HUMAN RESOURCE MANGEMENT PROCESS

Management Functions
Planning Organizing
Human Resource Management

Leading Controlling What is HUMAN RESOURCE

The management function that deals with recruitment, placement, training, development of organization members. HRM is a process for staffing the organization and sustaining high employee performance. HRM can be defined as all the practices, systems and procedures implemented to attract, acquire, develop and manage human resources to achieve the goals of an organization. Simply it is managing the employment relationship

MANAGEMENT?

Importance of Human Resource Management

Staff is the most important resource of an organization. Human resource is the key ingredient to success. Human resource creates organizational

Accomplishments and Innovations.

Components of a HRM System

Human Resource Planning

Recruitmet / Decruitmen t

Career Development

Compensati on & Benefits

HRM

Performance Management

Selection

Orientation

Training/ Development

MOBILINK GSM IN CONTEXT WITH HRM

group will be explaining the Human resource management of the Our company Mobilink GSM company originated in 1994 which provides the best cellular services within Pakistan. Mobilink has a very well defined and structured department and its various policies of keeping each employee productive part of the organization are intoned with the corporate worlds requirement. Employees in the company are largely committed to their organization and have shown progress in the company. Employees are satisfied with the HR department of Mobilink GSM Company.

PLANNING

Planning

Human resource planning is designed to ensure the future personnel needs will be constantly and appropriately met. The process by which managers ensure that they have the right number and kinds of people in the right places, and at the right times, who are capable of effectively and efficiently performing assigned tasks.

Planning:
It is accomplished through analysis of Internal factors : Current and expected skill needs, vacancies and departmental expansions and reductions. Environmental factors: Labor markets, use of computers to build and maintain information about employees

Human Resource Planning (continued)

:

Human resource planning must be integrated within the organizations strategic plans Senior management must emphasize the importance of human resource planning Human resource planning must be based on the most accurate information available. A clear plan must be developed with associated time-spans and scope of activity.

Planning

Current Assessment: Job analysis Defines jobs and the behaviors to perform them . Job description A written statement of what a job holder does, how its done and why it is done. Job specification A statement of the minimum qualifications that a person must possess to perform a given job successfully. Meeting Future Human Resource Needs.

Planning Procedures Of Mobilink GSM :

At Mobilink, our belief is that "Our people are our greatest asset. We take great pride in acknowledging the contribution each one of us makes. We focus on People Development and for that we ensure: Staff Mobilink with world class Professionals and ensure that the right systems are in place to encourage them to develop to their full potential. Create a collaborative and mutually supportive work environment that encourages people to grow. Build a team of professionals who deliver expertise by participating in business decisions. Develop Performance Management and reward systems underlying our Business strategy. We aim at making Mobilink a great place to work

Recruitment &Decruitment

Recruitment

The development of a pool of job candidates in accordance with a

human resource plan

It is the process of locating, identifying, and attracting capable applicants.

Decruitment

Techniques for reducing the labor supply within an organization. e.g. firing ,layoffs, transfers, retirements.

Recruitment:
Job description:
A written description of a non-management job, covering title, duties and responsibilities and including its location on the organization chart.

Position description: Hiring specification:

A written description of a management position.

It defines the education, experience and skills an individual must have in order to perform effectively in the position he/she is applying

Sources Of recruiting Potential Job Candidates

Labor market: The type or level of the position: The size of the organization:
Easy to recruit in large labor markets.

The more specialized the position the more recruitment efforts . The larger the organization the easier it is to recruit.

Process of Recruitment:
Steps in the Recruitment process:

Internal Search Advertisement of a job vacancy. Web based advertising. Preliminary contact with potential job candidates. Initial screening to create a pool of qualified applicants.

Methods of Recruitment process:

External Recruitment Internal Recruitment

Recruitment Policies of Mobilink GSM

Source : Current Mobilink Employees Internal and external Advertisements Data Bank Employment Agencies and consultants

Mobilink GSM Guidelines

External Recruitment:
No candidate under age of eighteen can apply for the job Candidates cant apply for the job if their blood relations work in PMCLMobilink. Heads are responsible for hiring procedures

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Human resources jointly with the department heads decide the salary range Minimum qualification must be a bachelor degree. Candidate are required to successfully complete any job related selection test given to them.

Mobilink GSM Guidelines

Internal Recruitment:
Internal candidates has to be a confirm employees of Mobilink of who have completed a one year of service in their existing designation. Selected candidates are required to join the new job/position after getting clearance from supervisor and will be on probation for a period of three months.

General Conditions for Recruitment in MOBILINK GSM:

Recruitment is done through human resources Department. An Applicants knowledge, skill and aptitude should relate to the position, Education, Experience, Intelligence test, Interviews, References, Medical test. Initially applicants may submit a hand written/typed application along with a legal bio-data and 2 passport sized photograph to HR department They are required to fill the standard application from the Company Application.

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Selection

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Selection:
The process of assessing candidates and appointing a post holder to ensure that the most appropriate candidates are hired. The scheme used for optimally staffing the organization

Selection

Validity and Reliability

Validity

Reliability

The proven relationship that The ability of a exists between a selection device to selection device and measure Selection Criteria the same some relevant job thing consistently 1.Completed Job Applications: criterion
This step indicates the employee desire position and this application provides information useful for interviews.

