HUMAN RESOURCE
MANAGEMENT
Mirza Faran Baig

DEFINITION
According to Flippo
“Planning, organizing, compensation,
integration and maintenance of people for
the purpose of contributing to
organizational, individual and societal
goals.”

SPOIL SYSTEM VS MERIT SYSTEM
Spoil System Merit System
In politics and government,
a spoils system (also known as
a patronage system) is a practice
in which a political party, after
winning an election, gives
government civil service jobs to
its supporters, friends and
relatives as a reward for working
toward victory.
The merit system is the process
of promoting and hiring
government employees based on
their ability to perform a job,
rather than on their political
connections.
Party affiliation is the main
feature
No consideration for party
affiliation
Full authority of hiring & firing
without any grievances redressel
system
Must obey rules and regulations
regarding hiring & firing etc.

SPOIL SYSTEM VS MERIT SYSTEM
Spoil System Merit System
Politics & administration both
completely merged in spoil
system
Dichotomy of Politics &
administration exists
Spirit of public service is
sacrificed and is taken place by
political interests.
Spirit of public service is not
sacrificed.
Political affiliation is sufficient Competency & fitness for duty
Employees under spoil system
promotes the interests of their
political benefactors albeit
illegitimate.
Neutrality is the core value of
merit system.
Promotion & benefits based on
agenda completion of specific
political affiliated party.
Promotion & benefits based on
achievement/seniority

PERSONNEL ADMINISTRATION VS HRM
Points of
Difference
Personnel
Administration
HRM
NATURE UNITARIST PLURALIST
FUNCTION INDEPENDENT SYSTEMS THINKING
APPROACH/ INTEGRATED
AUTHORITY &
POWER
CENTRALIZED DENCENTRALIZED
RESPONSE REACTIVE PROACTIVE
LEADERSHIP &
MANAGEMENT
TRANSACTIONAL TRANSFORMATIONAL

PERSONNEL ADMINISTRATION VS HRM
Points of
Difference
Personnel
Administration
HRM
TERM OF
CONTRACT
RIGID FLEXIBLE
PAY &
PERFORMANCE
TASK ORIENTED PERFORMANCE
ORIENTED
EMPLOYEE
SATISFACTION
BASIC: SALARY,
COMPENSATION
IMPROVEMENT:
STRETAGY, CREATIVITY
SCOPE NARROW WIDE SPECTRUM

OPEN VS CLOSED SYSTEM
• Ludwig Bertalanffy describes two types of systems: open
systems and closed systems.

Open vs Closed System
Open System Closed System
It interact with its environment
for inputs & outputs
It does not interact with its
environment for inputs &
outputs
Flexible System Rigid System
Hospitals/Police
Stations/Colleges/universities
Army offices/Intelligence Units
open-system perspective views
an organization as an entity that
takes inputs from the
environment, transforms them,
and releases them as outputs
in tandem with reciprocal effects
This approach allows managers
and organizational theorists to
analyze problems by examining
the internal structure of a
business with little consideration
of the external environment.

FUNCTIONS OF HRM
• Recruitment and selection
• Orientation
• Maintaining good working conditions
• Managing employee relations
• Training and development

THANK YOU

FUNCTIONS/RESPONSIBILITIES
MANAGERIAL FUNCTIONS:
• Planning of the enterprise
• Formulating policies for future development
• Program to choose adequate number of persons
• Provide training to the workers in enterprise
• Integration and maintenance of work force
OPERATIVE FUNCTIONS:
• It has to provide a clear layout about the inter-
relationship between persons
• Jobs and physical factor and every worker should have
proper understanding of their job

WHAT IS IT
• It’s a part of administration which is concerned with
people at work & their relationship within the
organization.
• It involves personnel planning &forecasting appraising
human performance, selection & staffing, training &
development, maintenance & improvement of
performance &productivity.
Personnel Administration (PA) is used to:
• Process employee data
• Maintain employee information
• Administer personnel procedures

WHAT IS IT
Personnel Administration (PA) Actions are used to:
• Hire new employees
• Promote, Demote, or Transfer employees
• Add Additional Assignments
• Manage Leave of Absences and Returns
• Separate and Retire employees

