Conduct an In depth Interview with a Manager of any small/medium firm supervising minimum

10-15 employees. Ask him about the various functions of Human Resource Management (as
discussed in the chapter one) that he performs as a line manager. What are some of the challenging
situations he/she faces on daily bases and how he copes with them?
Upon asking manager of Madni Motors, Mr. Haroon Shafiq who is also responsible for Human Resource
Management about the various functions he performs as a line manager, he gave his school of thought and
divided functions of HRM into two categories.
1. Managerial Functions
2. Operational Functions
Managerial Functions
Planning
Staffing
Developing
Motivating
Maintaining

Operational Functions
Managing Relationships
Managing Change
Evaluation

PLANNING:
Q. WHAT IS PLANNING?
It is a pre-determined course for future strategies.
Q. PLEASE ELABORATE YOUR POINT. ALSO, HOW DO YOU PLAN FOR YOUR
SUBORDINATES?
Planning means that a manager is responsible for setting objectives for his workers or his department.
These objectives could be long term or short term.
Q. WHAT ELSE CAN BE DONE IN PLANNING?
Planning requires you to build up strong future strategies which help in organizing/controlling.

STAFFING:
Q. WHAT IS STAFFING?
Staffing is that management function which requires training employees, appraisal based on performance,
compensating subordinates on their issues and acquiring.
The right staff can ensure future success of an organization because they are capable of future changes as
well and are flexible.

Q. HOW IS THIS BENEFICIAL?

Because of the importance it carries in hiring and wielding a committed and qualified staff, effective
human resource management is important to the success of all organizations.
Q. HOW IS WORKMANLIKE EFFECTIVE IN CASE OF STAFFING?
Point is all managers perform human resource management functions whether on a smaller or larger scale.
To some extent, they involve in such activities.
In effective, solid HRM practices can modify a company's workforce into a more competent, motivated,
flexible, team players and capable of accepting and evaluating change which will ultimately help an
organization to achieve its goals.

DEVELOPING:
Q. WHAT DOES DEVELOPING EXPLAIN?
Developing can be in two forms.
Firstly, it could contribute to developing relations with employees.
Secondly, it could be defined assigning specific tasks according to the capability of a subordinate.
Q. HOW DO YOU DEVELOP GOOD RELATIONS WITH EMPLOYEES?
Developing good relations is a key to a successful business. Many entrepreneurs have empathetic relation
with workforce which will directly motivate workers and the feel job security. Apart from this, their
belonging and esteem needs are also fulfilled and the practice self-actualization.
Q. FROM YOUR ANSWERS, IT CAN BE EVALUATED THAT YOU FOLLOW DEMOCRATIC
STYLE OF LEADERSHIP. ARE YOU SATISFIED WITH THIS TYPE?
Definitely yes! Because it gives an aroma of friendly relations with employees and is very beneficial for
this business. Employees show a great deal of customer satisfaction as well.

MOTIVATING:
Q. HOW DO YOU DEFINE MOTIVATION?
Motivation can be psychological because it allows oneself to take action towards a desired goal which
gives it a reason a purpose to be fulfilled.
Q. HOW DO YOU MOTIVATE YOUR STAFF?
There are various theories on motivation that I have studied back in my college life and I intend to apply
them on my staff as well. Being a democratic leader, I empower my employees to take full advantage on
discussing a project and putting in their efforts to implement them as well. Apart from it, I offer them

financial rewards like piece rates, time rates, commissions, bonuses etc.
This helps them to perform in an environment where they can enjoy a sense of achievement and greater
job satisfaction.

MAINTAINING:
Q. WHAT IS MEANT BY MAINTAINING?
Maintaining means verification of performance in a business world.
Q. HOW DO YOU MAINTAIN?
In Maintaining, the important step is that manager must keep a check on the performance of his
employees. Thats what I do and also I keep a check on a fact that workers are moving in right direction
as per my instructions. I am not dictating them but it is my core responsibility to instruct and supervise
them. Maintaining may also include identification of problems and suggesting solution to these problems
as well.

MANAGING RELATIONSHIPS:
Q. WHAT ARE THE INITIALS OF MANAGING RELATIONSHIPS IN YOUR BUSINESS?
It is the first operational function of HRM and is concerned with security of the employees and employing
the people possessing the required amount of human resources which are important in achieving
organizational objectives. It covers practices, for example, job analysis, HR planning, internal mobility,
recruitment, placement, selection and to some extent evaluation as well.
Q. HOW DO YOU MANAGE RELATIONSHIPS?
Emotional Intelligence works under this question. It is the ability of a manager to recognize his own
emotions as well as that of his subordinates.
I studied that somewhere that manager with higher emotional intelligence is a good manager though. So I
followed this EI approach to my subordinates.
Self-awareness, self-regulation, motivation, empathy, social skills are a fewer steps in building good
relationships with employees and hence maintaining it.

MANAGING CHANGE:
Q. WHY DOES CHANGE HAVE TO BE MANAGED? WHY EMPLOYEES ARENT WILLING
TO HAPPILY ACCEPT A CHANGE?
Workers show resistance to change whether or not it is beneficial to them in either ways.
Reason for this is they are used to of the work they had been doing and are not ready to accept some
changes happily. Though they accept it through the final destination.
This thing can be done effectively by intruding changes in an automatize zone. That means, if we
remember Mayo Hawthornes Effect and how he observed the behavior of groups of workers.
Workers need to know in detail what kind of change it is and how that change can bring advantages to
their work life as well. Either implement changes that they see it directly or could be to send a beneficial
summary for a change. Giving trainings is also helpful.
Q. WHAT DO YOU DO WHEN YOU NEED TO UPDATE YOUR WORKFORCE ABOUT A
CHANGE?
I usually highlight the importance of team work. I believe if a certain project or work with changes or any
changes in policy of a business appears, if this has been done with cooperation and coordination, workers
feel secure to accept a change. They can exchange views, support each other, and their job less
monotonous and less boring. Isolating employees can be a demotivating factor.
Q. WHAT BENEFITS WOULD IT GIVE?
Benefits can be various. Improvement, skills enhancement, creativity, aptitude, rise in knowledge, values,
beliefs, commitments and ability to perform and being beneficial to the business.

EVALUATION:
Q. HOW DO YOU EVALUATE THE ENTIRE FUNCTIONS OF HRM? WHAT CHALLENGES
DO YOU FACE?
Practicing different human resources functions like planning, staffing, developing, motivating,
maintaining, managing relationships, managing change and evaluation among employees create a sense
of relationship between individuals and management, for example, workers go to trade unions for their
issues and they resolve a matter between management and workers. Hence it is a circle of workers and
trade unions and the management as well.
Human resources and creating relations is a rear of management in incorporating people into
workmanlike situations which will ultimately motivates them to work together in a team form and be
productive with psychological, social and economic satisfaction in mind and in workplace.

HUMAN RESOURCE MANAGEMENT

HIRA SAMI
BBA (Hons.)
SEMESTER: 5
SECTION: B
ASSIGNMENT NUMBER: 1

SUBMITTED TO: Maam Sara Aslam

SUBMISSION DATE: 21st September, 2016