human resource managenent

1. APPROACHES TO EDUCATIONAL PLANNING
Presented to :
Dr.Ashique Hussain Dogar
Presented by:
Muhammad Shoaib

2. Human Resource Management
HRM Meaning and Definition
It is concerned with management of people from
Recruitment to Retirement
To select right person, at the right place for the
right job.

3. Definition cont…
Human Resource Management is also a
function of management, concerned with
hiring, motivating and maintaining
people in an organization.
It focuses on people in the organization.

4. Definition cont….
Human Resource Management is the planning,
organizing, directing and controlling of the
procurement, development, compensation,
integration, maintenance and separation of
human resources to the end that individual,
organizational, and social objectives are
accomplished.

5. Scope of HRM
HRM
Nature
Introduction
ProcurementProspects
Industrial
Relations
Remuneration
MotivationMaintenance

6. History of HRM
 The First World War accelerated change in the development of
personnel management, with women being recruited in large
numbers to fill the gaps left by men going to fight
 During the 1920s, jobs with the titles of ‘labour manager’ or
‘employment manager’ came into being in the engineering
industry and other industries where there were large factories,
to handle absence, recruitment, dismissal and queries over
bonuses and so on.
 During the 1930s, with the economy beginning to pick up, big
corporations in these newer sectors saw value in improving
employee benefits as a way of recruiting, retaining and
motivating employees
 The Second World War brought about welfare and personnel
work on a full-time basis at all establishments producing war
materials
 1945, employment management and welfare work had become
integrated under the broad term ‘personnel management’.

7. History of HRM cont….
In the 1960s and 70s employment started to develop
significantly. At the same time personnel techniques
developed using theories from the social sciences about
motivation and organisational behaviour; selection testing
became more widely used, and management training
expanded.
Around the mid-80s, the term ‘human resource management’
arrived from the USA. The term ‘human resources’ is an
interesting one: it seemed to suggest that employees were
an asset or resource-like machines
Today’s HR profession encompasses a number of specialist
disciplines, including diversity, reward (including
compensation, benefits, pensions), resourcing, employee
relations, organization development and design, and learning
and development

8. Importance of HRM
 Human Resource Management is important to all
managers despite their various functions because
of the following reasons-
 Hire the right person for the job
 Low attrition rate
 Ensure people do their best
 Time saved in not conducting useless interviews
 Avoid legal action for any discrimination
 Safety laws are not ignored
 Equity towards employee in relation to salary etc.
 Effective training
 Avoid unfair labour practices

9. Managerial functions of HRM
Planning- plan & research about wage trends,labour mkt
etc
Organizing- manpower and resources
Staffing- recruitment & selection
Directing- issuance of orders and instructions to follow
plan of action
Controlling – to regulate the activities
Operational Functions of HRM
Procurement- planning , Recruitment & Selection ,
Induction & Placement
Development – T & D, Career Planning & Counseling
Compensation- Wage & Salary administration
Integration
Maintenance – improving work conditions, retentions
Separation - caused by resignations, retirement, death,
medical reasons etc

10. Functions of HRM
Managerial
Planning Organizing Staffing Directing Controlling

11. Human Resource Planning
Human Resource Planning is the
process of forecasting a firm’s future
demand for, and supply of, the right
type of people in the right number.

12. Definition
 Human Resource planning includes
the estimation of how many
qualified people are necessary to
carry out the assigned activities,
how many people will be available,
and what, if anything, must be done
to ensure that personnel supply
equals personnel demand at the
appropriate point in the future.

13. Factors affecting HRP
 Type and strategy of organization
 Organizational growth cycle and planning
 Environmental uncertainties
 Time horizons
 Type and quality of forecasting
information
 Nature of jobs being filled
 Outsourcing

14. HR Supply Forecast
 Supply forecast determines whether
the HR department will be able to
procure the required number of
personnel. Specifically, supply
forecast measures the number of
people likely to be available from
within and outside an organisation.

15. HR Supply Forecast
The supply analysis covers:
 Existing human resources
 Internal source of supply
 External source of supply

16. Recruitment
Recruitment is a process by which an organization
ensures that
 the right number of people
 And right kind of people
 at the right place
 at the right time
Doing the right things for which they are suited
for the achievement of goals of the organization.

