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Human Resource

Management

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FUNCTIONAL AREAS WITHIN HR

EMPLOYMENT / STAFFING

RECRUITMENT

SELECTION

TRAINING AND DEVELOPMENT

APPRAISAL

EDUCATION AND DEVELOPMENT

COMPENSATION

SALARIES, WAGESAND BENEFITS INCENTIVE PLANS

EMPLOYEE RELATIONS

GRIEVANCE RESOLUTION

UNION RELATIONS

HR PLANNING AND RESEARCH

FORECASTING

JOB ANALYSIS

ATTITUDE SURVEYS

VALIDATION STUDIES

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Employment / Staffing Staffing - Process through which organization ensures it

always has proper number of employees with appropriateskills in right jobs at right time to achieve organizationalobjectives

Job analysis - Systematic process of determining skills,duties, and knowledge required for performing jobs inorganization

Human resource planning - Systematic process of matchingthe internal and external supply of people with job openingsanticipated in the organization over a specified period oftime .

Recruitment - Process of attracting individuals on a timelybasis, in sufficient numbers, and with appropriate

qualifications, to apply for jobs with an organization Selection - Process of choosing from a group of applicants

the individual best suited for a particular position and theorganization

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Training and Development

Training - Designed to provide learners with knowledgeand skills needed for their present jobs

Development - Involves learning that goes beyondtoday's job; it has more long-term focus

Career development - Formal approach used byorganization to ensure that people with properqualifications and experiences are available whenneeded

Organization development - Planned process ofimproving organization by developing its structures,systems, and processes to improve effectiveness andachieving desired goals

Performance management - Goal-oriented processdirected toward ensuring organizational processes are inplace to maximize productivity of employees, teams,and ultimately, the organization

Performance appraisal - Formal system of review and

evaluation of individual or team task performance

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Compensation

Direct Financial Compensation - Pay thatperson receives in form of wages,salaries, bonuses, and commissions.

Indirect Financial Compensation

(Benefits) - All financial rewards notincluded in direct compensation such aspaid vacations, sick leave, holidays, andmedical insurance.

Nonfinancial Compensation - Satisfactionthat person receives from job itself orfrom psychological and/or physicalenvironment in which person works.

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Safety and Health

Employees who work in safeenvironment and enjoy good health aremore likely to be productive and yieldlong-term benefits to organization.

Safety - Involves protecting employeesfrom injuries caused by work-relatedaccidents

Health - Refers to employees' freedomfrom illness and their general physicaland mental well being

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Employee and LaborRelations

Private-sector union membership has fallenfrom 39 percent in 1958 to 7.8 percent in2005.

Business is required by law to recognize aunion and bargain with it in good faith if thefirms employees want the union to representthem

Resolving personnel grievances anddisagreements fairly in both union and union-free environments

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Human Resource Research

Human resourceresearch pervades allHR functional areas.

Forecasting andPlanning

Job Analysis

Attitude Surveys

Validation Studies

Compensation Surveys

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HRs Changing Role: QuestionsThat Are Being Asked

Can some HR tasks be performedmore efficiently by line managers oroutside vendors?

Can some HR tasks be centralized oreliminated altogether?

Can technology perform tasks that

were previously done by HRpersonnel?

Many HR departments continue to

get smaller

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Who Performs HumanResource Management Tasks?

Human Resource Managers

Line Managers and Supervisors

HR Shared Service Centers Outsourcing

Professional Employer Organizations

(Employee Leasing)

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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 subjectto employment law.

Main forms of recruitment throughadvertising 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 outlineof the skills and qualities requiredof the post holder

Applicants may demonstrate theirsuitability 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 whatthe applicant will be doing, e.g. writing a letterto a disgruntled customer

Presentation looking for different skillsas 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 forattention

Adds to the costof the businessEven in a small business, the legislationrelating to employees is important

chemicals used in a hairdressing salon forexample have to be carefully stored andhandled to protect employees.

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Discrimination Crucial aspects

of employmentlegislation:

Race

Gender

Disability

Disability is no longer an issue for employersto ignore, they must take reasonable stepsto 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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Training

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Training Similar to development:

Provides new skills for the employee

Keeps the employee up to datewith 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 workingwith trade unions

Contributes to smooth changemanagement 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