The Fundamentals Of Human Resource Management

The Course The Fundamentals Of Human Resource Management

The Course Duration- 3 Hours

The Course Description

A- The HRM Definition

B- The HRM Functions 

C- The HRM Goals :

Staffing The Organization :

Training And Development :



The External Environment Of HRM :

Government Legislations

D- Describe brief the HRM Functions :

E- Staffing function

F- Define the steps involved in the human resource planning process

G- Job analysis

H- Recruiting And The Foundation Of Selection

I - The Selection Process

J- Training and Development

K- The Motivation For The Employee:


M- Establishing Rewards and Pay Plans

N- Define the goal of compensation administration

O- Discuss job evaluation and its three basic approaches

P- Explain the evolution of the final wage structure

Q- Describe competency-based compensation programs

R- Employee Benefits

S- Creating a Productive, Safe and Fair Workplace

T- Management Commitment and Employee Involvement

U- International Health Issues

V- Labor Relations  And Collective Bargaining

W- The Important Of HRM

The student will achieve the learn and knowledge on the HRM Function. The student will learn on the recruitment and selection and on the training and development and on the reward and compensation management and on  the industrial relation. The student will become a HRM department officer.

The Students Will Achieve The Learn And Knowledge On HRM Function.

The Fundamental Function Of HRM And The Important For The HRM.

A- The HRM Definition:

The process of hiring and developing employees so that they become more valuable to the organization.Human Resource Management includes conducting job analyses, planning personnel needs, recruiting the right people for the job, orienting and training, managing wages and salaries, providing benefits and incentives, evaluating performance, resolving disputes  and communicating with all employees at all levels.

B- The HRM Functions -

Staffing Function

Training and Development Function

Motivation Function

Maintenance Function

C- The HRM Goals :

Staffing The Organization :

  • Strategic Human Resource Planning
  • Recruiting
  • Selection

Training And Development :

1.Socializing And Orientation

2. Employee Training

3. Employee Development

4. Career Development Or Managing Career


1. Motivation theories and job design

2. Performance appraisals

3. Rewards and compensation

 4. Employee benefits


1. Safety and health


3. Employee relations

The External Environment Of HRM :

1. Government Legislations

2. Management Practices

3. Labor Relations

4. Globalization

D- Describe brief the HRM Functions :

E- Staffing function

Activities in HRM concerned with seeking and hiring qualified employees. The Employment Planning is start.

F- Define the steps involved in the human resource planning process- The steps in the employment planning process include formulating a mission statement, establishing corporate goals and objectives, assessing current human resources, estimating supplies and demand for labor, and matching demand with current supplies of labor.

G- Job analysis

Provides information about jobs currently being done and the knowledge, skills, and abilities that individuals need to perform the jobs adequately.

It defines the job’s duties, responsibilities, and accountability.

H- Recruiting And The Foundation Of Selection :

Identify the principal sources for recruiting employees- The principal sources for recruiting employees include internal search, advertisements, employee referrals/ recommendations, employment agencies, temporary leasing services, schools, colleges, universities, professional organizations, the Internet (or online recruiting), and casual or unsolicited applicants. Employee leasing, temporary employees, and independent contractors continue to be good sources of employees.

I - The Selection Process

The selection process typically consists of eight steps: (1) initial screening interview, (2) completion of the application form, (3) preemployment tests, (4) comprehensive interview, (5) conditional job offer, (6) background investigation, (7) medical or physical examination, and (8) permanent job offer.

Each step represents a decision point requiring affirmative feedback in order for the process to continue. Each step in the process seeks to expand the organization’s knowledge about the applicant’s background, abilities, and motivation, and it increases the information that decision makers use to make their predictions and final choice.

However, some steps may be omitted if they do not yield useful data, or if the cost of the step is unwarranted. Applicants should also be advised of any specific screening, such as credit checks, reference checking, and drug tests.

