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This document provides an overview of human resource management. It discusses the roles and goals of HR professionals, including acting as a strategic business partner and change agent. The primary goal of HR is to hire the right employees with the right skills for the right jobs. The document also outlines some of the challenges facing HR today, such as changing demographics and the need to support business outcomes. It defines HRM and discusses its components and functions. Additionally, it covers various HR practices like recruitment, selection, training, rewards systems, and productivity.

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mobeentejani
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112 views

Human Resource Management For Scribd

This document provides an overview of human resource management. It discusses the roles and goals of HR professionals, including acting as a strategic business partner and change agent. The primary goal of HR is to hire the right employees with the right skills for the right jobs. The document also outlines some of the challenges facing HR today, such as changing demographics and the need to support business outcomes. It defines HRM and discusses its components and functions. Additionally, it covers various HR practices like recruitment, selection, training, rewards systems, and productivity.

Uploaded by

mobeentejani
Copyright
© © All Rights Reserved
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Human Resource

Management

What an HR Professional
Is
The systemizing, policing arm of executive
management
An advocate for employees
Strategic business partner for customers
A change agent
2

The Primary HR Goal


Get the right person
With the right skills
Into the right job
With the right supervision to meet performance
expectations and
Add value to the organization.
3

HR Challenges Today
Changing employee demographics and needs
More competition for a skilled workforce
Focus shifting from regulation to service
Demand for customized service
The need to support desired business
outcomes and affect the bottom line
4

Definition of Human
Resources Management
Human

Resource Management
(HRM) involves all management
decisions and practices that
directly affect the people who work
for the organization.
Human Resources the people
who work for the organization.
The integration of all processes,
programs, and systems in an
organization that ensure staff are
acquired and used in an effective
way.

Components of HRM

Human Resource Practices


Human resource planning matches
staffing with organizational needs.
Recruitment and selection attract
and
hire
qualified
job
applicants.
Socialization and orientation
integrate new employees into
the organization.
Training continually improves
employee
skills
and
capabilities.
Performance
management
techniques appraise individual
accomplishments.
Retention
and
career
development provide career
paths and options.

Functions of HR
MANAGERIAL
FUNCTIONS
1. Planning
2. Organizing
3. Directing
4. Controlling

OPERATIVE
FUNCTIONS
1. Staffing
2. Development
3. Compensation
4. Motivation
5. Maintenance
6. Integration
7. Emerging
Issues

Human Resources Management

Recruitment

Recruitment
The process by which a job vacancy
is identified and potential employees are notified.
The nature of the recruitment process
is regulated and subject
to employment law.
Main forms of recruitment through advertising
in newspapers, magazines, trade papers
and internal vacancy lists.

Recruitment
Job description outline of the
role
of the job holder
Person specification outline
of the skills and qualities required
of the post holder
Applicants may demonstrate their
suitability through application
form, letter or curriculum vitae
(CV)

Selection

Selection
The process of assessing candidates
and appointing a post holder
Applicants short listed
most suitable candidates selected
Selection process
varies according to organisation:

Conducting Effective
Interviews

Plan the interview


Structure the interview
Establish rapport
Ask effective questions
Delay your decision
Close the interview

Employment Legislation

Employment Legislation

Even in a small business, the legislation


relating to employees is important
chemicals used in a hairdressing salon for
example have to be carefully stored and
handled to protect employees.

Increasingly
important aspect
of the HRM role
Wide range
of areas for
attention
Adds to the cost
of the business

Discrimination
Crucial aspects
of employment
legislation:
Race
Gender
Disability

Disability is no longer an issue for employers


to ignore, they must take reasonable steps
to accommodate and recruit disabled workers.

Discipline

Discipline and Grievances


FRACT Model
A multi-step procedure for assessing the
need for discipline:

Get the Facts


Find the Reason
Audit the records
Pinpoint Consequences
Identify the Type of infraction.

Discipline and Grievances


(contd)
Discipline without Punishment
A multistage disciplinary technique that uses oral
reminders of the violated rule; then written
reminders; followed by a paid one-day leave; and
finally, if the behavior is not corrected, dismissal.

Grievance
A complaint that an employee
lodges against an employer,
usually one regarding wages,
hours, or some condition of
employment, such as unfair
supervisory behavior.
G.Dessler, 2003

Discipline
Wide range of procedures and steps
in dealing with workplace conflict

Informal meetings
Formal meetings
Verbal warnings
Written warnings
Grievance procedures
Working with external agencies

Development

Development
Developing the employee
can be regarded as investing
in a valuable asset
A source of motivation
A source of helping the
employee fulfil potential

Training

Training
Similar to development:
Provides new skills for the employee
Keeps the employee up to date
with changes in the field
Aims to improve efficiency
Can be external or in-house

Training Employees
Training Program
The process of providing new employees
with information they need to do their
jobs satisfactorily.

Training Program Steps


Needs analysis
Instructional design
Validation
Implementation
Evaluation and follow-up
G.Dessler, 2003

Employee Training
What and Why?
Changing skills, knowledge, attitudes, or behavior.
Changing what employees know, how they work; or their
attitudes toward their jobs, co-workers, managers, and
the organization

On-the-Job Training Methods


Job rotation
Understudy assignments

Off-the-Job Training Methods

Classroom lectures
Films and videos
Simulation exercises
Vestibule training
Prentice Hall, 2002

April 20, 2006

LIS580- Spring 2006

28

Rewards Systems

Rewards Systems
The system of pay and benefits used
by the firm to reward workers
Money not the only method
Fringe benefits
Flexibility at work
Holidays, etc.

Trade Unions

Productivity

Productivity
Measuring performance:
How to value the workers contribution
Difficulty in measuring some types of
output especially in the service
industry
Appraisal
Meant to be non-judgmental
Involves the worker and a nominated
appraiser
Agreeing strengths, weaknesses and ways
forward

Pillars of Operational
Excellence

CORPORATE LESSON
A crow was sitting on a tree, doing nothing all day.
A small rabbit saw the crow, and asked him,
"Can I also sit like you and do nothing all day
long?
The crow answered: "Sure, why not.

So, the rabbit sat on the ground below the


crow, and rested.
All of a sudden, a fox appeared,

Jumped on the rabbit... and ate it.

CORPORATE LESSON 1
Moral of the story is.
To be sitting and doing
nothing you must be sitting
very, very high up.

Take Home Lesson


Peter Drucker

Dont Worry
about doing everything
right.

Just
Just do
do the
the right
right things
things
in
in the
the right
right manner
manner..

Right Attitude
Attitude
Right
Right Skills
Skills :: Right
Right Techniques
Techniques
Right

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