Assignment of HRM (4).pptx by Iliyas Sufiyan Abdella

RIFT VALLEY UNIVERSITY
Assignment of Human Resource Management
On Public Procurement And Property Disposal Service
Office
Instructor: - Dr. Merga Hirko
By: - Iliyas Sufiyan Abdella
Id. No.:- 0259/14

1) Differentiate between personnel management
and human resource management giving examples
in your organizations?
 Human resource management has a wider scope and
considers employees as the asset to the organization.
It promotes mutuality in terms of goals, responsibility,
reward etc.
 That will help in enhancing the economic performance
and high level of human resource development.

Cont.
The difference between PM and HRM:-
 The main difference between Personnel Management and
Human Resource Management lies in their scope and
orientation.
 The scope of personnel management is limited and has
an inverted approach, wherein workers are viewed as
tool.
 Human Resource Management (HRM) was not prevalent,
then the staffing and payroll of the employees were taken
care of, by the Personnel Management (PM). It is
popularly known as Traditional Personnel Management.

Comparison Table between Personnel
Management and Human Resource Management
Parameters of
comparison
Personnel management Human resource management
Definition
Personnel management defines
the relationship between the
entities.
Human resource management
defines the achievement of an
organizational entity.
Approach Method
Personnel management is
approached by the traditional
method.
Human resource management is
approached by the modern
method.
Treatment of
employees.
Employees are treated like
machines.
Employees are treated as assets.
Function type
Personnel management has a
routine function
Human resource management
has a strategic function.
Payment
Payment is done based on job
evaluation
Payment is done based on
performance evaluation.

2) Assess how human resource management
functions help your chosen organization in
achieving its purpose?
Functions of HRM help HPPPDS Manger in achieving
their objectives by:-
Scheduling work and labor: - work is allocated as
per capabilities of labor and demands of production.
This function even assesses future demands and
needs of change to plan supply of labor or
enrichment of their talent to fulfill objective of
HPPPDS Manger.

Cont.
Recruitment and Selection: - when future
demands are predicted and internal capacities
are assessed then recruitment planning is made
to fill in shortage. Thus this function acquires
best talents as per potential roles to satisfy
purposes of HPPPDS Manger.

3) Evaluate the role and responsibilities of line
managers in your organization and how it
supports human resource management functions?
Line managers in Harari Public Procurement and
Property Disposal Service Office Manger are liable for
execution of work procedures at various levels. They
support HRM functions by disposing their purposes
through
Allocation of Task and Labor Management: -
line managers distribute task by assessing
employee’s talent to ensure accuracy and better
performance. This helps in better process fulfillment
and management of labor where line managers
encourage participation and coach them for
supporting higher outputs. This even builds better
relations between team and line managers.

Cont.
Improving Relationships: - line managers in HPPPDS
Manger encourage employees to increase their yield and
meet targets. They even support and guide them to build
positive relationships and friendly environment where
communications are open. This helps to meet goals as
well as keep them engaged helping in betterment of HRM
practices.
Designing Training and Appraisals: - line managers
in HPPPDS Manger assess employee’s performance and
help HRM functions like training and performance
management. Weak employees are provided training to
develop employability skills. whereas competent
resources are appraised with benefits. This helps to meet
growth of resources and organization which is another
function of HRM practice.

Cont.
 Salary and Appraisal: - compensation is designed according to skill
and job description therefore HPPPDS Manger obliges employee
contribution with standardized payment and benefits like bonus.
Additionally, depending on performances employees are rated for
appraisals like promotions, salary revisions etc. This keeps
employees satisfaction and growth needs fulfilled which is necessary
to achieve goals of business.

Cont.
 Skill Development: - to achieve future demands
HPPPDS Manger develops potentials of their employees
by imparting skill enrichment training. This adds to
competitive advantage of organization as well as
resources to meet futuristic purposes.
 Employee Relations: - friendly working environment,
flexible policies and welfare of employees is maintained
in HPPPDS Manger to keep employees satisfied and
encourage positivity. This reflects on employee’s
productivity and purposes of company.