J- Training and Development: 

Socializing: socialization or on boarding

A process of adaptation that takes place as individuals attempt to learn the values and norms of work roles.

Socialization is a process of adaptation. Organization-entry socialization refers to the adaptation that takes place when an individual passes from outside the organization to the role of an inside member.

Define trainingTraining is a learning experience that seeks a relatively permanent

change in individuals that will improve their ability to perform on the job.

Describe how training needs evolve. An organization’s training needs will evolve from seeking answers to these questions: (a) What are the organization’s goals? (b) What tasks must be completed to achieve these goals? (c) What behaviors are necessary for each job incumbent to complete his or her assigned tasks? and (d) What deficiencies, if any, do incumbents have in the skills, knowledge, or attitudes required to perform the necessary behaviors ?. 

Discuss the term organizational development and the role of the change agent-

Organization development is the process of effecting change in the organization.

This change is facilitated through the efforts of a change agent.

 Explain the term learning organization - A learning organization continuously adapts and changes because all members take an active role in identifying and resolving work-related issues. In a learning organization, employees practice knowledge management by continually acquiring and sharing new knowledge, which they willingly apply.

 Describe the methods and criteria involved in evaluating training programs-

Training programs can be evaluated by post-training performance, pre–post-training performance, or pre–post-training performance with control group methods.

The evaluation focuses on trainee reaction, what learning took place, and how appropriate the training was to the job.

Explain issues critical to international training and development. International issues in training and development include cross-cultural training, language training, and economic-issues training.

Explain who is responsible for managing careers. The responsibility for managing a career belongs to the individual. The organization’s role is to provide assistance and information to the employee, but it is not responsible for growing an employee’s career.

Identify several suggestions that can help you manage your career more effectively- 

Some suggestions for managing your career include (1) know yourself,

(2) manage your reputation, (3) build and maintain network contacts, (4) keep current, (5) balance your specialist and generalist competencies, (6) document your achievements, and (7) keep your options open.

K- The Motivation For The Employee:


The Appraisal Process: The appraisal process evaluates employee performance by measuring progress toward goals.


Establish performance standards with employees.

Communicate expectations.

Measure actual performance.

Compare actual performance with standards.

 Discuss the appraisal with the employee.

If necessary, initiate corrective action.

M- Establishing Rewards and Pay Plans

Explain the various classifications of rewards- Rewards can be classified as (1) intrinsic or extrinsic, (2) financial or nonfinancial, or (3) performance-based or membership-based.

Discuss why some rewards are considered membership-based- Some rewards are membership-based because one receives them for belonging to the organization.

Employee benefits are an example of membership-based rewards, in that every employee receives them irrespective of performance levels.

N- Define the goal of compensation administration- Compensation administration seeks to design a cost-effective pay structure that will not only attract, motivate and retain competent employees but also seem fair to them.

O- Discuss job evaluation and its three basic approaches - Job evaluation systematically determines the value of each job in relation to all jobs within the organization.

The three basic approaches to job evaluation are (1) the ordering method, (2) the classification method, and (3) the point method.

P- Explain the evolution of the final wage structure-  The final wage structure evolves from job evaluation input, compensation survey data, and the creation of wage grades.

 Q- Describe competency-based compensation programs- Competency-based compensation views employees as a competitive advantage in the organization. Compensation systems are established in terms of employee knowledge, skills, and demonstrated behaviors. Possession of these three factors is evaluated and compensated according to a broad-banded salary range established by the organization.

 R- Employee Benefits: 

Hiring any employee requires the organization to pay Social Security premiums, unemployment compensation, and workers’ compensation. Additionally, any organization with fifty or more employees must provide family and medical leave. Companies either pay premiums associated with many of these legally required benefits or share costs with employees (as in the case of Social Security) to provide each employee with some basic level of financial protection at retirement or termination or as a result of injury. These benefits provide a broad range of personal  financial security when an employee is unable to work, either temporarily or permanently.

It’s important to understand each of these four important programs.

