HUMAN RESOURCE MANAGEMENT

The Public Sector

Eliud Bundi OndaraMPA Student

University of Nairobi

ContentsIntroductionHuman Resource Planning (HRP)Job Analysis and DesignAcquiring Human ResourceHuman Resource Development Performance Assessment And ManagementCompensation and Reward System

Introduction

What is HRM?Why HRM important in 21st Century?Evolution and Development of HRM

What is HRM?

There are many definitions that have been advanced on HRM.

The process of acquiring, procuring, developing and maintaining people in the organization.

An organization can not function as buildings, machines and inventories without people.

HRM is a management function

Evolution of HRM - Stages

Evolution of HRM - Stages

Why HRM is important in the 21st Century

Create meaningful jobs for organizations.Maintaining the right mix of people in an organization.Provide organization structure for employee effectiveness.Creating an positive work environment. Help develop and retain effective employees.Manage change and succession.Enhance employee and stakeholders collaboration.

Human Resource Planning

DefinitionImportance HRPProcess of HRP

Human Resource Planning

Process of analyzing and identifying organization’s employee needs to achieve its goals.

Availability of human resource for achieving the organization’s objectives.

It involves forecasting the organization’s future HR needs.

Ensuring supply of the right number and kind of people.

Why is HRP important?

Assesses the future personnel needsHelps organization prepare for changeCreates high talented personnelProtects weaker sections of the organizationProvides foundations for personnel functionsMatches demand with supplyMaximize the use HR and ensure ongoing development.

HRP process

Consider the annual economic sector growth for a period

Review the labour stock in the base yearTranslate the annual economic growth in terms of labour needsConsider the attrition rateConsider number of people leaving school Monitor unemployment rateFill the gaps between supply and demand

Job Analysis and Design

DefinitionImportance

Steps of Job analysis and Design

Job Analysis and Design - Definitions

Job analysis

The process of analysing and listing the tasks that are included in the job.

All the steps taken to perform the different tasks; and

All the requirements the respective tasks put upon the jobholder

It provides the basis for Job description – what the job holder does.

Importance of Job analysis

It determines: Duties, skills and abilities required for a job.

Relationship to other jobs

Conditions under which work is performed

The kind of person required

Materials and equipment requirements.

Job Design

Describes the contents, methods and relationships of jobs.

The process is based on an analysis of the way in which work needs to be organized.

Job design has to start from work requirements because that is why the job exists.

It also aims to fulfill the social responsibilities of the organization to the people who work.

Sources of information

Employees – line managers, job holders

Job Incumbents

Human resource Manuals

Other organizations

Acquiring Human Resource

Employees recruitment and SelectionEmployee Selection process

Equal Employment Opportunity

Employee Recruitments and selection

Recruitment - the process of identifying and engaging the people the organization needs.

Selection - that process concerned with deciding which applicants or candidates should be appointed to a job.

The art of discovering and procuring potential applicants.

Steps to Recruitment and selection

Organization analysis on needs.

Defining requirements.

Planning recruitment campaigns.

Attracting candidates.

Selecting candidates – shortlisting, interviewing.

Selection?

Interviewing – Individual (face to face).– Interview panel– Selection board

Ability test– Published, standardized test (Intelligence tests, aptitude tests &

Personality Tests )

Assessment centres– Run by professionals with standardized multiple assessment techniques

Legal Framework

– The Employment Act 1980 & 1982

– The Trade Union Act 1984

– The Wages Act 1986

– The Employment

Employee Relations

Meaning and importanceTrade unions

Employee relations

The relationship that exists between employers and employees, and

How they work together to determine the level of pay and working conditions.

The aim of ER is to achieve an optimum working relationship between the employees of an organisation and management.

Structure of Employee relations

ER

Employees

Trade Unions

Employers

Employer Associations

Government

Employee relations issues

Job classifications

Award conditions

Leave entitlements

Unfair dismissal

Anti-discrimination

Dispute resolution

Contract provisions

Trade UnionsUnion is a group of workers who have come together to make collective decisions

Trade unions are formed to protect and promote the interests of their members.

Their elected leaders negotiate with their employer over:• Wages• Working conditions and hours• Safety and Health• Other benefits

HRM Challenges in Public sector

ChallengesFriendships and relations – nepotism, favouritism, bribery

Failure to follow procedures – cost implications

Choosy employees – refusal to work in some parts of the country

Competition – between the public and private sector

Lack of ICTs to manage the HR precesses

Questions?