Human Resource Management (HRM)
Presented to Dr. Nabil
Presented by Manal Abdelhamid Saleh
Human Resource Management (HRM)
1. What is Human Resource Management (HRM)?
Human Resource Management (HRM) is the strategic approach to effectively managing
people in an organization so that they help the business gain a competitive advantage. It
involves recruitment, training, performance management, compensation, safety, wellness,
employee motivation, organizational development, and compliance with labor laws.
2. Which Megatrends Determine Future Challenges in HRM?
Megatrends shaping the future challenges in HRM include:
Digital Transformation: Automation, AI, and remote work reshape how
employees are managed and evaluated.
Demographic Changes: Aging populations and multigenerational workforces
require new engagement and retention strategies.
Globalization: Diverse and geographically spread teams need culturally sensitive
HR practices.
Sustainability and Corporate Social Responsibility (CSR): HR must align with
ethical, environmental, and sustainable business practices.
Changing Work Expectations: Demand for work-life balance, hybrid roles, and
purpose-driven employment.
Talent Shortage: Skills gaps and competition for top talent require proactive
talent development and retention.
3. What Are Key Fields of Action in HRM?
Key fields of action in HRM include:
Talent Acquisition & Recruitment
Learning & Development
Performance & Career Management
Compensation & Benefits
Employee Engagement & Well-being
Workforce Planning
HR Analytics & Technology
Diversity, Equity, and Inclusion (DEI)
Labor Relations and Compliance
Succession Plane
Q1: Briefly Discuss the Steps Needed for Developing a Succession Plan?
1. Identify Key Positions: Focus on roles critical to the organization’s long-term
success.
2. Define Key Competencies: Outline the skills, knowledge, and behavior needed
for each position.
3. Assess Potential Candidates: Use performance appraisals, feedback, and career
interests to identify internal talent.
4. Create Development Plans: Offer training, mentoring, and stretch assignments
to prepare future leaders.
5. Implement Talent Reviews: Regularly review progress and adjust development
strategies.
6. Monitor and Evaluate: Track readiness and adapt the succession strategy as
organizational needs change.
7.
Performance appraisal
Q1: Who should do the appraising? What are the advantages of each one?
Appraisers can be:
1. Supervisor/Manager
Advantages: Knows the employee’s work best, can offer direct feedback and guidance.
2. Self-Appraisal
Advantages: Encourages self-reflection and ownership of development.
3. Peer Appraisal
Advantages: Offers insights on teamwork, communication, and collaboration.
4. Subordinate Appraisal (Upward Feedback)
Advantages: Useful for evaluating leadership and managerial effectiveness.
5. 360-Degree Feedback
Advantages: Comprehensive, combines feedback from all directions for balanced
appraisal.
Q2: Using GRS, design methods of appraisal from your point of view for 5
employees. Discuss.
GRS (Graphic Rating Scale) is a method that rates employees on a scale (e.g., 1–5) across
performance criteria.
Example:
Employee Quality of Work Punctuality Teamwork Communication Initiative
A 5 4 4 3 4
B 3 5 4 5 5
C 4 4 3 4 3
D 2 3 2 3 2
E 5 5 5 5 5
Discussion: Employee E stands out as the top performer. Employee D may need
development or mentoring.
Q3: Describe AIM with numerical example.
AIM (Assessment Information Method) involves evaluating based on defined standards and
assigning scores.
Example:
- Task completion: 40%
- Quality: 30%
- Initiative: 30%
If an employee scores:
- Task completion: 8/10
- Quality: 7/10
- Initiative: 9/10
Weighted score:
= (8×0.4) + (7×0.3) + (9×0.3) = 3.2 + 2.1 + 2.7 = 8.0/10
Q4: Describe PCM with example.
PCM (Paired Comparison Method) compares each employee with every other one on a
single trait.
Example (Trait: Leadership):
Compared Pair Preferred
A vs. B A
A vs. C C
B vs. C C
Scores:
- A: 1
- B: 0
- C: 2
C is ranked highest in leadership.
Q5: Describe BARS with example.
BARS (Behaviorally Anchored Rating Scale) combines qualitative and quantitative data,
using behavioral statements as rating criteria.
Example (Trait: Customer Service):
- 5 – Always follows up with customers and resolves issues proactively.
- 4 – Often follows up and solves most issues effectively.
- 3 – Adequate support with occasional follow-ups.
- 2 – Rarely follows up.
- 1 – Ignores customer issues.
If an employee shows behavior matching level 4, they score 4.
Q6: From your point of view, select the best method of appraisal used in your
organization. Explain the reasons.
In my organization, 360-Degree Feedback is most effective. It provides a general view of an
employee’s performance, fosters open communication, and supports development by
combining feedback from managers, peers, and subordinates. It also reduces bias since it’s
not based on one opinion.