Voluntary Benefits

Some of the most common and critical ones are health insurance, retirement plans, time off from work, and disability and life insurance benefits.

Retirement Benefits

Employee Retirement Income

Security Act (ERISA)

Law passed in 1974 designed to protect employee retirement benefits.

Defined Benefit Plans

This plan specifies the dollar amount benefit workers will receive at retirement. The amount typically revolves around some fixed monthly income for life or a variation of a lump-sum cash distribution. The amount and type of the benefit are set, and the company and possibly the employee contribute the set amount each year into a trust fund.

The amount contributed each year is calculated on an actuarial basis—considering variables such as length of service, how long plan participants are expected to live, their lifetime earnings, and how much return the trust portfolio will receive (for example, 5 percent or 10 percent annually). The pension payout formulas used to determine retirement benefits vary widely.

Defined benefit plans have become scarce in private industry, but remain common for state and local governments or industries such as auto manufacturing that are highly unionized.

Defined Contribution Plans

Defined contribution plans differ from defined benefit plans in at least one important area: no specific dollar benefits are fixed. That is, under a defined contribution plan, each employee has an individual account, to which both the employee and the employer may make contributions. The plan establishes rules for contributions.

Paid Time Off

Various benefits provide pay for time off from work. The most popular of these are vacation and holiday leave and disability insurance, which includes sick leave and short and long-term disability programs.

Disability Insurance Programs

Employees today recognize that salary continuation for injuries and major illnesses is almost more important than life insurance. Most employees face a greater probability of a disabling injury that requires an absence from work of more than ninety days than that they will die before retirement. Programs to address this area of need can be broken down into two broad categories: short-term and long-term disability programs.

Almost all employers offer some type of short-term disability plan. Categories

under this heading include the company sick-leave policy, short-term disability programs,  state disability laws, and workers’ compensation. Each helps replace income in the event of an injury or a short-term illness.  For many, this short-term period is defined as six months or less.

Sick Leave One of the most popular types of short-term disability programs is a company’s sick-leave plan. Sick leave is allocated at a specific number of days a year. In some organizations, the number of sick days allowed employees may be expanded relative to years of service with the organization.

Survivor Benefits

Many companies offer life insurance as a benefit to provide protection to the families of employees. Life insurance programs are one of the more popular employee benefits.

S- Creating a Productive, Safe and Fair Workplace:

Organization officials have a legal and moral responsibility to ensure that the workplace is free from unnecessary hazards. Conditions surrounding the workplace must be safe for employees’ physical and mental health.

T- Management Commitment and Employee Involvement-  A first step toward safety is a strong management commitment to providing a safe and healthy workplace.

Convincing employers to commit the time, effort, and expense necessary to protect employees should be easy considering the cost saving benefits, including:

■ Healthier employees

■ Lower worker’s compensation costs

■ Reduced medical expenses

■ Better quality products

■ Increased productivity

■ Increased morale

■ Better labor/management relations

Once management has chosen to lead the way with a strong commitment to safety, it must be demonstrated with clear policies and action. Employee involvement must be developed by including them in identifying safety and health problems. Employee insight and perspective is a valuable resource and their cooperation is necessary. Their safety and goodwill is important to business success. How can a company get them involved? Employers can  Develop and post a company worker safety policy near the OSHA workplace poster.

■ Hold regular meetings on safety and health with employees.

■ Require all management to follow the same safety standards as employees, including wearing hard hats, safety glasses and footwear.

■ Create and post written safety responsibilities for line managers, supervisors  and employees.

■ Allow adequate time and resources to determine hazards and correct them.

■ Regularly review and evaluate safety initiatives with employees.

■ Provide safety incentives including awards, prizes, or cash for workers or work units with excellent safety records.

U- International Health Issues

Up-to-date vaccinations against infectious diseases such as cholera, typhoid  and smallpox. 

A general first-aid kit- This should include all over-the-counter medications such as aspirin and cold and cough remedies that the employee or family members would usually take at home but that might not be available at the overseas drugstore.