4) Analyze how legal and regulatory framework impact on
human resource management in the organization?
Employment legislation deals with the body of laws that
helps to maintain smooth relationship between
employees and employers. Issues involving
discrimination, legal working ages and safe working
conditions are involved by the legislation. Some of the
laws are stated below

Cont.
Equal pay act 2020:
Equal pay act dictates that no discrimination
should be eliminated in an employment in
financial terms made to each gender.
• National minimum wage rate act 2020:
National minimum wage act of dictates that every
employee gets a minimum wage rate per hour.

Cont.
 Employment rights act 2020:
Employment rights act of 2020 states that anything
said during the recruitment and selection process
should be assumes to be contractual. For e.g. salary
mentioned during the selection could be compulsory to
be paid.
 Working time regulation act 2020:
Working time regulation 2020 encroach that a maximum
working week of 4 hours on average over a stated period.
Employees working more than 13 weeks were suppose to
get 4 weeks paid holiday.

5)Compare the current recruitment and selection
process in the organization with another
organization you recommending and identify the
strength and weakens of both organization?
After human resource planning, every organization has to
recruit and select the skillful persons for the organization that is
very important for expanding of the organization. Every
organization has to complete this crucial task with maintaining
a proper procedure with can make it more effective for the
organization .
If we see the recruitment and selection process of PPPDSO of
Harari Region we can say that their recruitment and selection
policies are far different from Oromia region. They follow a
standard procedure for this activity about our organization does
not have any standard procedure for completing this process

Cont.
PPPDSO of Oromia recruits their employees organization
through step by step as at first they advertise via different
Medias of advertisement. Then the potential employees
apply for the job. After finding lots of applications the
organization select better ones and call them to meet the
next stage. Then the potential employees have to pass
different stages like written exam and complicated and
practical viva etc. One the other hand our organization
does not follow any of that procedure. It just takes a
speaker of harari language first. And interview by
language a question and we do not see any type of
effective practical test which can help the organization to
select the better ones

Cont.
If we evaluate the effectiveness of the recruitment
and selection procedure of the two organization we
can say that our XYZ organizations system is not
perfect like the Oromia region has. That’s why our
organization current situation is not satisfactory
unlike the Oromia PPPDSO. Our organization
should follow these types of procedures which are
very effective for the organizations and followed by
the federal government.

6)Examine the organizational factors that affect the HRM function in your
organization, outlining the impacts of legal and regulatory framework of the
country.
There are two factor:
A) External Environnent
Social & Cultural
Technological
Economic
Political
Demographic
Unions

Cont.
B)Internal Environment
Organizational Structure
Organizational Culture
HR Systems
HR Policies
Professional Bodies

7)Explain how important is human resource planning and
Analyzing the reasons for human resource planning in
your organization and discuss the stages of the planning
process
Human Resource Planning Importance
One of the most important reasons why an HR plan should be
implemented and managed effectively is that as budget is an
integral part of any business organization, including the
expenditure, proper planning can ensure the cost of HR-related
provision.
The HR plan must be taken seriously and this should pave the
way for both the company and the employees to make
progress.
Recruit Talented Staff
Another purpose of the HR plan is to recruit and select the
most competent personnel to fulfill the job vacancies.

Cont.
Human Resource Planning Importance
The HR plan must be taken seriously and this
should pave the way for both the company and
the employees to make progress.
Recruit Talented Staff
Another purpose of the HR plan is to recruit and
select the most competent personnel to fulfill the
job vacancies.

Cont.
Need Future Manpower
 Human Resource Planning ensures that people are
available to continue the smooth running of an
organization.
 This means that the Human Resource Plan is
considered as a tool to ensure the future availability of
manpower to carry out organizational activities.
 It determines the future needs of the manpower in
terms of number and types.

Cont.
Dealing With Change
It helps to evaluate current human resources through HR
inventory and adopts it with changes in
technological,
political,
economic, and
economic power.
Reduce Uncertainty
This is associated with reducing the impact of uncertainty
that brings about unanticipated changes in the human
resources management processes and procedures.

8)Explain the advantage and dis advantage that
your organization get by using centralized and
decentralized Method of recruitment and selection?
What is Centralization?
Centralization is an organizational structure that gives the
ability of decision-making responsibilities to higher
management. Few selected members are given the authority to
create and determine strategies and goals. It also clarifies the
motives and mission of the organization, which must follow to
achieve its goals.
In centralization, the type of organizational structure allows
higher management to create the rules including procedures
that are used to communicate with lower-level employees.
Lower-level employees have to obey the rules made by the
higher management organization without doubting the rules
and regulations.

