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Human Resource Management
BY : SIDRA MEHBOOB
RAHMA HASEEB

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Human Resource Development
HRD is the integrated
use of training and
development,
organizational
development and career
development to improve
individual, group, and
organizational
effectiveness.

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Functions of HRD
Training
and
development (T&D)
Career
development
Organizational
development

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Training and Development (T&D)
 Training – improving the knowledge, skills and
attitudes of employees for the short-term,
particular to a specific job or task – e.g.,
– Employee orientation
– Skills & technical training

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 Development – preparing for future
responsibilities, while increasing the capacity to
perform at a current job
– Coaching
– Counseling

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Organizational Development
 Organizational development is defined as the process
of improving the effectiveness of the organization
through planned interventions that apply behavioral
sciences concept. Organizational development tends to
bring micro and macro changes. Micro changes are
focused on individuals, groups and small teams. Macro
changes focuses on the overall organizational
effectiveness. Organizational Development facilitates
the necessary changes to be adopted by the
organization.

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Career Development
 Ongoing process by which individuals progress
through series of changes until they achieve
their personal level of maximum achievement.
– Career planning
– Career management

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Human Resource Information
Systems (HRIS)
 A system which seeks to merge the activities associated with
human resource management (HRM) and
information technology (IT) into one common database through
the use of enterprise resource planning (ERP) software. The goal
of HRIS is to merge the different parts of human resources,
including payroll, labor productivity, and benefit management .
Also called Human Resource Management Systems (HRMS)

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HUMAN RESOURCE
MANGEMENT
BY: RAHMA HASEEB

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OUTLINE
 Human Resource Research Info Systems
 Compensation and benefits
 HRM functions:
1) Selection
2) Performance Management
3) Human Resource Planning
4) Job Design
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HR Research & Information System
 Includes those processes and systems that
connects the functions of HRM and IT
 Collection and Monitoring
 Record Keeping
 Payroll Management
 Benefits Module
 Training Module
 Performance Management
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ADVANTAGES:
Lower costs
Is fast
Reliable and less human error
Minimized paper work
Efficient decision making
Single database
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Compensation/Benefits
 Wage benefits and non wage benefits
Major Benefits:
 Medical facilities
 Life insurance
 Disability insurance
 Tuitions
 Lifestyle care
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Human
Resource
Management

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Selection
 A clear JD is necessary
 Screening the employee profiles
 Appointing appropriate people for the right job
 Conduct interviews
 Collaborate with other managers in selecting
the candidates
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Performance Management
 Process of creating a work environment in
which people are enabled to perform to the
best of their abilities
 Provide effective education and training
 Provide on going coaching and feedback
 Track on exit interviews
 Career development opportunities.
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HR planning
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 Involves 3 main steps:
 Forecast the labor demands
 Check the current labor supply
 Balance the labor demands and supply

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Job Design
 Arrangement or rearrangement of the working
conditions in order to minimize dissatisfaction
due to repetitive work and mechanization
 Techniques are
 Job enlargement
 Job enrichment
 Job rotation
 Job simplification
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Results
 Productivity
 Quality
 Innovation
 HR fulfillment
 Readiness to change
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