Emergency plans Employees should contact their health insurance provider for procedures and coverage if they become injured or ill while traveling.


A dynamic condition in which an individual confronts an opportunity, constraint, or demand related to a desire and perceives the outcome both uncertain and important.

Reducing Burnout Recognizing that stress is a fact of life and must be properly channeled, effective organizations establish procedures for reducing these stress levels before workers burn out. Although no clear-cut remedies are available, four techniques are proposed:

1. Identification  Analyze the incidence, prevalence, and characteristics of burnout in individuals, work groups, sub- units, or organizations.

2. Prevention Attempt to prevent the burnout process before it begins.

3. Mediation Develop procedures for slowing, halting, or reversing the burnout process.

4. Remediation Aid or redirect individuals who are already burned out or are rapidly approaching the end stages of this process.

Explain how an organization can create a healthy work site- Creating a healthy work site involves removing any harmful substance, such as asbestos, germs, mold, fungi, cigarette smoke, and so forth, thus limiting employee exposure.

 Describe the purposes of employee assistance and wellness programs- Employee assistance and wellness programs offer employees a variety of services to support mental and physical health, which in turn helps contain organization health-care costs.

V- Labor Relations And Collective Bargaining:

Labor Relation is the good relationship between employer and employee of the organization.  This is the also called Industrial Relation.

Industrial Relation Function:

Employer and Employee Relationship

Labor and Management Relationship

Industrial Peace and Productivity

Industrial Democracy

Liaison Function

Collective Bargaining: 

Collective bargaining typically refers to the negotiation, administration, and interpretation of a written agreement between two parties that covers a specific period of time. This agreement, or contract, lays out in specific terms the conditions of employment—that is, what is expected of employees and any limits to management’s authority.

Grievance procedures are typically designed to resolve grievances as quickly as possible and at the lowest level possible in the organization.

Describe the components of collective bargaining - Collective bargaining typically refers to the negotiation, administration, and interpretation of a written agreement between two parties that covers a specific period of time.

Identify the steps in the collective-bargaining process-  The collective-bargaining process is comprised of the following steps: preparation for negotiations, negotiations, and contract administration.

 Explain the various types of union security arrangements. The various union security arrangements are the closed shop (made illegal by the Taft-Hartley Act); the union shop, which requires compulsory union membership; the agency shop which requires compulsory union dues; and the open shop, which enforces workers’ freedom of choice to select union membership or not.

Describe the role of a grievance procedure in collective bargaining. The grievance procedure provides a formal mechanism in labor contracts for resolving issues over the interpretation and application of a contract.

W- The Important Of HRM

Why are HR policies, programme and plans so important? The effective management of an organisation’s employees (i.e. its human resources) is arguably the single most difficult, most complex, most ambiguous, yet most important task that managers face. It is an area of management policy-making that is not characterised by rigorous globally accepted professional standards. This is true for at least four reasons:1- HR policies refer to human behaviour, which is complex, often conflict ridden, and culturally dependent. 2- There are many different HR policy instruments and practices. 3-The success or otherwise of different HR policies, programme and plans is difficult to evaluate. 4- Many managers believe that people management is just common sense.

The HRM Function is Motivation. Is this true?. Select the answer. A- True. B- False.

  • A- True
  • B- False

Which is the HRM Function?. A- Staffing B- Government Legislation

  • Staffing
  • B- Government Legislation

Which are the selection Process?. A-initial screening interview B-completion of the application form C-comprehensive interview D- All mentioned

  • A-initial screening interview
  • B-completion of the application form
  • C-comprehensive interview
  • D- All Mentioned

HR policies, programmes and plans is difficult to evaluate. Is This True?. Select the answer. A- Yes. B- Not.

  • A- Yes
  • B- Not

Many managers believe that people management is just common sense. Is This True or False?. A- True. B- False.

  • A- True
  • B- False