Human Resource Management

volaryorangeManagement

Nov 6, 2013 (3 years and 11 months ago)

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I NTRODUCTI ON TO COURSE

Human Resource Management

Introduction: What is human resource management and
HR function in an
organisation
?


The integration of all processes, programs, and systems in an organization that ensure staff are
acquired and used in an effective way


In other words
-

the effective use of people to achieve both organizational and individual goals;


The effective recruitment, selection, development, compensation, and utilization of human
resources by organizations


Employees are the most important asset of the organization


The human resources (HR) department serves as a link between management and employees.
Specific responsibilities of HR Department includes



o
Defining positions and related Roles, HR Policies and Guidelines

o
Hiring and Recruitment

o
Payroll

o
Employee Career Management/Employee Training

o
Salary & Compensation

o
Employee recreation

o
Motivational Activities


Introduction: Why is HR critical to firm performance?


Approx. 85% of all firms in the world are service
firms;

Service is delivered by people/humans.

Low quality HR leads to low quality customer service;

In the 21st century effective knowledge management
translates into competitive advantage and profits;

Knowledge comes from a firm’s people;


Introduction: What is unique about Human Resource Management?

HR is multidisciplinary. It applies the disciplines of

1. Economics (wages, markets, resources),

2. Psychology (motivation, satisfaction),

3. Sociology (organization structure, culture, ethics) &

4. Law (min. wage, labor contracts)

HR is embedded within the work of all managers, and most individual contributors due to the need
of managing people (subordinates, peers and superiors) as well as teams to get things done.

Introduction: external factors influencing HRM


The World of Work
-

continues to change, but at an even more rapid pace.



External influences on HRM are:

o
Economic condition

-

Global economy factors (Lower wage levels vs. quality and productivity, Ethical
issues and political considerations), domestic factors (Move from manufacturing economy to service /
information economy)

o
Legal requirements and constraints

-

Government now an intermediary in the relationship between
employers and employees

o
Demographics

-

Supply of labor (number of people, skills, etc.); different needs of different groups in the
population (increasing number of women in paid workforce, dual
-
earner families, aging population)

o
Technology

-

New jobs; old jobs vanish, need for new skills, need for continuous skills development



Therefore, HR must understand the implications of:


globalization


technology changes


workforce diversity


changing skill requirements


continuous improvement initiatives


the contingent work force


decentralized work sites


and employee involvement


Introduction: Cultural environment and the
Changing World of Technology


Cultural Implications for HRM


Not all HRM theories and practices are universally applicable.


HRM must understand varying cultural values.


HRM also must help multicultural groups work together.



HRM must ensure that employees can operate in the appropriate language &
communications are understood by a multilingual work force



How Technology Affects HRM Practices



Recruiting


Employee Selection


Training and Development


Ethics and Employee Rights


Motivating Knowledge Workers


Paying Employees Market Value


Communication


Decentralized Work Sites


Skill Levels


Legal Concerns

Introduction: workforce diversity

The challenge is to make organizations more accommodating to diverse
groups of people.

The Workforce Today

o

Minorities and women have become the fastest growing
segments;

o

The numbers of immigrant workers and older workers are
increasing;

Converting Human Capital into Intellectual Capital


Human
capita
l
/Employee
knowledge and skills

Conversion
process
/Role of
HR practices in
this conversion
process

Intellectual
Capital
/
Products and
services which have market
value

Introduction: workforce diversity


What Is a Work/Life Balance
?


A balance between personal life and work


Causes of the blur between work and life


The creation of global organizations means the world never
sleeps.


Communication technologies allow employees to work at home.


Organizations are asking employees to put in longer hours.


Fewer families have a single breadwinner.


HR Functions: What We’ll Be Looking At


Planning


Selection


Legal compliance/trade unions


Staffing/recruitment


Reward system/productivity, motivation


Training and development


Employee and labour relations/discipline

HR Functions: What We’ll Be Looking At

overall process

HR Functions: What We’ll Be Looking At

Recruitment

Is the process of attracting a pool of qualified applicants that is
representative of all groups in the labor market

HR Functions: What We’ll Be Looking At

Selection

Is the process of assessing who will be successful on the job, and the
communication of information to assist job candidates in their decision to
accept an offer

HR Functions: What We’ll Be Looking At

Training

Activities in HRM concerned with assisting employees to develop up
-
to
-
date skills, knowledge, and abilities

HR Functions: What We’ll Be Looking At

Development

help employees to maximize their potential, serve as internal
change agents to the organization, provide counseling and
career development

HR Functions: What We’ll Be Looking At

Employment legislation

Governmental Legislation

Laws supporting employer and employee actions

HR Functions: What We’ll Be Looking At

Discipline

Make sure employees know about corporate ethics policies

Train employees and supervisors on how to act ethically

HR Functions: What We’ll Be Looking At

Reward system

establish objective and equitable pay systems, design cost
-
effective benefits
packages that help attract and retain high
-
quality employees.

help employees to effectively utilize their benefits, such as by providing information
on retirement planning.


HR Functions: What We’ll Be Looking At

Trade Unions

Labor Unions

Act on behalf of their members by negotiating contracts with management,
Exist
to assist workers, Constrain managers, Affect non unionized workforce

HR Functions: What We’ll Be Looking At

Productivity

Activities in HRM concerned with helping employees exert at
high energy levels.

Common Components of Human Resource
Management:

o
hiring component and qualified employees

o
assigning and classifying employees effectively

o
motivating employees to perform optimally

o
stimulating employees professional growth and development

o
evaluating and compensating employees fairly

o
Rewarding employees for their efforts

o
providing in service education opportunities


HR Policies


Leave Policy


procedures and policies for taking leave (sick, study,
vacation, maternity etc.)


Attendance Policy
-

attendance and rules related to attendance in your
company


Performance appraisals


for assessment of employee performances


Trainings


for improving employee skills and knowledge;


Compensation & Salary
-

Salary is paid on
-

of every month. Salary is to
be treated as confidential information and no communication is to be
done with colleagues and other staff


Employee Recreation


birthday celebrations, away day, other out of
office activities;