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Human Resource Management in Humanitarian Context Session # 01

This session aims to provide an understanding of HRM in the humanitarian context, including the roles, functions, and importance of HRM during disasters/emergencies. It covers the employee life cycle and the responsibilities of HR professionals and line managers in HRM.

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Human Resource Management in Humanitarian Context Session # 01

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  1. Human Resource Management in Humanitarian Context Session # 01

  2. Objectives: Objectives: After the session the participants will be able to: • Understand and define the meaning of HR, HRM, HRD and other related concepts • articulate roles and functions of HRM • Understanding the Key stages of the employee life-cycle from pre-recruitment to post separation • importance of HRM and its efficient and effective use during disaster/emergency

  3. What is HR: • What is HR: • is all about PEOPLE – is all about US • productive contribution of people to organization • most important resources in organization • - slow to develop • - expensive to maintain • - expensive to replace

  4. What is Management (HRM): • What is Human Resource Management (HRM): • a management function • HR professionals recruit, manage and provide direction for people who work in an organization to achieve its objectives and employee satisfaction. • develop and administer policies related to hiring, performance management, compensation, safety and wellness, employee benefits, communication and training.

  5. Classification of HR: • Classification of HR: • staff (core and project-based staff) • volunteers • temporary • part-time staff • consultants

  6. Roles of HRM: • Roles of HRM: • Strategic • Administrative • Operational

  7. Roles of HRM:

  8. HRM VS HRD HRM HRD • management of people or resources in an organization • basic employee management tasks in an organization • focus on HR admin • include the traditional pillars: • - Recruitment & Selection • - Health & Safety - Compensation & Benefit - Labour Relations • management & development of people or resources • helping organization develop • assess & develop skills, knowledge & attitude of staff • expansion of the traditional pillars: • - Training & Development • - Performance Management • - Reward & Retention - Organizational Culture & Values

  9. Who is Responsible for HRM: Who is Responsible for HRM: EVERYmanager in the organization has HR management responsibilities

  10. Functions of HRM: Role of Line Managers in HRM: staffing training and development motivation maintenance In other words, hiring people, preparing them, stimulating them, and keeping them.

  11. Role of Line Managers in HRM: Role of Line Managers in HRM: • Placing the right person on the right job • Starting new employees in the organization (Orientation) • Training employees for jobs that are new to them • Improving job performance of each person • Interpreting company's policies and procedures • Controlling Labor costs • Developing the abilities of each person • Creating and Maintaining Department morale • Protecting employee’s health and physical condition

  12. Employee Life Cycle

  13. HR Cycle: HR Cycle:

  14. Employee Life Cycle

  15. Inputs/Feedback: Inputs/Feedback:

  16. Inputs/Feedback:

  17. For all of you:

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