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Overview of

Human Resource Management

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Human Resources Management

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Recruitment

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Recruitment

• The process by which a job vacancy is identified and potential employees are notified.

• The nature of the recruitment process is regulated and subject to employment law.

• Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.

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Recruitment

• Job description – outline of the role of the job holder

• Person specification – outline of the skills and qualities required of the post holder

• Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)

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Selection

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Selection

• The process of assessing candidates and appointing a post holder

• Applicants short listed – most suitable candidates selected

• Selection process – varies according to organisation:

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Selection

• Interview – most common method• Psychometric testing – assessing the

personality of the applicants – will they fit in?

• Aptitude testing – assessing the skills of applicants

• In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer

• Presentation – looking for different skills as well as the ideas of the candidate

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Employment Legislation

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Employment Legislation

• Increasingly important aspect of the HRM role

• Wide range of areas for attention

Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.

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Discrimination

• Crucial aspects of employment legislation:– Race– Gender– Disability

Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.

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Discipline

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Discipline

• Firms cannot just ‘sack’ workers• Wide range of procedures and steps

in dealing with workplace conflict– Informal meetings– Formal meetings– Verbal warnings– Written warnings– Grievance procedures– Working with external agencies

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Development

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Development

• Developing the employee can be regarded as investing in a valuable asset– A source of motivation– A source of helping the

employee fulfil potential

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Training

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Training

• Similar to development:– Provides new skills for the

employee– Keeps the employee up to date

with changes in the field– Aims to improve efficiency– Can be external or ‘in-house’

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Rewards Systems

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Rewards Systems

• The system of pay and benefits used by the firm to reward workers

• Money not the only method• Fringe benefits• Flexibility at work• Holidays, etc.

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Trade Unions

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Trade Unions

• Importance of building relationships with employee representatives

• Role of Trade Unions has changed• Importance of consultation

and negotiation and working with trade unions

• Contributes to smooth change management and leadership

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Productivity

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Productivity

• Measuring performance:• How to value the workers contribution• Difficulty in measuring some types of output

– especially in the service industry• Appraisal

– Meant to be non-judgmental– Involves the worker and a nominated appraiser– Agreeing strengths, weaknesses and ways

forward to help both employee and organisation

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Motivation

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Extrinsic (or External) Motivation

• Causes people to do something for a reward or to avoid a penalty

– For example, a professional athlete might enjoy the sport, but he/she chooses to play for a particular team because it pays more money or has more prestige.

• People are usually attracted to a job for extrinsic reasons (good pay, good

benefits, good working conditions) • Paying people more money (extrinsic

motivation) does not make them work harder. (But it might keep them from leaving and it might attract new employees).

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Intrinsic (or Inner) Motivation

• causes people to participate in an activity for their own enjoyment.– For example, kids play sports

because it is fun and they like being with their friends.

• People usually stay with a job for intrinsic reasons (they like the people they work with, they find the job challenging, people praise them for the job they do)

• Intrinsic motivation is what builds loyalty and dedication in your employees

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Herzberg’s Motivational andHygiene Factors

• Motivational factors: achievement, recognition, the work itself, responsibility, advancement, and growth, which produce job satisfaction

• Hygiene factors: cause dissatisfaction if not present, but do not motivate workers to do more; examples include larger salaries, more supervision, and a more attractive work environment

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