Personnel Processes
• RECRUITMENT
• Methods: Recruitment Proper
 Merit System vs Spoil System
 Education System
• By Promotion
• SELECTION
• Past Record
• Interview
• Intelligence Tests
• Performance tests
• Aptitude Tests
• Personality Tests

Personnel Processes
• TRAINING
• Informal Training
• Formal Training
 Pre-Entry Training
 Orientation Training
 In-service Training
 Post Entry Training
• Methods:
 Lecture Method
 Class Room Meeting
 Syndicate Method
 Case Study Method
 Field Research Method

RECRUITMENT & SELECTION IN
PAKISTAN
• Bureaucracy of Pakistan divided in three categories:
• Generalist administrative Service
• Functional Service
• Specialized Service
• Since, 1977 four avenues of recruitment
• Direct recruitment – CSS (through FPSC)
• Military recruitment
• Initial recruitment (answering the adv. In newspaper)
• Adhoc recruitment
• CSS Examination
• 2nd div. graduation => age 21-30 => Citizenship
• Written test => Psychological test => Interview => Medical Examination
• Training in CSA, LHR => Secretariat Training Institute, RWP => Pakistan
Academy for Rural Development, National Institute of Public
Administration, Pakistan Administrative Staff College LHR.

CLOSED SYSTEM
• A closed-system perspective views organizations as
relatively independent of environmental influences.
• The closed-system approach conceives of the
organization as a system of management,
technology, personnel, equipment, and materials,
but tends to exclude competitors, suppliers,
distributors, and governmental regulators.
• This approach allows managers and organizational
theorists to analyze problems by examining the
internal structure of a business with little
consideration of the external environment.

CLOSED SYSTEM
• The closed-system perspective basically views an
organization much as a thermostat; limited
environmental input outside of changes in
temperature is required for effective operation.
• Once set, thermostats require little maintenance in
their ongoing, self-reinforcing function.
• While the closed-system perspective was dominant
through the 1960s, organization scholarship and
research subsequently emphasized the role of the
environment.

OPEN SYSTEM
• Two early pioneers in this effort, Daniel
Katz and Robert Kahn, began viewing organizations as open
social systems with specialized
and interdependent subsystems and processes of
communication, feedback, and management linking the
subsystems.
• Open-systems theory originated in the natural sciences and
subsequently spread to fields as diverse as computer science,
ecology, engineering, management, and psychotherapy.
• In contrast to closed-systems, the open-system perspective
views an organization as an entity that takes inputs from the
environment, transforms them, and releases them as outputs
in tandem with reciprocal effects on the organization itself
along with the environment in which the organization
operates.

OPEN SYSTEM
• That is, the organization becomes part and
parcel of the environment in which it is situated.
• In much the same way, open-systems of
organizations accept that organizations are
contingent on their environments and these
environments are also contingent on
organizations.
• As an open-systems approach spread among
organizational theorists, managers began
incorporating these views into practice.

OPEN SYSTEM
• Katz and Kahn argued that the closed-system
approach fails to take into account how
organizations are reciprocally dependent on external
environments.
• Open-system approach serves as a model of
business activity; that is, business as a process of
transforming inputs to outputs while realizing that
inputs are taken from the external environment and
outputs are placed into this same environment.

OPEN SYSTEM
• Furthermore, in contrast to closed-systems, the
open-system perspective does not assume that the
environment is static.
• As an open system, an organization maintains its
stability through feedback, which refers to
information about outputs that a system obtains as
an input from its task environment.
• The point is that closed-systems versus open-
systems do not represent a dichotomy, but rather a
continuum along which organizations are more open
or less open to their environments.

Personnel Administration vs HRM
• Personnel Administration is workforce centered,
directed mainly at Personnel administration is
workforce centered, directed mainly at the
organization’s employees;
• such as finding and training them, the
organization’s employees;
• such as finding and training them, arranging for
them to be paid, explaining management’s
arranging for them to be paid, explaining
management’s expectations, justifying
management’s actions etc. expectations, justifying
management’s actions etc.‡
‡

Personnel Administration vs HRM
• HRM is resource centered, directed
centered, directed mainly at management,
in terms of devolving the responsibility of
HRM to line management, management
development etc.