- 1.MODULE 15 HUMAN RESOURCE MANAGEMENT
- Nurturing turns potential into performance
- What is the purpose and legal context of human resource
management?
- What are the essential human resource management
practices?
2. HUMAN RESOURCE MANAGEMENT Purpose of Human Resource
Management MODULE GUIDE 15.1
- Human resource management attracts, develops, and maintains a
talented workforce.
- Government legislation protects workers against
- employment discrimination.
- Employee rights and other issues complicate the legal
environment of work.
- Labor relations and collective bargaining are closely governed
by law.
3. HUMAN RESOURCE MANAGEMENT Purpose of Human Resource
Management
- Human Resource Management
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- involves attracting, developing, and maintaining a quality
workforce.
- Basic Responsibilities of Human Resource Management
- Attract a quality workforcehuman resourceplanning,
- recruitment, and selection.
- 2.Develop a quality workforceemployee orientation, training,
performance appraisal.
- 3.Maintain a quality workforceretention and career
development.
4. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM
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- When someone is denied a job or position for non job related
reasons
- Equal Employment Opportunity
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- The right to employment and advancement without regard to race,
religion, sex, color or national origin
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- An effort to give preference in employment to women or other
minorities
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- Employment criteria justified by capacity to perform a job
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- Persons performing jobs of similar worth should receive
comparable pay
- Bona-fide Occupational Qualifications
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- Employment criteria justified by capacity to perform a job
5. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM 6.
PURPOSE OF HUMAN RESOURCE MANAGEMENT Labor Relations &
Collective Bargaining
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- The right to privacy while at work
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- Hired on temporary contracts and are not part of the
organizations permanent work force
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- An organization that deals with employers on the workers
collective behalf
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- A formal agreement between a union and employer about the terms
of work for union members
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- U.S. union membership was 12.5% in 2004, down from 20.1% in
1983.
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- 8% of private sector workers belong to unions, and 36% of
government workers.
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- Many of the fastest growing unions represent white-collar
workers.
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- 75% of U.S. adults believe unions improve wages and working
conditions;
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- 67% believe unions are too involved in politics.
7. PURPOSE OF HUMAN RESOURCE MANAGEMENT Legal Aspects Of HRM 8.
HUMAN RESOURCE MANAGEMENT Human Resource PracticesMODULE GUIDE
15.2
- Human resource planning matches staffing with organizational
needs.
- Recruitment and selection attract and hire qualified job
applicants.
- Socialization and orientation integrate new employees into the
organization.
- Training continually improves employee skills and
capabilities.
- Performance management techniques appraise individual
accomplishments.
- Retention and career development provide career paths and
options.
9. HUMAN RESOURCE MANAGEMENT Human Resource Practices
- Human resource planning is the process of analyzing staffing
needs and identifying actions that should be taken to satisfy them
over time.
10. HUMAN RESOURCE PRACTICES Recruitment And Training
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- the process of attracting qualified job candidates to fill
vacant positions; realistic job previews try to provide candidates
with accurate information on the job and organization.
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- Choosing whom to hire from a field of qualified applicants
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- Provide job candidates with pertinent information regarding a
job and organization
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-
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- means a selection device gives consistent results over repeated
measures
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- Means scores on a selection device have links to future
performance
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- Examine how job candidates handle simulated job situations
11. HUMAN RESOURCE PRACTICES Orientation And Training
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- the process of formally introducing new employees to their jobs
and socializing them with performance expectations.
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- keeping workers skills up to date and job relevant; important
training approaches include coaching and mentoring.
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- An experienced person offers performance advice to a less
experienced person
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- Assigns early career employees as protgs to more senior
ones
12. MANAGEMENT TIPS
- How to succeed in a telephone interview
- study the organization; list your relevant strengths and
capabilities.
- be in a quiet room, with privacy, without interruptions.
- this increases confidence, sets your interview tone.
- Practice your verbal skills
- what you say and how you sound affects your first
impression.
- have all supporting documents within easy reach.
- be ready; dont hesitate; ask questions during interview.
- ask how to follow up, what information you can interview,
formal application, in-depth interviews, employment testing, and
reference checks.
13. HUMAN RESOURCE PRACTICES Performance Appraisals
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- The process of formally evaluating performance and feedback to
an employee
Two Purposes of Performance Appraisal 1. Evaluationdocument and
let people know how well they aredoing; judgmental role.2.
Developmentidentify how training and support can
improveperformance; counseling role. 14. HUMAN RESOURCE PRACTICES
Performance Appraisals
- Critical Incident Technique
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- Keeps a log of a persons effective and ineffective job
behavior
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- Includes superiors, subordinates, peers and even customers in
the appraisal process
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- Rates employees against each other
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- Uses a checklist of characteristics or traits to evaluate
performance
15. HUMAN RESOURCE PRACTICES Performance Appraisals
- Behaviorally Anchored Rating Scale
Uses specific descriptions of actual behaviors to rate various
levels of actual performance 16. HUMAN RESOURCE PRACTICES Retention
And Career Development
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- Manages how a person grows and progresses in their career
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- The process of managing career goals and individual
capabilities with opportunities for their fulfillment