HUMAN RESOURCE MANAGEMENT

Human Resource Management (HRM) is a

strategic approach to managing employees to
achieve better organizational performance.

For example, if you hire people into a business,

you are looking for people who resonate with
your company culture as they will be happier,
stay longer, and be more productive than people
who don’t.

Another example is engagement. Engaged

employees are more productive, deliver higher
quality work, and make customers happier. This
means that if HR can find ways to make
employees more engaged, this benefits the
company.
“Success in HR is not just about
managing resources. It is about
inspiring and unleashing the full
potential of individuals.”

Dr. Dieter Veldsman,

Human Resource Management

TRUST
CARE
VALUE of TEAMWORK
HRM ENCOURAGEMEN
T
DEVELOPMENT
CODE OF
ETHICS
Code of ethics provides a framework for ethical
behavior and professional conduct in HRM. It
ensures integrity, fairness, and responsibility. Its
function is to guide HR professionals and
departments in upholding the rights, safety, and
interests of all stakeholders. They are generally
categorized into the following:

Duties to the Public: HR professionals must

act ethically, lawfully, and with integrity. They
should address illegal acts, uphold public trust,
maintain competence, and engage in
continuous professional development.
Duties to the Profession:
HR professionals must uphold the reputation of the profession by
avoiding misconduct, adhering to ethical codes, promoting a positive
image, and cooperating with investigations or disciplinary processes.
Duties to Clients and Employers:
HR professionals must prioritize the best interests of employers and
clients, ensure impartiality, disclose conflicts of interest, maintain
accurate records, and safeguard confidentiality.
Duties to Individuals:
HR professionals must advance dignity, equity, and safety for all. They
should respect privacy, avoid discrimination or harassment, report
imminent risks of harm, and foster an inclusive workplace.
Overarching Duties:
HR professionals must foster trust, respect, and fairness in all
relationships. They must act impartially, comply with laws, promote
diversity, and resolve disputes ethically and professionally.
Functions of HRM
Managerial

Directin Controllin
Planning Organizing Staffing
g g
Functions of HRM
Operational

HR Compensatio Employe
Employme n e
Developmen
nt Management Relations
t
HR Planning
Right Number
• Right Skills

Right Time
• Right Cost
Recruitment & Selection
Recruitment and selection are the most visible elements of HR. The goal of the
recruitment and selection process is to find and hire the best candidate for the
job. The recruitment process usually involves the following steps in some shape
or form:

Preparing:
Vacancy intake with the hiring manager
Write job description
Creating job adverts

Sourcing:
Sourcing candidates
Checking the existing talent pool
Keeping the hiring manager informed
Recruitment & Selection

Screening:
• Screening resumes
• Giving a realistic job preview

Selection Process:
• The job interview
• An assessment
• References and background check
• The hiring decision
• Job offer and contract
• Onboarding
 HRM- Tools for Recruitment

Background
Background
Information
Information
Interviews
Interviews References
References

Selection
Selection

Performance
Performancetests
tests Paper
Papertests
tests

Physical
Physical
Ability
Ability tests
tests
 HRM-Types of 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 multi-prong 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

 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.
Performance Management
an organization’s performance management practices play an important role in creating a
productive and positive work environment and keeping employees engaged. According to
a report by the HR Research Institute, 67% of leading organizations in performance
management experienced increased employee performance, compared to only 16% of
so-called performance laggards. A strategic and systematic performance management
process combines verbal and written components that take place throughout the year. It
involves the following actions:

● Establishing clear expectations

● Setting individual objectives and goals that align with team and organizational goals
● Providing different types of feedback
● Regular performance conversations, such as performance reviews and performance
appraisals
● Evaluating results. CLICK HERE
Common methods of performance appraisal include:
•Management by Objectives (MBO): Sets specific goals collaboratively between manager and employee
to measure performance against those objectives.

•360-degree feedback: Collects feedback from various sources like peers, superiors, subordinates, and
customers to provide a holistic view of performance.

•Behaviorally Anchored Rating Scale (BARS): Uses specific behavioral examples to anchor performance
levels on a rating scale.

•Critical Incident Method: Records positive and negative critical incidents throughout an employee's
performance period to evaluate overall performance.

•Peer Assessment: Evaluates an employee's performance based on feedback from their peers.

•Ranking Method: Ranks employees from best to worst based on overall performance.

•Self-assessment: Employees evaluate their own performance against set criteria.

Learning & Development

Learning & Development is a systematic process that enhances people’s skills,

knowledge, and competencies to improve their work performance.

Activities focused on Learning & Development include:

Training
Mentoring
Peer learning
Attending seminars, conferences, or webinars

This approach allows employees to bridge skill gaps and grow into leaders.
Succession Planning
Succession Planning involves planning contingencies in case key employees leave the
organization. It is about proactively identifying top performers and potential leaders and getting
them ready to fill (senior) positions as soon as someone leaves. Succession planning is a
complex process and if you want to navigate it successfully, keep the following three things in
mind:

Critical roles only: Succession planning focuses on roles that are vital to the organization’s
competitiveness and continuity, especially senior leadership roles.

Key talent: Unsurprisingly, for those critical roles, only top performers and potential leaders
(usually internal candidates) are selected to be mentored and developed.

Continuity: The ultimate purpose of succession planning is to ensure that someone else is ready
to take over immediately when someone leaves to maintain business continuity.
Succession Planning

Succession planning facts

70% of family-owned businesses don’t survive the transition from founder to second
generation. The primary reason for this is a lack of succession planning.

Poorly managed CEO transitions wipe out almost 1 trillion dollars annually for S&P 1500
companies alone, according to HBR.