Cont.
What is Decentralization?
Decentralization is an organizational structure where the
delegates are assigned to manage the organization. They are
selected by the higher authorities. The selected candidates are
mostly their middle and lower subordinates.
The decentralization type of management helps to organize
daily duties. They also take part in minor decision-making. A lot
of responsibilities are given to the middle and lower levels
subordinates.
Because of the well-distributed job roles, the higher
management authorities get a chance to focus more on major
business decisions

Advantages
Easier to implement common policies and practices for the
business as a whole More bureaucratic – often extra
layers in the hierarchy
Prevents other parts of the business from becoming too
independent Local or junior managers are likely to much closer
to customer needs
Easier to co-ordinate and control from the center – e.g. with
budgets Lack of authority down the hierarchy may reduce
manager motivation
Economies of scale and overhead savings easier to achieve
Customer service does not benefit from flexibility and
speed in local decision-making
Greater use of specialization
Quicker decision-making (usually) – easier to show strong
leadership

Disadvantages
More bureaucratic – often extra layers in the
hierarchy
Local or junior managers are likely to much closer
to customer needs
Lack of authority down the hierarchy may reduce
manager motivation
Customer service does not benefit from flexibility
and speed in local decision-making

Disadvantages of centralizing recruitment
Like anything, centralizing our recruitment function presents a few
disadvantages as well.
In most cases, there is a lack of flexibility when it comes to hiring and
recruitment decisions—especially if a change needs to happen fast due
to something like high turnover or a sudden increase in one team’s
responsibilities.
On top of that, a centralized recruitment team often has a limited
understanding of the unique needs of each specific business unit or
local market.
Unfortunately, this can result in the recruitment team making ill-fitting
hires due to a poor understanding of department staffing needs,
mismanaging candidate expectations for open roles, or both.

9)What kind of reward and compensation is
given in your organization and why?
It aims to develop skills and personality of employees by which
they can earn better and attractive compensation;
It aims to pay fair and justify remuneration on the basis of their
efforts, skills and competencies.
To obtain able and efficient employees and retain high
performing employees;
It aims to improve the quality of services as rendered by
employees;
To communicate the employees for their worthwhile and
needful role in organization;
It aims to increase the level of efficiency and productivity of
employees on the basis of motivational grounds.

Cont.
It aims to develop and enhance cooperation and
collaboration among employees
It aims to motivate employees towards higher work
performance
It aims to make better employer employee relations
It aims to provide employees social recognition and
status
It aims to reinforce desirable and applicable employee
behavior

Cont.
Compensation may be used to:
 Recruit and retain qualified employees.
 Increase or maintain morale/satisfaction.
 Reward and encourage peak performance.
Achieve internal and external equity.
 Reduce turnover and encourage company loyalty.
Modify (through negotiations) practices of unions.

10)Is HRM and HRD work with collaboration in your
organization if yes explain by examples if not what are
the constraints and what you suggest?
Before we define HRD and HRM in detail, here is a
comparative chart depicting the differences between HRM and
HRD in tabulated format

HRM
 HRM is a management function.
 The functions of HRM are reactive and are usually applied to
gaining holistic organizational goals.
 The objective of HRM is related to improving the overall
performance of employees.
 Most HRM processes are routine and have to be carried out
as and when the need arises.
 HRM is an independent entity in itself. It comprises of
different sections inclusive of recruitment and retention, HRD,
compensation, performance, appraisal management, etc.
 HRM deals with and has concerns for people only. It handles
recruitment, rewards, etc.
 HRM functions are generally formal and are applied via
classroom/laboratory training, etc

HRD
 HRD is a sub-function of HRM.
 The functions of HRD are proactive and have to be applied
consistently to enhance the productivity of employees.
 HRD goals are usually connected with skill development,
knowledge enhancement, and increasing the competency of
employees
 HRD processes are ongoing and not occasional.
 HRD is a subsystem of HRM and draws many functions,
attributes, and processes from HRM
 HRD is concerned with the development of all aspects and
people within an organization and manages its skill
development processes
 HRD functions may be informal as in mentorships;
employees receive coaching from superiors, usually
managers.

Assignment of HRM (4).pptx by Iliyas Sufiyan Abdella

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