Part 1

Human Resources.

What Is Human
Resources?

Human Resources.
Human resources or (HR) formerly
called personnel management but
now commonly referred to as
human resource management (HRM)
is the governance of an
organizations employees.

Human Resources.
A companys human resource
department is responsible for
creating, implementing, and/or
overseeing policies and procedures
governing employees behavior and
the behavior of the company toward
its employees.

Human Resources.
Human resources are the people
who work for the organizationhuman resource management is
really employee management with
an emphasis on those employees as
assets of the business.

Human Resources.
In this context, employees are
sometimes referred to as human
capital. As with other business
assets, the goal is to make effective
use of employees, reducing risk and
maximizing return on investment
(ROI).

Human Resources.
Areas of human resource
management oversight include:
Employee recruitment & Selection.
Development & Training.
Discipline & Grievance.
Employee Relations.
Equality & Diversity.
Planning & Measurement.

Human Resources.
Managing

Performance.
Compensation & Benefits.
Health & Safety.
Labor law.
Policies & Procedures.
Contracts & Negotiating.
Mediation.
Plus many more.
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Human Resources.

Human Resources.

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Human Resources.

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Human Resources.
The human resource department is
a critical department of any business
as it is involved in everything related
to the employer-employee
relationship and is about supporting
and managing the organizations
people and associated processes.

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Human Resources.
It is seen as a core business
function essential to the
organizations effective operation. In
todays ever-changing workplace, it
is sometimes hard to determine how
the characters in human resources
play a role in our workplace drama.
As times move on we are introduced
to the cast of human resources, or as
so called the people that staff and

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Human Resources.
Human resource professionals set
the stage for resolving many issues
that arise within the workplace and
in assisting with legal and ethical
dialog that often occur between
employees and
managers/supervisors.

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Human Resources.
In the past, HR professionals have
been invisible; thought to wear only
the enforcer, or policy-pusher
costume, while working behind the
scenes to ensure that personnel
records were in order, and benefits
were administered properly. This
often led to a negative experience
for employees.
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Human Resources.
The HR professional can be an
endless resource of information
within an organization. The
interpretation of policies and
clarification of laws are left up to the
HR professional, who is the key
component to moving the most
accurate and applicable information
from employer to employee in the
fastest , clearest, and most concise

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Human Resources.
HR departments should be
defined not by what it does, but
what it delivers.
David Ulrich, HRM
professor.

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Human Resources.
HR departments play a pivotal role
in setting the cultural tone of a
company. The policies they issue and
the way the conduct business
diffuses through the organization.
Employees may take their cue on
how to do their jobs from HR from
the moment the company decides to
hire them.
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Human Resources.
HR

departments must model how

they want other departments and
individual employees to act to create
as positive a workplace culture as
possible.
Two of HR functions are to attract
and retain high-quality
professionals, and the culture they
promote in the company affects
these functions.

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Human Resources.
An efficiently run human resources
department can provide your
organization with structure and
ability to meet business needs
through managing your companys
most valuable resources- its
employees.

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Human Resources.
There

are several HR disciplines, or

areas, but HR practitioners in each
discipline may perform more than
one of the six essential functions.

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Human Resources.
In

small businesses without a

dedicated HR department , its
possible to achieve the same level of
efficiency and workforce
management through outsourcing
HR functions.

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Human Resources.

1.
2.
3.
4.
5.
6.

There are 6 primary functions of

human resource management and
they are:
Recruitment.
Safety.
Employee Relations.
Compensation & Benefits.
Compliance.
Training & Development.
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Human Resources.
Recruitment.
The success of recruiters and
employment specialists generally is
measured by the numbers of
positions they fill and the time it
takes to fill those positions.
Recruiters who work in-houseas
opposed to companies that provide
recruiting and staffing services play
a key role in developing the

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Human Resources.
They advertise job postings, source
candidates, screen applicants,
conduct preliminary interviews and
co-ordinate hiring efforts with
managers responsible for making the
final selection of candidates.

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Human Resources.
Safety
Workplace safety is an extremely
important factor. Under the
occupational safety and health act
The UAE Federal Labor Law specifies
certain provisions for employee
safety and health care, stipulated
under Article 91 to Article 101.
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Human Resources.
One of the main functions of HR is
to support workplace safety and
training and maintain federally
mandated logs for workplace injury
and fatality reporting. In addition, HR
safety and risk specialists often work
closely with HR benefits specialists
to manage the companys workers
compensation issues.
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Human Resources.
Employees Relations
In a unionized work environment,
the employee and labor relations
functions of HR may be combined
and handled by one specialist or be
entirely separate functions managed
by 2 HR specialists with specific
expertise in each area.
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Human Resources.
Employee relations is the HR
discipline concerned with
strengthening the employeremployee relationship through
measuring job satisfaction,
employee engagement and resolving
workplace conflict.