CLICK HERE
Compensation and Benefits
Compensation and benefits consist of all the monetary and non-monetary rewards
employees receive from their employer in exchange for their labor. Examples include:

Salary
Bonuses
Insurance
Retirement contribution
Childcare benefits
Flexible working options
Etc.

Getting comp and ben right is important for two main reasons.
On the one hand, making a solid, attractive offer is key to attracting the best talent. On
the other hand, comp & ben and related taxes can account for up to 70% of business
costs, highlighting the importance of balancing this with the organization’s budget and
profit margins. HR should, therefore, closely monitor the state of compensation and
benefits at their organization.
 What is an HRIS?
A Human Resources Information System, or HRIS, is a software solution that is used to
collect, manage, store, and process an organization’s employee information. Essentially,
HR teams use an HRIS to work more efficiently and make more data-driven decisions.

In most cases, an HR information system includes the basic features needed for end-to-
end HR management. This system helps companies manage and automate core HR
processes, such as:

Employee data management

Benefits administration
Payroll processing
Time and attendance management
Reporting and analytics
Employee self-service

[Link]
 HRIS quick facts

•The HR software market is projected to grow to $33.57 billion

by 2028 at over 10% compound annual growth rate.
•Companies spend 15 weeks selecting an HRIS, on average.
•When selecting an HR information system, 98% of
companies were considering a cloud-based HRIS.
•30% of companies use 10 or more different HR systems.

Sources: Verified Market Research, Softwarepath, ApplaudHR

 What is HR analytics?
HR analytics, also referred to as people analytics or workforce analytics, involves
gathering, analyzing, and reporting HR data to drive business results.

In other words, HR analytics is a data-driven approach to Human Resources

Management.
Types of HR analytics
•Descriptive HR analytics: Examines historical data to see what has
occurred during a specific time. (Example: Annual employee turnover rate.)

•Diagnostic HR analytics: Investigates data to ascertain the causes of past

occurrences and behaviors. (Example: Examining unplanned absence data to
identify absenteeism drivers.)

•Predictive HR analytics: Explores current and historical data and uses

statistical models and forecasts to predict future behaviors and events.
(Example: Exploring recruitment data to discover the key attributes of an
ideal candidate for a particular position.)

•Prescriptive HR analytics: Suggests potential future outcomes and

scenarios and proposes recommendations for addressing them. (Example:
Developing an algorithm that predicts what type of onboarding a new hire
will need according to their experience and skill level.)
CLICK HERE
 Productivity

Productivity is the ratio of outputs (goods and services)

divided by one or more inputs (such as labor, capital, or time)

Productivity = Output / Input

 How to Calculate Productivity

Steps:1
Decide on a measurement of output.

Steps:2
Decide on a measurement of time.

Steps:3
Determine how much output was produced in the time period you decided upon.

Steps:4
Determine how many man hours were spent working in the time period you decided upon.

Steps:5
Determine the estimated worker productivity.
 Productivity Math Example
A factory have two shift (12hr/shift) and allowance is 8%. The
production of a certain day is 25,000 carton (Day shift = 12,000
Ctn & Night shift = 13,000 Ctn), manpower 400 (Day shift = 200 &
Night shift = 200). What is the productivity/man-hr on this certain
day of each shift.

Productivity of Day Shift = 12,000/200*11

= 5.45 ctn/man-hr
Productivity of Night Shift = 13,000/200*11
= 5.90 ctn/man-hr
Average Per Shift = (5.45 + 5.90)/2
= 5.68 ctn/man-hr
 Strategy to Improve Productivity

♦ Productivity as defined, is the ratio of Output to Input.

Several Strategy for Improving the Productivity:

1. Increase Output with decreasing Input. (Productivity↑ = Output↑ / Input↓)

2. Increased Output for the same Input (Productivity↑ = Output↑ / Input→)
3. Decreased Input for the same Output (Productivity↑ = Output→ / Input↓)
4. Proportionate increase in the Output is more than the proportionate
increase in the Input. (Productivity↑ = Output↑ / Input↑)
5. Proportionate decrease in the Input is more than the proportionate
decrease in the Output. (Productivity↑=Output↓ / Input↓)
CLICK HERE
What Are Hidden Values?
Hidden values are assets that may not be reflected on a company's
balance sheet.
TIME
is
MONEY

CLICK HERE
Competitive Strategies

A list of Competitive Strategies is as follows:

Overall cost leadership strategy: aims to produce and deliver the product or
service with specified quality, at a low cost relative to its competitors.

Differentiation Strategy: aims to create a new product or service which is

unique in that industry. The uniqueness may be achieved through design or
brand image, technology, customer service or dealer network. This strategy will
enable the organization to fix a higher price for its product or service.

Focus Strategy: aims to concentrate on a particular group of customers,

geographic markets or product line segment in order to serve a well defined
but narrow market is better than its competitors who serve a broader market.
What Is Kaizen?
Kaizen is a Japanese term meaning "change for the better" or
"continuous improvement." It is a Japanese business philosophy
regarding the processes that continuously improve operations
and involve all employees. Kaizen sees improvement in
productivity as a gradual and methodical process.
 THE 5S PRINCIPLES
SEIRI – Organisation/Sort out
SEITON – Orderliness/Systemize
SEISO – The Cleaning/Shining
SEIKETSU – STANDARDIZE
SHITSUKE - Sustain/Discipline

১। সেইরি 整理 (Sort Out)

২। সেইটন 整頓 (Set in order)
৩। সেইসো 清掃 (Shine)
৪। সেইকেটসু 清潔 (Standardize)
৫। শিটসুকি 躾 (Sustain)
THANK YOU
 S C M
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