Critical
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Transcript of Critical
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Human Resource Management
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Human Resources Management
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Recruitment
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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.
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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)
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Selection
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Selection
• The process of assessing candidates and appointing a post holder
• Applicants short listed – most suitable candidates selected
• Selection process – varies according to organisation:
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Selection
• Interview – most common method• Psychometric testing – assessing the
personality of the applicants – will they fit in?• Aptitude testing – assessing the skills
of applicants• In-tray exercise – activity based around what
the applicant will be doing, e.g. writing a letter to a disgruntled customer
• Presentation – looking for different skills as well as the ideas of the candidate
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Employment Legislation
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Employment Legislation
• Increasingly important aspect of the HRM role
• Wide range of areas for attention
• Adds to the cost of the businessEven 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.
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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.
Copyright: Mela, http://www.sxc.hu
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Discipline
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Discipline
• Firms cannot just ‘sack’ workers• 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
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Development
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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
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Training
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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’
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Rewards Systems
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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.
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Trade Unions
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Trade Unions
• Importance of building relationships with employee representatives
• Role of Trade Unions has changed• Importance of consultation
and negotiation and working with trade unions
• Contributes to smooth change management and leadership
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Productivity
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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
to help both employee and organisation