Session 2.1:Human Resource Management Systems

Module 2:Managing Human ResourcesLeadership and Management Course for ZHRC Coordinators and HTI Principals, and ZHRC/HTI Management Teams

Learning ObjectivesBy the end of the session, participants will be able

to: Identify areas for improvement in their human

resource management system (HRMS). List key benefits of an effective HRMS. Describe the components of HRMS. Describe the elements of a performance

management system. Identify opportunities to integrate professional

development into the HRMS.

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Activity: HRMS True or False Exercise Listen to the statements about Human Resource

Management (HRM). Stand up if you think the statement is true. Sit down if you think the statement is false.

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What is “human resource management”?

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Human Resource ManagementThe integrated use of systems, policies, and management practices to recruit, maintain,

and develop employees to support the organization in meeting its desired goals.

- Management Sciences for Health, 2009

The formal structure within an organization responsible for all the decisions, strategies,

factors, principles, operations, practices, functions, activities, and methods related to

the management of people. -International Society for Human Resource Management/

Capacity Project, 2006

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Activity: HRMS Quick Assessment Use Worksheet 2.1.2

Work on your own to complete Part 1: Assessment.

Work in small groups to complete Part 2: Identifying Areas for Improvement. • Compare and discuss the results of your

assessment in your group. • Identify priority areas for improvement in your

current HRMS.

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HRM Activities Establish, maintain, implement, and promote:

• Systems, policies, and practice to address employment terms and conditions

• Fair compensation system• Performance planning and review system• Employee data systems and personnel files• Training strategy linked to organizational goals• Strategies for meeting future staffing needs• Stable and supportive work environment• Practices which foster trust and respect

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Benefits of Effective HRMS

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Systematic Planning

Equity in Compensation

ImprovedCapacity

Role/JobClarity

Tap into Skills &

Knowledge

CostSavings

Defined Support Levels

ManageChange

Organizational Alignment

Components of HRMS

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1. Capacity1. Capacity

3. Personnel3. PersonnelPolicy/PracticesPolicy/Practices6. Data6. Data

5. Training5. Training 4. Performance4. PerformanceManagementManagement

HRMSHRMS

2. HR Planning2. HR Planning

HRM Component 1: Capacity HRM capacity begins with staffing and budgeting.

HRM Budget• Allows for consistent planning • Relates costs to results• Includes personnel costs, overhead expenditures

HR Staff• Experienced staff dedicated to HRM• Essential to policy development, implementation,

and long-range strategic planning

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HRM Component 2: HR Planning Allows efficient use of HRM resources to support

mission and goals• People are an organization’s most valuable asset!

Aims for optimal use of current workforce Attempts to meet short- and long-term staffing needs Ensures that HR policies support recruitment and

retention of qualified staff• Training requirements for new and existing staff• Formal salary scale for each job category• System for salary upgrades and merit awards

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HRM Component 3:Personnel Policies and Practices Framework to define terms and conditions of work Foundation for supervision and performance

management systems

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HRM Component 4: Performance Management

Includes job descriptions, and systems for supervision, work planning and performance review

Defines how people will interact with each other, how the work supports the organization’s goals

Job Descriptions• Describe what employees do, how they work with

each other, and their positions in the organization • Should be reviewed and updated regularly, as

organisation grows and changes.

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Performance Management, cont’d Staff Supervision

• System for supervisor and employee to jointly monitor performance

• May involve professional development• HR can offer training in supervisory skills

Work Planning & Performance Review• Work plans and performance objectives should be

jointly developed with employee & supervisor• Performance reviews utilize work plans & objectives• OPRAS is central to this process, and shows

individual contributions toward organization’s goals

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HRM Component 5: Training Identify Training Needs

• Focus on individuals, groups/teams, or organization• Assess needs by soliciting information, observing

staff, and studying data• Surveys, interviews, checklists, customer/client

responses, employee records, policy reviews, future trends/opportunities analysis, etc.

Staff Training• Develops staff and organizational capacity• Addresses gaps in knowledge, skills, & performance• Improves motivation, morale, & commitment

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Training, cont’d Management & Leadership Development

• Key for sustainability• Help to address organizational challenges• Develop management & leadership skills at all levels• Prepare for leadership succession

Links to External Training• Pre-service or In-service training based on skills

needed in the workplace• Allows up-grading of skills and knowledge

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HRM Component 6: Data Organizations need data to track staff,

and to project employment needs. Data supports all other components

of HRMS Employee Tracking System

• Captures basic information about staff• Number of staff, position location, salary level, year of

hire gender, age, rate of attrition & absenteeism

• Data should be up-to-date and readily available• These data inform HR planning processes

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Data, cont’d Personnel Files

• Essential data on employee work history• Track individual employee performance, promotion,

salary history• Require policies on confidentiality, employee access

Computerization of Data• Accessible, accurate, and timely data is essential for

good planning• Many electronic systems simplify HRMS data

collection• Managers should update databases regularly

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Employee-Responsive HRMS A well-planned and implemented HRMS improves

staff performance and motivation. An employee-responsive HRMS addresses key

concerns:• Am I being treated fairly?• What am I supposed to do?• How well am I doing my job?• Does my work matter?• How can I develop within

this organization?

