Personnel Management and Organisation Focus

FocusPersonnel Management

and Organisation Focus

2

Human resources & personnel development

❖ Goal´s in this module

➢ Learning about the whole process in HR

➢ Transfer theory to practical

➢ Strengthen competences in HR

❖ The structure in the module

➢ Work-time with real companies

➢ Discussion in workgroups

➢ Analysing different theory to practice

3


❖ Step 1: Basic in Enterprises

➢ Organization

➢ Coordination

➢ Communication

➢ Organigram

MB

HR

xxx xxx

IT

xxx

4


❖ Step 2: Recruitment process

➢ Job-Description

➢ Personnel acquisition/ Advertising

➢ Interview/Analyses

➢ Assessment Centre

5


❖ Step 3: Human resource development

➢ First time in the company

➢ Personnel development

➢ Training

➢ Career planning

6


❖ Step 4: HR management concepts

➢ Motivation factors

➢ Leadership styles

➢ Remuneration

➢ Staff appraisal

7

Josef Vollmer/ +43664/4623840

Sonnleitengasse 4, 2851 Krumbach

[email protected] / www.josefvollmer.at

FocusPersonnel Management

and Organisation Focus

Case Studies – Real companies

Personnel management 9

www.eis-greissler.at www.therme.at/en/

The data may only be used for internal purposes and it is not permitted to publish them!

http://www.eis-greissler.at/

http://www.therme.at/en/

The Basics in Companies

When you work in HR Department's -You should know following fact´s

➢ Product

➢ Market & Customer

➢ Competitors

➢ Finance planning/Budget

BUSINESS PLANPersonnel management 10

Agenda

Personnel management

The importance of formal company structures

Application and practical relevance of the

various forms of coordination

Staff acquisition, selection and development

Motivation and work-related behaviour

Organisational tools for human resource management

Staff appraisals


▪ Formal structures indicate overall level of development

✓ Position

✓ Department

✓ Division

▪ Formalisation

▪ Depersonalisation

The importance of formal organisational

structures

The importance of formal structures


Functional structure – performance principle



Functional structure

Strengths

▪ Use of specialist skills

▪ Short orientation phase

▪ Low level of employee qualifications →

reduced personnel costs

▪ Improved performance and efficiency

Risks

▪ Management overload

▪ Reduced flexibility

▪ Lack of understanding of problems faced by other departments

(departmental blind spot)



Product-oriented structure



Strengths

▪ Flexible reaction to changes in the business environment

▪ Easily defined cost and profit responsibilities

▪ Reduction in senior management workload

▪ Focus on product-specific production and market conditions

Weaknesses

▪ Duplication of activities (esp. research & development)

▪ Endangers overall organisational identity

▪ Reduced quality of customer-care (overlapping areas of

responsibility)

Product-oriented structure



Market-oriented structure


Agenda

Personnel managementPersonnel

management

t

Importance of formal company structures

Application and practical relevance of the various

forms of coordination

Staff acquisition, selection and HR development

Motivation and work

Organisational tools for HR management

Staff appraisals


Unity of command system

Application of forms of coordination


Multiple line system


▪ Specialisation principle

▪ Direct path principle

▪ Multiple line system

principle


Matrix organisation


Breakout – Session Nr.1 (15 min.)

➢ 2 Groups: In each group one Person logs the result as a

document by chat

➢ Focus: Forms of structure & Forms of coordination

➢ Case Study Thermal Loipersdorf

➢ Question:

1. Which forms of structure can we use for this company?

(functional structure, product-oriented structure or market-

oriented structure)

➢Please explain your opinion/result

2. Which forms of coordination are the best in your opinion?

(one line system, multiple line system, matrix organization)

➢Please explain your opinion/result

23

Agenda








Staff appraisals


The recruitment process

Staff acquisition

Job Description

Job description = Business Plan for HR

➢ Job portrait and function in the company

➢ Vision and corporate principles

➢ Goals

➢ Quantitative & Qualitative goals

➢ Skills and powers

➢ Communication

➢ Social and leadership skills

➢ Leadership style and leadership requirements

➢ Workplace, Benefits, Working hours, contract

➢ Renumeration, Bonus,



Advantages• Commitment to the company

• Low costs

• Low risk

• Specific knowledge of employees

• Adherence to company salary

policy

• Faster placement

Disadvantages• Demotivation due to lack of

career chances

• High costs

• Higher risks

• Introductory phase necessary

• Higher salary expectations of

new recruits

• Obstacle to internal potential

• Time consuming

Disadvantages• Limited choice

• Blindness to internal company

problems

• Disappointed co-workers

• Training required

Advantages• New inputs from new

employees

• Wide choice

Internal vs. external

personnel recruitment methods

Personnel acquisition

Breakout – Session Nr.2 (15 min.)


document by chat

➢ Focus: Job description

➢ Case Study Thermal Loipersdorf

➢ Question:

You have to create a Job-Description! You need a new

Marketing-Leader

1. What should the description look like and which tasks

does the Job “Marketing-Leader have?

