HUMAN RESOURCE MANAGEMENT PROCESS

Meaning of Human Resource:

First we should understand "What is the Human Resource?" and the

following definition by Prof. Maginson, will helps to understand what the
human resource is.

"The total knowledge, skills, creative abilities, talents and aptitudes of an

organization's work force as well as the values, attitudes and beliefs of the
individual involved"
Definition of Human Resource Management:

We have defined the human resource and now its need to define the term
human resource management. Management specialists have defined human
resource management as below.

"The Process of analyzing and managing organizations human resources

needs to ensure satisfaction of its strategic objectives”
-Management –Hellriegel/Slocum
“The policies and practices involved in carrying out the ‘people’ or human
resources aspects of a management position, including recruiting, screening,
training and appraising.”
-Human resource management –Gray Dessler
The function of Human Resources departments is generally administrative
and common to all organizations. Organizations may have formalized
selection, evaluation, and payroll processes. The HR function consists of
tracking existing employee data which traditionally includes personal
histories, skills, capabilities, accomplishments and salary. To reduce the
manual workload of these administrative activities, organizations began to
electronically automate many of these processes by introducing specialized
Human Resource Management Systems.
HUMAN RESOURCE PLANNING:

The first step in staffing business organization is planning . Planning is

critical step . Every organization plan each and every aspects of business to
achieve organization goals and objectives. In order to achieve that goals and
objectives the organization’s hire the competent employees to perform well
to meet that goals and objectives.Human resource department is responsible
for this purpose to hire competent employees because they want to fulfill all
the requirements of the customers, so it is necessary to hire the competent
employee that have the skills to cop up all these factors to run the
organization.That’s why the ability to forecast future staffing needs is a key
part of human resource planning.
FORECASTING:

Forecasting begins with estimates of demand , the number and kind of

employees that will be needed at various times.The next task is to estimate
the supply of available employees, that supply is within the company already
– perhaps just needing training to fill future requirements. The next step is
job analysis by which jobs are studied to determine the task and dynamics
involved in performing them. The next one is job description, the statement
of the task involved in a given job and the conditions under which the holder
of the job will work. Job specifications are that statements which describe
the kind of a person who would be best for the job and have the required
skills for the post.
 IDENTIFIYING & SELECTING COMPETENT
EMPLOYEES

Recruiting & Selecting new employees:

 Recruiting: Process of attracting appropriate applicants for an

organization’s job.
 Recruiters: Members of the human resource staff, who are
responsible for obtaining new job candidates.
 Hiring: Summary of education, experience and personal data
compiled by the applicant for a job.
 Interviewing: Organization arranges interview sessions for the
candidates to dig out the hidden capabilities and approaches of the
persons.
 Testing: Company also have the formalities of testing sessions in
order to see the knowledge, experience and vision regarding the field.

PROVIDING EMPLOYEES WITH NEEDED SKILLS &

KNOWLEDGE

Training & Skills Development:

Skills development programs prepare employees to perform job tasks more
effectively. Once an organization defines its strategic goals, company executives
typically sponsor programs that provide employees opportunities for developing
specific expertise relevant to business objectives while also pursuing career
development. Training professionals assess the needs of the organization so that
they can define, design, develop and deliver effective classes, lectures and
seminars. Developing any skill, including how to design instructional content or
teach courses, requires practice and feedback from an expert coach.

Training: is a process of learning a sequence of programmed behavior. It improves

the employee's performance on the current job and prepares them for an intended
job.

Development: not only improves job performance but also brings about the growth
of the personality. Individuals not only mature regarding their potential capacities
but also become better individuals

Purpose of Training:
 Training leads to increased operational productivity and increased
company profit.
 Better trained workers are less likely to make operational mistakes.
 Training leads to improved production and product quality which
enhances financial incentives. This in turn increases the overall morale
of the organization.
 Proper training prevents industrial accidents.
 Training gives employees a wider awareness, an enlarged skill base and
that leads to enhanced personal growth.

The Sequence of Training Program can be put in a Flowchart as below:

Discovering or Identifying Training needs -> getting ready for the job ->
Preparation of Learner (Creating desire) -> Presentation of Operation &
Knowledge -> Performance Try out -> Follow up and Evaluation –(*)
 RETAINING COMPETENT, HIGH PERFORMING
EMPLOYEE

If we look at the current situation of economic world we come to know that

after the recession period the demand of high performing and competent
employees are pretty much greater in demand by organizations.
Here are few basic and important steps to retain valued employees:

1) Element of respect & Honor: Employees should be given respect and

honor according to their credibility.
2) Suitable work environment: There should be suitable and compatible
environment for employees in which they can completely thrive and show
their maximum output ant their working capabilities can be enhanced.
3) Ongoing training & education: As age of learning never ends same is
the case in professional careers. Employees should be provided with the
professional education facilities and ongoing training sessions so that they
can keep themselves up to that always.
4) Strong Culture: Strong cultural activities should be promoted within
different management classes. Friendly environment can further create the
abolishment of hurdles or barriers.
5) Incentives: hard working and efficient employees should be provided
appreciation in shape of rewards and bonuses.
6) Involvement in decision-making: Company should be regulated in
democratic style in which full right of opinion expressions should be
allowed. Employees should be involved in the decision making processes
and important strategies of company.
 MAJOR PAKISTANI LAWS & REGULATIONS
RELATED TO HRM
In Law, Pakistan constitution puts a ban on discrimination on the basis of sex
in appointment in "the service in Pakistan", provided that the performance
and functions of the job can be carried out by, and is deemed suitable for,
both sexes (Art. 27). It also provides that "steps shall be taken to ensure full
participation of women in all spheres of national life" (Art. 34). The
constitution commits the State to secure the well-being of the people,
irrespective of, inter-alia, their sex by (Art. 38 (a)) raising their standard of
living, by preventing the concentration of wealth and means of production
and distribution in the hands of a few to the detriment of general interest and
by ensuring equitable adjustment of rights between employers and
employees, and landlords and tenants.

Pakistan is a signatory of the following international instruments:

• ILO Discrimination (Employment and Occupation) Convention, 1958 (No.
111) (ratified on 24/1/1961)
• ILO Equal Remuneration Convention, 1951 (No. 100) (ratified on
11/10/2001)
• UN Convention on the Elimination of All Forms of Discrimination Against
Women, 1979 (ratified on 12/3/1996)
• ILO Vocational Rehabilitation and Employment (Disabled Persons)
Convention, 1983 (No. 159) (ratified on 25/10/1994)
 • ILO Underground Work (Women) Convention, 1935 (No. 45) (ratified on
25/3/1938)-(**)

References:
 *: Business Today By David j. Ranchman , Micheal H. Mescon. Courtland L.B & John
V. Thill.
 **: Jawad S. Naqvi, a human resource practitioner and is serving in a textile factory in
Lahore, Pakistan as Manager Human Resource Development.