current jobs. Help worker’s acquire skills to perform effectively. Development: build worker’s skills to enable them to take on new duties. Training used more often at lower levels of firm, development is common with managers. A Needs
Assessment should be taken first to determine who needs which program and what topics should be stressed.
Yrd. Doç. Dr.İbrahim İnan
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Yrd. Doç. Dr.İbrahim İnan

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High performing employees should be rewarded with raises, bonuses. Increased pay provides additional incentive. Benefits, such as health insurance, reward membership in firm.
Labor relations: managers need an effective relationship with labor unions that represent workers. Unions help establish pay, and working conditions. If management moves to a decentralized structure, HRM should be adjusted as well.
Yrd. Doç. Dr.İbrahim İnan

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How the firm’s pay incentives compare to other firms in the industry. Managers can decide to offer low or high relative wages.
Pay Structure: clusters jobs into categories based on importance, skills, and other issues. Benefits: Some are required (social security, workers comp). Others (health insurance, day care, and others) are provided at the employers option.
Cafeteria-style plan: employee can choose the best mix of benefits for them. Can be hard to manage.
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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Importance of building relationships with employee representatives
Role of Trade Unions has changed
Importance of consultation and negotiation and working with trade unions
Contributes to smooth change management and leadership
Yrd. Doç. Dr.İbrahim İnan

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Unions Unions represent worker’s interests in organizations. Managers usually have more power over an individual worker. Workers join together in unions to try and prevent this. Unions are permitted by the National Labor Relations Act (1935) which also created the NLRB to oversee unions. Not all workers want unions. Union membership costs money in dues and a worker might not want to strike. Union membership is lower today than 40 years ago. Collective bargaining: process unions and management go through to negotiate work agreements. Results in a contract spelling out agreed terms.
Yrd. Doç. Dr.İbrahim İnan

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Considers all activities managers perform to ensure there is a good relationship with labor unions. There are laws regulating some areas of employment. Fair Labor
Standards Act (1938) prohibits child labor, sets a minimum wage and maximum working hours. Equal Pay Act (1963) men and women doing equal work will get equal pay. Work Place Safety (1970) OSHA mandates procedures for safe working conditions
Yrd. Doç. Dr.İbrahim İnan

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Yrd. Doç. Dr.İbrahim İnan

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Self: self appraisals can supplement manager view.
Peer appraisal: coworker provides appraisal; common in team settings.
360 Degree: provides appraisal from a variety of people able to evaluate a manager: Peers, customers, superiors, self. Need to be alert to bias from some evaluators.
Effective feedback: appraisals must provide feedback: Formal appraisals: conducted at set times of the year Provides valuable, but infrequent feedback. Informal appraisals: manager provides frequent feedback informally.
Yrd. Doç. Dr.İbrahim İnan

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Evaluate on traits (skills, abilities) related to the job.
Problem:
Even though a worker has the trait, they may not use it in the job and it is hard to give feedback. Behavior
Appraisals: how a worker does the job. Focuses on what a worker does and provides good feedback options. Results appraisals: what a worker accomplishes. Sales reps are usually evaluated on what they sell. Objective appraisals: based on facts (sales figures) Subjective appraisals: based on a manager’s perceptions of traits, behavior, or results.
Many rating scales used to overcome subjective problems.
Yrd. Doç. Dr.İbrahim İnan

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:
How to value the workers contribution
Difficulty in measuring some types of output – especially in the service industry
Appraisal
Meant to be non-judgmental
Involves the worker and a nominated appraiser
Agreeing strengths, weaknesses and ways forward to help both employee and organisation
Yrd. Doç. Dr.İbrahim İnan

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The methods for forecasting and planning HR needs are :
INTERVIEW … A face to face method for collecting data. It may be formal or informal, questions asked may be structured or unstructured. Success of an interview depends on the skill of the interviewer and on his or her preparation for the interview.
QUESTIONAIRE … A structured questionnaire can be used to collect data. The questionnaire is pre-tested, modified, and used to capture data on a cross-section of HRIS users.
There are four parts to the questionnaire: profiles of organizations; application of HRIS; perceptions of the barriers to the implementation of HRIS and perceptions of the benefits achievable through HRIS; and profiles of the respondents.
Yrd. Doç. Dr.İbrahim İnan

4/17/2020
1. Be specific and focus on correctable behavior. Provide a suggested improvement.
2. Focus on problem-solving and improvement, not criticism.
3. Express confidence in worker’s ability to improve.
4. Use formal and informal feedback.
5. Treat subordinates with respect and praise achievements.
6. Set a timetable for agreed changes.
Yrd. Doç. Dr.İbrahim İnan