Human resource management Experience, competence and communication Svanhildur Jónsdóttir OR nurse,...

Human resource management Experience, competence

and communication

Svanhildur JónsdóttirOR nurse, B.Sc., MA Human resource management

Lecture topics

The ideology of Human resource management (HRM)

HRM in a technical environment experience, competence and communication

HRM in the work environment of an OR nurse

Employee appraisals as a tool in HRM

The ideology of HRM

Definition:

HRM covers everything relating to managing employees work and communication.

• Decision making• Communication• Goals

The ideology of HRM

The discussion revolves around whether HRM can give organizations a competitive advantage

Research shows that HRM does result in better performance for organizations in the form of:

• Reduced employee turnover• Sales increases• Increased profit• More productivity

HRM revolves around aligning the goals of the employee and the organization

The ideology of HRM

The role of the one in charge of HRM

The essence of HRM

Different emphasis in HRM

Michigan theory The emphasis on managerial behaviour and the management

process where the purpose is to maximise the utilisation of human resource

Harvard theory Emphasis on cherishing and developing employees not only to

maximize the utilization of employees Take into account organization culture, employees and

customers

The ideology of HRM

Hard HRMManagement is the main focus, how successful the organization is in creating methods to maximise the utilisation of human resources

Soft HRMEmphasis on experience, competence, motivation, job advancement and communication

The ideology of HRM

HRM revolves around helping organizations to succeed by:

• Building employee loyalty• Strengthening employee competence• Increasing employee independence at their work• Increasing job satisfaction• Encouraging the integration of work and personal life• Facilitating implementation of change

The ideology of HRM

Important aspects of HRM

The importance of the employee is acknowledged

Create a platform for innovation within organizations

Increase communication Define the performance of organizations

HRM in a technical environmentExperience, competence, communication

Experience

Well trained employees is the foundation of good performance and financial growth of organizations


Action-observation-reflection model

Experience

Experience Experience

ObservationWhat happened?

ReflectionWhat did you learn?

ActionWhat did you do?


Knowledge and experience are valuable information that can be used for decision making and performance

Explicit knowledge is tangible knowledge that can be documented and preserved with the organization

Tacit knowledge is subjective knowledge that is based on experience and is contained within each of us


Competence/qualification

Human resource is the essence that the success of organizations rests on

Scholars and managers in the work environment believe that success based development of employee competence is the biggest challenge in the field of human resource management in the next few years


Iceberg model

Competence

Knowledge

Self awarenessPersonal

qualitiesEnthusiasm

Hidden

Visible


Communication

Job satisfaction is linked to the quantity and quality of communication

Good communication is directly linked to performance


Results

Experience and employee competence are important factors in the long term success of organizations

Effective communication is a key factor in successful operations

HRM in the work environment of OR nurses

Job satisfaction

Challenging work

Continuous training

Specific feedback


Employee advancement

Need analysis

Job performance


Employee turnover is an indication of how the organizationstands

Reasons for employee turnover

Low job satisfaction and low employee loyalty Higher employee turnover


Result

HRM is important because it creates a process or a platform for innovation which is the opposite to the mechanical order


Definition of employee appraisal

Regular communication between a superior and a subordinate regarding everything that has to do with work and the work environment

What is employee appraisal? Employee appraisals as they have developed today are tools for managers and employees to ensure a coherent relationship between the policy and development of the organisation and the utilisation of human resource


Development of employee appraisals

Purpose and benefit of employee appraisals Better job performance Mutual information sharing Facilitates employees in reaching their work goals Mutual trust


Benefits of employee appraisals to the employee

The employee receives feedback on his job performance Is a way to shape job advancement and employee training Facilitates motivation, positive work atmosphere and improves

the understanding of ones own work The employee is more aware of the managements expectations Better communication with management Can prevent conflict Increases flexibility Improves the work atmosphere Strengthens the team spirit Provides an opportunity to express oneself on goals,

management, and the strategy of the organization Method to give employees feedback


Benefits of employee appraisals for organisations

Gives a comprehensive overview of the human resource Good opportunity to familiarise the employee with the

goal and strategy of the organization Better cooperation between superiors and subordinates Get better acquainted with the employee Better foundation for future organisation Can prevent conflict Right person in the right place


Flaws of employee appraisals for the employee and the organizations

Can create too high expectations with the employee Can create conflicts between superiors and subordinates Lack of interest from managers to discuss work and work

facility Managers not sufficiently knowledgeable about the work field

of the employee to be able to appraise performance Managers are not comfortable with discussing negative

performance Employees suspicious of the appraisal Time consuming


Useful tool for organizations and employees

The goal of employee appraisals in the long run is to increase responsibility and improve employee professional qualification while increasing the welfare of the employee


Research by Svanhildur Jónsdóttir 2006Faculty of Economics and Business Administration in University of Iceland

Research questions

1. Can employee appraisals be used as a tool in the management of organizations?

2. Can employee appraisals create a coherent relationship between the strategy and evolution of a organizations and the utilisation of human resource?

3. Do organizations use employee appraisals as a tool in job advancement?

4. Do organizations use employee appraisals as a tool to praise the employee and to give feedback on performance?

Methodology


Results of a research on employee appraisals as a tool in Human resource management

Useful tool Creates a better job culture in the work place Increased job satisfaction Employees are more aware of the goals and strategy of

the organizations Shape job advancement Increased use of praise and feedback


Successful communication - prosperous operations

Employee appraisals are the way of the future

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