INTRODUCTION TO PERSONNEL AND HUMAN RESOURCE MANAGEMENT.

INTRODUCTION TO PERSONNEL AND HUMAN RESOURCE MANAGEMENT

WHAT IS HUMAN RESOURCE MANAGEMENT

HRM is the management function concerned with making sure that the human component of the organization is able to achieve the goals assigned to it.

CENTRAL FUNCTIONS OF HUMAN RESOURCE

MANAGEMENT1. STAFFING- refers to the function which

locates competent employees and getting them to work for the organization. The major activities of staffing consists:

a. Strategic human resource planningb. Recruitmentc. Selection


MANAGEMENT2. TRAINING AND DEVELOPMENT-

Training- may be defined as a process concerned with establishing what type of training is required and who should receive it.

Development- is concerned with improving the intellectual or emotional abilities of an employee for the purpose of doing better job.


MANAGEMENT3. MOTIVATION- refers to the process of

activating behavior, sustaining it, and directing it towards a particular goal. The major activities include:

a. Motivation and job designb. Performance evaluationc. Rewards and compensationd. Employee benefits


MANAGEMENT4. MAINTENANCE- the function of HRM

that insures employee retention and the motivation for more better productivity. The functions of maintenance are:

a. Safetyb. Healthc. Communication programs

Objectives of HRM1. To help the organization reach its goals2. To employ the skills and abilities of the

workforce efficiently3. To provide the organization with well trained

and well motivated employees4. To increase to the fullest the employee’s job

satisfaction and self-actualization5. To develop and maintain a quality of work life6. To communicate HR policies to all employees7. To help maintain ethical policies and behavior

Applications of Information Technology (IT) in HR

1. Use of job boards and other similar web-based recruitment

- Includes resume submission, quick interactive screenings, online testing and experience profiling. Applicants get instant feedback on the status of their employment applications.

2. E-Selection- Technology that helps organizations more

efficiently manage the process of identifying the best candidates.


3. Employment Kiosk- Provides updates on employee status and other pertinent information initiated and made by employees themselves. Employees can enter changes in their address, marital status, phone numbers and others.

4. E- Learning- The whole concept of HR training has changed due to the rise of technology enabled webdinars.


5. Electronic Performance Support System (EPSS)- Provides online coaching and mentoring services. It also enables managers to communicated and establish key result areas, objectives and required competencies for employees.

6. Salary and payroll administration- this ensures timely release of salaries, wages, bonuses and other similar compensation


7. Growth of social networking sites like Facebook and Twitter- employees now use the sites to work collaboratively, and share opinion and project progress.

8. Use of Email9. Use of IT to foster customer involvement10. Telecommuting/Teleworking-virtual

office

Human Resource Information System (HRIS)

It is a database system that keeps important information about employees in a central accessible location. It merges HRM as a discipline and, in particular, its basic HR activities and processes with the IT field.

Purpose of HRIS1. To improve the efficiency with which data on

employees and HR activities are compiled.2. To provide HR information more rapidly and

more easily to be used in management’s decision making

Benefits of Human Resource Information System (HRIS)

1. Salary and Payroll Administration2. HR Training3. Self Service Benefits Transactions

INTRODUCTION TO PERSONNEL AND HUMAN RESOURCE MANAGEMENT.

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