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2. Interviews:
It is most common method in which selection committee evaluates a candidates abilities by following methods:

Selection Criteria
Types Of Interviews:
Testing: To measure the job and learning skills of the candidate. Initial Screening: A type of interview in which questions are asked about experience of the candidate and his salary expectations

Panel and Serial interviews:

To evaluate a candidate for the job.

Steps In Selection:
In Depth Selection Interviews:
These interviews are conducted by the manager to whom the applicant will report. The objective of this step is to find out more about applicant as an individual.
3. Background Checks:

Selection committees confirm the truthfulness of application Resume or of the application form. The previous supervisor of the applicant is called to confirm this information and to get his career highlights.

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Steps In Selection
4.Physical Examination: It is conducted to ensure the physical fitness of applicant.

5.Job Offer: Welcome Position / title Authority, duties and responsibilities Starting date, normal work hours Starting salary Benefit package

Selection Criteria of Mobilink GSM:

Information regarding the qualifications and job description is provided by the company to identify suitable candidates. Candidates are supposed to complete the Pre-Employment forms and then the HRM department conducts the interviews and tests, which are discussed in previous slides. There is a restriction by the company that the Divisional/Department Head and HRM department must agree before the final selection of the candidate.

Selection Criteria of Mobilink GSM :

Following information's are required by Mobilink from the applicant: In case of Non-Payment employees Mobilink signs a contract of 1 year which can be extended to another year. After selection the candidate is required to complete a 3 month long probationary period. HRM department prepares and delivers the Employment Letters to the employee and obtain signature of him on a copy. Candidates rejected or kept on file are sent regret letters.

Selection Criteria of Mobilink GSM (continued) Hiring Committee:

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Mobilinks Hiring Committee constitutes following members for hiring on

all the levels: Respective Department Head Head of Human Resources President

Selection Criteria of Mobilink GSM Appointment Letters:

Mobilinks appointment letters for successful candidates spells out the terms and conditions of the employment and benefits applicable to the position. At the time of confirmation the concerned department is send the feedback for confirmation.

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Orientation
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Orientation:
Introduction of a new employee to his/her job and the organization. A program designed to help employees fit smoothly into an organization; also called socialization. Orientation or socialization is designed to provide new employees with the information needed to function comfortably and effectively in the organization.

Orientation (continued)
It conveys three types of information:
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1.General information about daily work routine. 2.Review of organizations history, purpose operations, and products or services and contribution of employees job to the organizations needs. 3.Presentation of organizations policies, work rules and employee benefit.

Types of Orientation:
Two types of orientation:
1.Work unit orientation: Familiarizes employee with goals of work unit, contribution to the units goals, and introduction to co-workers. 2.Organization orientation: Informs employee about the organizations objectives, history, philosophy procedures and rules, human resource policies and benefits. Tour of organizations work facilities.

Orientation of new employees in Mobilink GSM

Objective is to inform all new employees with the basic structure and rules of Mobilink. Human resource Department is responsible for orientation.

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Orientation CD regarding PMCL, Organizational charts. With the first week of the employment employee go through Department orientation.

Orientation of new employees in Mobilink GSM

Within 30 days of employment all new employees attend a

formal orientation program, which includes

1.Nature of business 2.History-philosophy and structure of company 3.Structure chain command within the company 4.Company benefit plans 5.Layout and facilities offered by the company.

Training

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Training Programs:
A process designed to maintain or improve current job performance.

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Most training is directed at upgrading and improving an employees

abilities or skills.
:

Developmental Programs
A process designed to develop skills necessary for future work activities.

Difference between Training and Developmental

Programs:
Training is for the current improvement in the job while developmental

program is for improving the skill which will be used in the future. Both managers and non-managers receive help from training and developmental program but mostly non-managers are concerned with training while the managers are concerned with developmental programs.

Why Training and Developmental Program?

To improve three types of skills
1) Technical skills 2) Interpersonal skills 3) Problem solving skills

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 Technical Skills:
The skills of improving basic skills like the ability to read , write and doing math computations as well as job specific competences.

Interpersonal skills:
This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts.

Problem solving skills:

These skills include participating in activities to sharpen logic, reasoning and skills at defining problems, being creative in developing alternatives, analyzing alternatives and selecting solutions.

Training Methods:
1) Most training takes place on the job because this approach is simple and inexpensive. 2) Some skill training is too complex to learn on the job. In such cases it should take place outside the work setting.

Training In Mobilink GSM:

The purpose of training is to upgrade the capabilities and efficiency of all those employees and prepare them for more responsible positions in future. Provide employees with greater opportunity to grow and succeed with in the company. To strengthen management and professional teams at all organizational levels. The employees are trained technically and periodically either locally or abroad according pre-planned programs. Training in Mobilink GSM upgrades capabilities of employees provides guidance and individual counseling.

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Construct training programs and provides employees a variety of Job skills, Technical, Clerical and Supervisory and Managerial courses.

Training and Development in Mobilink GSM:

The human resource department conducts a meeting with department heads at the end of the training program. The purpose of this meting is to focus on the individual discipline and performance during the training program. Then on the basis of their performance they give them advance jobs. They fill every position vacancy with the best-qualified person obtained. They prefer their own employees and go outside only when fully qualified person is not obtainable.

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