Basics of Human Resoruce planning, training, performance appraisal. Useful for starting HR Professional and HR Students.

1. Dr. Muhammad Iqbal
MyOpenUniversity.com
<iqbalarfeen@gmail.com>

2.  What is HR?
 What is HR Process?
 Sources of Candidates
 Training and Dev
 Performance Appraisal
Order of Presentation

3. What is HR?
AN IMPORTANT RESOURCE OF
AN ORGANIZATION
‘6M’ of Resources
 Money – Wisely Spent
 Material – Economically Used
 Machinery – Carefully Handled
 Method – Effectively Applied
 Market – Progressively Explored
 Men/women (HR)

4. 7%
FINANCIAL
13% OPERATIONAL
80%80% HUMAN FACTORSHUMAN FACTORS
Corporate Failure – HR contribution

5. FAILURE OF ORGANICATION - SYMPTOMS
• ‘YES BOSS’ CULTURE
• DISJOINTED TEAM FUNCTIONING
• EXCESSIVE MEMO WRITING
• EVAPORATION OF INITIATIVE
• ISLAND MENTALITY
• LACK OF MOTIVATION
• NO SENSE OF BELONGING
• FREQUENT DEPARTURES & ARRIVALS
• PERSONAL (ROLE) CONFLICTS
• INEFFECTIVE LEADERSHIP
• LOSS OF REPUTATION

6. HR FACTORS RESULTS
BREAKDOWN OF
INTER-PERSONAL COMMUNICATIONS
NON-APPLICATION OF
ACTIVE LISTENING
POOR
SITUATIONAL AWARENESS

7. Who matters?
Yes, a man behind the gun!
“If you dig
very deeply
into any problem
you will get to “People*”
*J. Walson Wilson

8. MISSION OF HRMISSION OF HR
RIGHT PERSONRIGHT PERSON
FOR THE RIGHT JOBFOR THE RIGHT JOB
AT THE RIGHT TIME ANDAT THE RIGHT TIME AND
RIGHT PLACERIGHT PLACE

9. What is HR Process – hiring to firing
A. PRE – EMPLOYMENT ACTIVITIES
√ Staffing
 Within organization
 Outside the company
√ Recruitment
 Job posting
 Advertisement
 Receipt, processing of applications,
 Short-listing of candidates through:
 Screening tests
 Aptitude tests,
 Psychological tests
 Trade tests

10. What is HR Process
B. POST – EMPLOYMENT ACTIVITIES
√ Selecting – appointment & joining instructions
√ Orientation – integration
√ Training
 On the job
 Off the job
√ Placement – against job
√ Monitoring – performance - probation
√ Retention - compensation
√ Development – grooming for higher post
√ Separation – voluntary or involuntary

11. SOURCES OF CANDIDATES
A. Internal sources
 Recruiting internally – promotion or later transfer
 Job Posting – Circulation of job openings
 Succession Planning – plans for key positions
 Temporary Pools – seasonal staff pool – hajj
B. External Sources
 Advertisements – newspapers and magazines;
 University Graduate – known as ‘college recruiting’
 Recommendations – Agencies or employers
 Local Resources – Deputation
 Using Agencies –‘head-hunter’

13. HR PLAN – the right mix
Candidate Match Integration
☺ Attitude – + ve response to situation
☺ Skills – Conceptual, Human, Technical
☺ Knowledge – academic and professional
Job Applicants or CandidatesJob Applicants or Candidates

14. Training and Development

15. Training and Development
 On – the – job
 Real-time work-place
activities
 Off – the – job
 Inland – CATI, PIM, NIM,
LUMS etc.
 Foreign – training courses,
seminars, workshops
Organizations spend billions of rupees on training. Why?
• Skills deteriorate and become obsolete
• Employees do not remain competent
• Learning is a life-long process

16. Performance Appraisal

17. Performance Appraisal System
To evaluate performance of employee for
 Merit pay increase
 Withholding or grant of any incentives
Deciding about approaches
Which curve – 90, 180 or 360 Degree

18. Using PA for Various Purposes
OBJECTIVES
 To determine pay rate
 To continue employment
 To lay off
 To increase or dec pay
 To decide perks
 To transfer and posting
To make prom or demo
USES OF PA
Uses
 Feedback Mechanism
 Professional Dev
 HR Planning
 Encourage Comm
 Progressive Discipline
Career Path determination

19. Training
Reduce
Errors
Error
Identification
Understand
Benefits
Dev Interview
Skills
Practice Evaluation
Techniques
Building
Feedback
Dev Documentation
Skills
Ratter Training Programme

20. Rater Problems
Standard of Evaluation
Halo Effect
Leniency
Central Tendency
Recency Effect
Contrast
Personal Bias

22. ThanksThanks
Dr. Muhammad IqbalDr. Muhammad Iqbal
<iqbalarfeen@gmail.com><iqbalarfeen@gmail.com>

24. Interests
Skills
Education
Communi-
cation
Abilityvalues
SELF – AWARENESS – Top Ten Gears
Volunteer
Awareness
Net-
working Personality