17. Initiating the Recruitment Process
 Prior to initiating a recruitment procedure, the
following matters should be considered:
 Clarification of the scope and skill sets required to
successfully perform the duties of the position
 Review of the Job Fact Sheet or Position Description
to ensure that the skills and abilities required
coincide with the current expectations of the
position. If they do not, then a position evaluation
should be undertaken.
 Review of the compensation available to the
position (i.e. salary and benefit plans, etc.)
 Analysis of the impact that the hiring will have on
the budget

18. Factors Governing recruitment
External factors
Supply and demand
Unemployment rate
Labour Market
Political
Social
Sons of soil
Image
Internal factors
Recruitment policy
HRP
Size of the firm
Cost
Growth
Expansion
Recruitment

19. SOURCES OF RECRUITMENTSOURCES OF RECRUITMENT
Current EmployeeCurrent Employee
References from presentReferences from present
employeeemployee
Databank of formerDatabank of former
applicantsapplicants
Retired EmployeeRetired Employee
Former employeeFormer employee
• AdvertisingAdvertising
• Employment agenciesEmployment agencies
• Temporary helpTemporary help
• Executive recruitersExecutive recruiters
• Referrals and walk-insReferrals and walk-ins
• College recruitingCollege recruiting
• Company’s web siteCompany’s web site
• Free and fee-payingFree and fee-paying
Website servicesWebsite services
INTERNALINTERNAL EXTERNALEXTERNAL

20. Internal Recruitment
Advantages Disadvantages
1. It is less costly 1. It perpetuates the old
concept of doing things
2. Candidates are already
oriented toward organisation
2. It abets raiding (make a
person provide something)
3. Organisation have better
knowledge about the
internal candidates
3. Candidate’s current work
may be affected
4. Enhancement of employee
morale and motivation
4. Politics play greater role
5. Good performance is
rewarded
5. Morale problem for those
not promoted

21. External Recruitment
Advantages Disadvantages
1. Benefits of new skill, new
talent and experiences to
organisation
1. Better morale and
motivation associated
with internal recruiting is
denied to the organisation
2. Compliance with
reservation policy becomes
easy
2. It is costly
3. Scope of resentment,
jealousies and heartburn
are avoided
3. Chances of creeping in
false positive or false
negative error

22. Selection
 Selection is the process of
differentiating between applicants in
order to identify those with a
greater likelihood of success in a
job.

23. Factors affecting selection
 External environment
 Supply and demand of specific skill
 Unemployment rate
 Legal and political considerations
 Company’s Image

24. Educational planning
What is planning
Process of moving forward in time through imagining of
future events, or estimates based on certain assumptions or
past trends.
Why Educational Planning and Management?
In the fast changing and competitive world, education and
technology are the master keys for respectable survival and
progress of Pakistan. Pakistan is determined to respond
positively to emerging needs, opportunities and challenges
of globalization.

25. Educational Planning
 Planning is used to gain control of the future through
currents acts.
 Educational planning is a process of preparing of set of
decisions about an educational enterprise in such a way
that goal and purposes of education will be sufficiently
realized in future with available resources.
 Educational planning is related to educational policy and
policy gives the guidelines to Planning. Current
educational planning is based on educational policy of
Pakistan. Educational policy provides directions to
planners.
 Policies are set of educational decisions, statements of
aims purposes, principles or intentions which serve as
continued guidelines for the management in accomplishing
objectives.

26. EDUCATION SECTOR PLAN PREPARATION
TYPES and FUNTIONS
Strategic Planning: Preparation of long
term(perspective Plan)
Tactical Planning: mid term(five year plan),Rolling
plan(three year)
Operational Planning: short term
Provision of inputs for preparation of federal PSDP
relating to ministries of Education
Appraisal of development projects relating to
education sector
Provide assistance to Education Ministry

27. EDUCATION SECTOR PLAN PREPARATION
To deal with schemes of literacy primary,
secondary, college ,technical, library,
education and scholarships in country and
scholarships (in country and abroad)

28. Planning for Planning(Education)
The educational plans are conceived, prepared,
carried out and evaluated in different phases
 Pre-planning
 Planning
 Plan formulation
 Plan elaboration
 Plan implementation
 Plan evaluation

29. THANKS
THANKS