2. What should we find next the task area in the description?

Please explain your opinion/result

28


Step 1: Who am I looking for?

Step 2: Where am I looking?

Step 3: How? – with / without staff relocation?

Who? By whom?

Step 4: Which recruitment methods will be used and how will they

be designed?



Job advertising


Purpose

Gain a personal impression

Check compatibility with the team

Discussion / filling information gaps

Participants

HR department representative(s)

Direct line manager

Preparation

Analysis of application documents

Job description / employee profile

Clarification of responsibilities / development opportunities / financial scope

Job interview

Staff selection


➢ Opener

➢ Fact´s about Job

➢ Open discussion

➢ Summary

➢ Next step

➢ Closer

Job interview - guide

Staff selection


Basic features

▪ Observers from higher

positions in the hierarchy

▪ Several participants:

6 - 12 candidates

▪ Different tasks

▪ Use of various assessment measurement techniques

Purpose

▪ Selecting internal / external managers / specialists

▪ Analysis of potential: leadership abilities or suitability for

higher positions

▪ Analysis of training and developmental needs

Assessment Centre

Staff selection


▪ Separation of observation / assessment functions

▪ Evaluate observed behaviours, personal characteristics

▪ Several independent observers

▪ Rotation of observers

▪ Duration: several days

▪ Workplace related assessment

Basic principles for assessment centres

Staff selection


• Simulation guarantees validity of results

• Objectivity if several observers involved

• Mix of methods compensates for errors

• Long observation period

• Separation of observer / evaluation functions

Advantages of assessment centres

Staff selection


▪ Production of one-dimensional achievers (self-fulfilling

prophecy)

▪ Time and resource-intensive

▪ Currently no proof of validity of results

Disadvantages of assessment centres

Staff selection

Agenda








Staff appraisals


Employee motivation & Onboarding


Human resource development &

Onboarding

HR development

Teammanagement

Team – Development

forming

storming norming

performing


Motivators / Hygiene factors


Employer Branding – Employee Marketing

➢ Employer brand describes an employer's reputation as a place

to work, and their employee value proposition, as opposed to

the more general corporate brand reputation and value

proposition to customers. (© Wikipedia)

➢ Goals

➢ Keeping employees in companies

➢ Employees in addition to salary offers give

➢ Employees convey values

➢ Supporting employees

➢ Health promotion

➢ Benefits for the workplace


Employer Branding - Employee Marketing

➢ Opportunities & Offers

➢ Health promotion

➢ Flexible work opportunities

➢ Forms of communication

➢ Family programmes

➢ Personal development

➢ …..


https://www.autonomhealth.com/en/

https://www.autonomhealth.com/en/

Breakout – Session Nr. 3 (15 min.)


document by chat

➢ Focus: HR Development & Motivation

➢ Case Study Eis-Greissler – Ice-Cream Manufacturing

➢ Question:

1. In which departments can we use Job rotation or Job

enlargement (please use the Organigram)?

2. Which ideas for employer branding would you

recommend to the company and what are the effects in

your opinion?

➢ Please explain your opinion/result


Agenda








Staff appraisals


Forms of leadership


Leadership styles


Agenda








Staff appraisals


▪ Performance–related assessment of employees

▪ Based on collected information

▪ Systematic / unsystematic appraisal

Employee appraisal

Staff appraisal


▪ Staffing decisions

▪ Employee support and development

▪ HR planning

▪ HR management support

Objectives of the appraisal

Staff appraisal


▪ Performance and information goals

▪ Income goals

▪ Career goals

Employee goals

Staff appraisal

HR – STEP BY STEP

• Organisation

• Coordination

• Recruitment process

• Job - Description

• Job – Interview

• Test/Assessment Center

• Development/Training

• Motivation Factor´s/Culture/ Communication/Leadership

• Staff appraisal = Self-Controlling for HR Department



Thank you and good luck in applying

the ideas you have learned!

Personnel Management and Organisation Focus

Documents

Transcript of Personnel Management and Organisation Focus