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Workforce Planning A workforce plan focuses on ensuring an

adequate number of staff with appropriate skills, who are available, where and when they are needed.

Based on assumptions & predictions about future• Expectations of growth, increased demands, etc. • Short-term and long-term (1, 5, 10, 20 years, etc.)

Relies heavily on existing HRMS data. Conducted annually and reviewed regularly Should include stakeholders in planning processes

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Steps in Forecasting Supply and Demand

1. Determine requirements/demand• Number, type, and location

of staff needed2. Analyze current supply3. Estimate losses/attrition4. Calculate future needs5. Plan for Replacement and Recruitment

• Developing existing staff (internal)• Recruitment of new staff (external)

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Performance Management System Sets performance standards to reflect mission,

strategic plans, operational plans Answers three key questions:

• What am I supposed to be doing?• How well am I doing it?• Does it matter to the organization?

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Advantages of Performance Management System Reinforces organizational

goals & priorities Communicates the

organization’s work values Defines the work that each person does, and

how it relates to the organizational mission Provides information on expected level of

performance Provides information about performance, and

how it influences compensation decisions

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1. Current job descriptions2. Effective supervisory system3. System for periodic performance planning and

review for each employee4. Means for identifying and addressing staff

training and development needs

Elements of Performance Management (PM) System

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PM Element 1: Job Descriptions Job Descriptions are used for

• Hiring, Orientation, Supervision & Performance Review, Operations, Salary

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Key Elements of a Job Description•Job title, post or location, supervisor•Date the job description was developed•Summary•Job Duties

• Description of all employee responsibilities• Divided into major areas of responsibility

•Skills & Qualifications Required

PM Element 2: Supervisory System

Effective supervisors are the key to a successful performance management system.

A supervisory system provides:• Foundation for performance management• Bridge between the organization and the employee• Communication of organizational goals and priorities• Guidance on how work supports goals• Capacity and skill development to do the work• Tools for accountability and performance assessment

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PM Element 3: Planning and Review System Organizational processes should

be standardized Standard Documentation

• Employee’s name, title, duty station, supervisor, date and signature spaces

Performance Plan and Performance Review sections • Discussed and completed by supervisor and

employee Open Performance Review and Appraisal System

(OPRAS) provides standard guidance

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Planning and Review System, cont’d.

Performance Plans

• Performance objectives

• Supervisor action plan

• Development plan

Performance Reviews

• Achievement of objectives

• Overall performance• Supervision &

communication

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PM Element 4: Training & Development Investing in training & development can:

• Help new staff develop skills, master protocols, and understand expectations

• Strengthen skills of current staff• Address gaps in performance• Improve staff motivation and retention

Training is appropriate only when performance problems result from lack of skill.• Alternatives include other professional

development activities, improved supervision, changing incentives, etc.

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Training & Development, cont’d Managers help to determine when and what

type of training is needed to address performance gaps.• Formal, Informal, or Refresher Training• Challenging assignments, structured on-the-job

learning, mentoring, rotational assignments, etc.

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How do we grow professionally? The five most impactful ways that we grow

professionally are: 1. Challenging assignments2. Activities away from work3. Supervision & Mentoring (i.e., one’s boss)4. Learning through setbacks & hardship5. Training

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Helping Others Grow Supervisors play a role in

staff development by: • Coaching employees• Giving constructive feedback• Offering insight, information, and advice• Offering challenging assignments• Guiding professional development• Allotting time and resources for development• Ensuring opportunities to apply skills and learning

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Guiding Questions for Professional Development

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What does my team most need to learn, given the strategic direction

of the organization? How do we want to learn it?

What do I most need to learn?

How will I learn it?

Activity: Professional Development Ideas

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Self-Development (Individuals)

Group Development

(Teams)

OrganizationDevelopment

Discussion: Professional Development What types of professional

development activities have you participated in? • How did they impact your career?

What challenges do you face in implementing professional development in your workplace?

Do you have suggestions for overcoming these challenges?

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Key Points A well planned and implemented HRMS improves

performance and motivation. Forecasting staffing needs is an art, not a science. An effective performance management system

connects the work of individuals, teams, and departments with organizational goals and priorities.

Strategic professional development can improve staff motivation and performance, and can be done for low- or no-cost.

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