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Human Resources.
Labor relations functions may
include developing management
response to union organizing
campaigns, negotiating, collective
bargaining, and contract issues.

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Human Resources.
Compensation & Benefits
Like employee and labor relations,
the compensation and benefits
functions of HR often can be handled
by one HR specialist with dual
expertise. On the compensation side,
the HR functions include setting
compensation structures and
evaluating competitive pay
practices.

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Human Resources.
A compensation & benefits
specialist also may negotiate group
health coverage rates, car and home
insurance, and coordinate activities
with the retirement savings fund
administrator.

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Human Resources.
Payroll can be a component of the
compensation and benefits section
of HR, however, in many cases,
employers outsource such
administrative functions as payroll to
a separate dedicated section.

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Human Resources.
Compliance
Compliance with labor and employment
laws is a critical HR function. Non
compliance can result in workplace
complaints based on unfair employment
practices, unsafe working conditions and
general dissatisfaction with working
conditions that can affect productivity and
ultimately profitability. HR staff must be
aware of local and state laws as well as
many other rules and regulations.
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Human Resources.
Training & Development
Employers must provide employees
with the tools necessary for their
success which, in many cases,
means giving new employees
extensive orientation training to help
them transition into a new
organizational culture.
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Human Resources.
Many HR departments also provide
leadership training and professional
development. Leadership training
may be required of newly hired and
promoted supervisors and managers
on topics such as performance
management and how to handle
employee relations matters at
department level.
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Human Resources.
Human Resource issues are
emerging as some of the most
prominent concerns for owners and
managers. Human Resource
Managers or practitioners need to be
more strategic, business focused,
customer focused, and generally in
tune with the overall operational
success of the organization.
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Human Resources.
What is happening in todays
business environment that
might be causing Human
Resource Managers to rethink
their way of doing business?

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Human Resources.
One of the primary items that is
causing this process of rethinking
management is that there is much
greater competition within most
industries today compared to 5 or 10
years ago, and the human resources
function is constantly changing to
move with the times.
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Human Resources.
One simple fact is that, in the 21stcentury organization, human
resourcesthe people within an
organizationare one of the primary
means of creating a competitive
advantage for the organization,
because management of human
resources affects performance.
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Human Resources.

Why is this?

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Human Resources.
An example would be because most
organizations of comparable size and
scope within the same industry
generally have access to the same
material and facilities-based
resources. This being the case, its
very difficult to create a competitive
advantage based on material,
facility, or other tangible or economic
resources.

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Human Resources.
If the organization can manage its
people (human resources) more
successfully than its competitors
can, if it can get employees involved
in the day-to-day success of the
organization, it has a much greater
chance of being successfulwith the
term, successful defined as being
more productive and more
profitable than the competition.

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Human Resources.
Managers, supervisors and the like
are responsible for getting the job
done through employees, so the
organizations human resources are
its most valuable resource.

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Human Resources.
Past View of HRM
Back in the mid-1970s (there werent
even any computers available to most
managers!), Human Resource Managers
(usually called them Personnel Managers
then) were sometimes selected for the job
because they had limited skills as an
Operational Managerthey might have had
less experience or been considered a
people person rather than a tough boss.
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Human Resources.
In other words, they werent
considered to be as capable of
managing what were considered to
be real operations, so they were put
in HR.

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Human Resources.

Why?

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Human Resources.
In general, Human Resource
Management was considered to be a
bit easier than other management
jobs. Human Resource Managers
were only expected to be paper
pushers who could keep all of the
Personnel files straight.

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Human Resources.
They maintained organizational
records on the people who worked
for the company but had very little
to do with the management of the
organizations business processes.
Since all they had to do was manage
paper, we frequently put those with
more limited skills in Personnel.
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Human Resources.
In this environment, most Human
Resource Departments provided
limited services to the organization
keeping track of job applicants,
maintaining employee paperwork,
and filing annual performance
evaluations. The line managers were
the ones responsible for directly
managing the people within the
organization .

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Human Resources.
In these types of organization, the
Human Resource Department was
considered to be a cost center for
the organization. Whats a cost
center?

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Human Resources.
In simple terms, a cost center is a
division or department within the
organization that brings in no
revenue or profitit only costs
money for the organization to run
this function. As you may gather, we
dont want many (or any) cost
centers in an organization if we can
help it. We need revenue centers
instead.

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Human Resources.
Revenue centers are a division or
department that generates
monetary returns for the
organization. Where cost centers eat
up available funds, revenue centers
provide funds for the organization to
operate in the future.

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