Gauri- HR 2

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    07-Apr-2018
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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