Overview of Human Resource Management
-
Upload
musmannasir -
Category
Business
-
view
2.052 -
download
1
description
Transcript of Overview of Human Resource Management
![Page 1: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/1.jpg)
1
Overview of
Human Resource Management
![Page 2: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/2.jpg)
2
Human Resources Management
![Page 3: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/3.jpg)
3
Recruitment
![Page 4: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/4.jpg)
4
Recruitment
• The process by which a job vacancy is identified and potential employees are notified.
• The nature of the recruitment process is regulated and subject to employment law.
• Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.
![Page 5: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/5.jpg)
5
Recruitment
• Job description – outline of the role of the job holder
• Person specification – outline of the skills and qualities required of the post holder
• Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
![Page 6: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/6.jpg)
6
Selection
![Page 7: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/7.jpg)
7
Selection
• The process of assessing candidates and appointing a post holder
• Applicants short listed – most suitable candidates selected
• Selection process – varies according to organisation:
![Page 8: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/8.jpg)
8
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 what the applicant will be doing, e.g. writing a letter to a disgruntled customer
• Presentation – looking for different skills as well as the ideas of the candidate
![Page 9: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/9.jpg)
9
Employment Legislation
![Page 10: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/10.jpg)
10
Employment Legislation
• Increasingly important aspect of the HRM role
• Wide range of areas for attention
Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
![Page 11: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/11.jpg)
11
Discrimination
• Crucial aspects of employment legislation:– Race– Gender– Disability
Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.
![Page 12: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/12.jpg)
12
Discipline
![Page 13: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/13.jpg)
13
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
![Page 14: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/14.jpg)
14
Development
![Page 15: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/15.jpg)
15
Development
• Developing the employee can be regarded as investing in a valuable asset– A source of motivation– A source of helping the
employee fulfil potential
![Page 16: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/16.jpg)
16
Training
![Page 17: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/17.jpg)
17
Training
• Similar to development:– Provides new skills for the
employee– Keeps the employee up to date
with changes in the field– Aims to improve efficiency– Can be external or ‘in-house’
![Page 18: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/18.jpg)
18
Rewards Systems
![Page 19: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/19.jpg)
19
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.
![Page 20: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/20.jpg)
20
Trade Unions
![Page 21: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/21.jpg)
21
Trade Unions
• Importance of building relationships with employee representatives
• Role of Trade Unions has changed• Importance of consultation
and negotiation and working with trade unions
• Contributes to smooth change management and leadership
![Page 22: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/22.jpg)
22
Productivity
![Page 23: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/23.jpg)
23
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
![Page 24: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/24.jpg)
24
Motivation
![Page 25: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/25.jpg)
25
Extrinsic (or External) Motivation
• Causes people to do something for a reward or to avoid a penalty
– For example, a professional athlete might enjoy the sport, but he/she chooses to play for a particular team because it pays more money or has more prestige.
• People are usually attracted to a job for extrinsic reasons (good pay, good
benefits, good working conditions) • Paying people more money (extrinsic
motivation) does not make them work harder. (But it might keep them from leaving and it might attract new employees).
![Page 26: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/26.jpg)
26
Intrinsic (or Inner) Motivation
• causes people to participate in an activity for their own enjoyment.– For example, kids play sports
because it is fun and they like being with their friends.
• People usually stay with a job for intrinsic reasons (they like the people they work with, they find the job challenging, people praise them for the job they do)
• Intrinsic motivation is what builds loyalty and dedication in your employees
![Page 27: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/27.jpg)
27
Herzberg’s Motivational andHygiene Factors
• Motivational factors: achievement, recognition, the work itself, responsibility, advancement, and growth, which produce job satisfaction
• Hygiene factors: cause dissatisfaction if not present, but do not motivate workers to do more; examples include larger salaries, more supervision, and a more attractive work environment
![Page 28: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/28.jpg)
28
![Page 29: Overview of Human Resource Management](https://reader035.fdocuments.in/reader035/viewer/2022062614/546edca5b4af9fb9268b47e8/html5/thumbnails/29.jpg)
29