HUMAN RESOURCE MANAGEMENT Introduction Human Resource Strategy Human Resource Planning Recruitment...
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Transcript of HUMAN RESOURCE MANAGEMENT Introduction Human Resource Strategy Human Resource Planning Recruitment...
HUMAN RESOURCE HUMAN RESOURCE MANAGEMENTMANAGEMENT
IntroductionHuman Resource StrategyHuman Resource PlanningRecruitment and SelectionTraining and DevelopmentPerformance ManagementCompensationEmployee BenefitsEmployee RelationsCareer Planning
HUMAN RESOURCES MANAGEMENT IS ALL ABOUT:
GROUP EFFICIENCY
INDIVIDUAL PERFORMANCE INDIVIDUALEFFECTIVENESS
INDIVIDUAL EFFICIENCY
Doing things the right way Doing the rightthings
Individual Performance – Outputs of a Individual Performance – Outputs of a high quality and quantityhigh quality and quantity
Doing things the right way: Executing a task correctly Doing more than the
standard Rendering outputs of high
quality and quantity Restricting wastage and
interruptions
Doing the right things: Involvement in goals
set for work groups and organisation
Positive attitude High morale Innovation
HR Predictions for 2008: HR Predictions for 2008: Definition of jobsDefinition of jobs
Organisations will not pay for the value of the job but for the value of the person
Versatility will be a key factor in determining employee value
Compensation systems will be linked to business outcomes
All jobs will require higher levels of computer skills
Positions will be organised in teams focused on a task
Positions will be defined by competencies needed to be performed (Grobler et al, 2006)
HRM Issues and Challenges HRM Issues and Challenges Worker productivityQuality improvementDownsizing, delayering, decruitingChanging workforceGlobalisationImpact of legislationQuality of working life (QWL)Technology and trainingHIV Aids
Human Resource StrategyHuman Resource StrategyA strategic approach to HRM:
recognises impact of external environmentrecognises impact of competitionrecognises impact of labour market dynamicsa long range focus (3 – 5 years)focuses on choice and decision-makingconsiders all personnelis integrated with overall corporate strategy
Strategic Human Resource Strategic Human Resource ManagementManagement
Strategic Human Resource Management– The process by which managers design the components
of a human resource system to be consistent with each other, with other elements of organizational structure, and with the organization’s strategy and goals.
– The objective of strategic HRM is the development of an HRM system that enhances the organization’s efficiency, quality, innovation, and responsiveness to customers.
Human Resource PlanningHuman Resource PlanningHRP as part of strategic organisational
planningThe impact of good HRPSteps in the planning process
Forecasting demand
Estimating supply – skills inventories
Components Components of a Human of a Human Resource Resource
Management Management SystemSystem
Recruitment and SelectionRecruitment and SelectionFactors that influence recruitmentRecruitment sourcesRecruitment methodsLegal considerationsFactors that influence the selection decisionSelection ProcessEmployment testsChecks
The Recruitment and Selection The Recruitment and Selection SystemSystem
Training and DevelopmentTraining and DevelopmentTrainingDevelopmentStrategic Training Approaches:
Traditional training vs Virtual Training
3 principles of VT:
Employees are responsible for their growth
Most powerful learning takes place on the job
Improved performance hinges on the relationship between manager and employee
Performance ManagementPerformance ManagementPurpose of Performance ManagementPerformance EvaluationLegal considerationsPerformance management and QA:
“if the system itself prevents good work, individuals will not be able to improve their performance, even if they want to” (Deming)
CompensationCompensationWhy compensation?Factors influencing compensationElements of total compensationJob hierarchies – evaluation systemsTenets of dynamic compensation:
Pay is a people issuePay is a communication toolPay must support vision, values, strategiesPay must be aligned to a work cultureNo single pay strategy is right for everyone
Employee BenefitsEmployee Benefits
Types of benefits – mandatory
voluntaryBenefit planning
Employee RelationsEmployee Relations
Addresses the employer-employee relationship
Three parties in this relationship-
directly – employee and employer
indirectly – the stateRights of workersRights of management
Career PlanningCareer Planning
By the individual:
An individual sets career goals and identifies the means to achieve them
By the organisation: (HR Planning)
Recruitment and Selection
Grooming people for posts
Career Development
AssignmentAssignment
Case Study5 questions
Examination QuestionsExamination Questions HRM professional will need to focus on the
creation of value for the organisation.
With reference to this, discuss the current issues and challenges facing Human Resource Managers in contemporary business organisations.
Critically discuss the factors influencing
human resource recruitment and selection policies within an organisation.
Examination QuestionsExamination Questions
Instructional Systems Design (ISD) is the basis for the most commonly used training and development process used within organisations.
Discuss the five phases of a training process based on ISD.
Examination QuestionsExamination Questions Discuss compensation as a human resource
practice under the following headings:4.1 The nature of compensation (5)4.2 Factors influencing the determination of
compensation (14)4.3 Job-based compensation structures (6)
Critically discuss the following statement:“Performance appraisal is the human resource function most often criticised and whose systems carry the greatest risk of either failing, falling into disuse or degenerating towards a meaningless, paperwork exercise.”
Examination QuestionsExamination Questions
Define the concept “employment relations” (4)
Describe the parties involved in employment relations and their roles, rights and duties (12)
Discuss the approaches to employment relations (9)