HUMAN RESOURCES

COURSE SCHEDULE

CHAPTER 1: HUMAN RESOURCES

MANAGEMENT AND PLANNING

CHAPTER 2: ORGANIZATIONAL STRUCTURE AND

COMMUNICATION

CHAPTER 3: LEADERSHIP, MANAGEMENT AND

MOTIVATION

CHAPTER 4: CORPORATE CULTURE AND EMPLOYER

– EMPLOYEE RELATIONS

Chapter 1

Human Resources

Management

What is the meaning of human resources management?

Human resource management is the management of people in an organisation.

It is responsible for the selection, training, assessment, and rewarding of employees.

It uses the development of methods and techniques.

Behind every organisation there is

People

What is the aim of human resources management?

The aim of human resources management is to keep employee motivation and satisfaction high. Human resources also focuses on the management of the employees for the objectives of competitive enterprises.

It integrates individual purposes and organizational objectives for a strategic advantage and helps to achieve the objectives in an effective manner.

It allows for the development of social responsibility and business ethics in business culture.

It recognizes employees as human beings, it gives attention to their needs, expectations and motivation.

Human resources management makes the quality of working life better and ensures a peaceful working environment.

It provides the most effective and efficient way to the use of knowledge and skills of employees.

HR Mission

Employee Performance

Compliance

Strategy

Operations

Human Resources Mission

Today the human resources function can be defined as follows:

Workforce planning Staffing (supply, selection, placement) Business evaluation Rewarding Training and development Industrial relations Employee Protection

Human Resources Planning

Human Resources Planning

Human resources planning is a process that identifies the human resources needed for an organization to achieve its goals.

Note: The demand of the working population is growing in developing economies.

Determining the correct number and nature of employees at the right time and place to achieve future goals in an effective manner.

The Supply of Labor

The supply of labor is the total hours that

workers wish to work at a given real wage rate.

Supply of labor depends upon:

The number of qualified people, for example, the number of qualified Accountants is low, therefore supply is quite inelastic.

Difficulty of getting qualifications, for example, if it is difficult to gain qualifications, the supply will be inelastic.

Inelastic: relatively unresponsive to changes, as demand when it fails to increase in proportion to a decrease in price.

The non-wage benefits of a job. Unpleasant jobs will have less people willing to do them, therefore supply will be lower. Many unpleasant jobs may also be low skilled, so it will still be low paid.

The wages and conditions of other jobs

Supply of labor depends upon:

Workforce Planning

For workforce planning an organization will:

- Need to achieve objectives.

- Identify and develop the workforce needs

- Look for work-life balance of employees.

Recruitment

Recruitment

The nature of the recruitment process is regulated and subject to employment law. Each country is subject to its own employment law.

Most common methods of recruitment:

- Recruitment agencies - Job centres - Specialist publications - Personal contracts

Recruitment agencies:

Keep records and save employee details.

Job Centres:

A job centre in both public and private environments seek to provide job opportunities.

In some countries governments provide job centres in which people seeking jobs can visit for employment help.

A Job Centre aims to get people into employment and support them in the search of employment.

Training and Appraisal

Professional training and education provide benefits to business: - They help labors adopt innovations. - They can be a source of motivation. - They can help create team spirit. - They can develop junior staff.