UNIT 01 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

Transcription

1 UNIT 01 INTRODUCTION TO HUMAN RESOURCE MANAGEMENT

2 CONTENTS 1. Define human resource (HR) and human resource management (HRM) and explain how HRM contributes to an organization s performance. 2. Identify the responsibilities of human resource departments. 3. Summarize the types of skills needed for human resource management. 4. Explain the role of supervisors in human resource management. 5. Describe typical careers in human resource management.

3 WHAT IS HUMAN RESOURCE? v Group discussion Which factors/competencies owned by an employee/manager that determine his/her performance and contribution to the organization?

4 VALUES OF HUMAN RESOURCE Recruiting & Selection Trainging & Development Technical Skills Learning and Development Ability - Open to new things - Learning ability Problem solving & Decision Making Motivation Commitment Interpersonal Skills - Teamwork skills - Leadership Skills Performance Management Compensation

5 HUMAN CAPITAL v Human Capital an organization s employees described in terms of their: o training o experience o judgment o intelligence o relationships o insight v The concept of human resource management implies that employees are resources of the employer.

6 HUMAN RESOURCE MANAGEMENT (HRM) v The policies, practices, and systems that influence employees : o behavior o attitudes o performance

7 HUMAN RESOURCE MANAGEMENT PRACTICES

8 IMPACT OF HUMAN RESOURCE MANAGEMENT

9 RESPONSIBILITIES OF HR DEPARTMENTS Function Analysis and designing of work Recruitment & Selection Training and development Performance management Compensation and benefits Employee relation Personnel policies Compliance with laws Support for strategy Responsibilities Work analysis, job design, job descriptions Recruiting; job postings; interviewing; testing; coordinating use of temporary labour Orientation; skill training; career development programs Performance measures; preparation and administration of performance appraisals discipline Wage and salary administration, incentive pay; insurance; vacation leave administration; retirement plans; profit sharing; stock plans Attitude surveys; labor relations; employee handbooks; company publications; labor law compliance; relocation and outplacement services Policy creation, policy communication; record keeping; HR information systems Policies to ensure lawful behavior; reporting; posting information; safety inspections; accessibility accommodations HR planning and forecasting; change management

10 ANALYZING AND DESIGNING JOBS JOB ANALYSIS v The process of ge,ng detailed informa4on about jobs. JOB DESIGN v The process of defining the way work will be performed and the tasks that a given job requires.

11 RECRUITING AND HIRING EMPLOYEES RECRUITMENT v The process through which the organiza4on seeks applicants for poten4al employment. SELECTION v The process by which the organiza4on ajempts to iden4fy applicants with the necessary knowledge, skills, abili4es, and other characteris4cs that will help the organiza4on achieve its goals.

12 TOP 10 QUALITIES EMPLOYERS SEEK IN JOB CANDIDATES

13 TRAINING AND DEVELOPING EMPLOYEES TRAINING v A planned effort to enable employees to learn job-related knowledge, skills, and behavior. DEVELOPMENT v The acquisi4on of knowledge, skills, and behaviors that improve an employee s ability to meet changes in job requirements and in customer demands.

14 MANAGING PERFORMANCE v Performance Management The process of ensuring that employees acnvines and outputs match the organizanon s goals. v The human resource department may be responsible for developing or obtaining quesnonnaires and other devices for measuring performance.

15 PLANNING AND ADMINISTERING PAY AND BENEFITS PLANNING PAY & BENEFITS v How much to offer in salary and wages. v How much to offer in bonuses, commissions, and other performance-related pay. v Which benefits to offer and how much of the cost will be shared by employees. ADMINISTERING PAY & BENEFITS v Systems for keeping track of employees earnings and benefits are needed. v Employees need informanon about their benefits plan. v Extensive record keeping and repornng is needed.

16 MAINTAINING POSITIVE EMPLOYEE RELATIONS v Preparing and distribunng: o employee handbooks and policies o company publica4ons and newslejers v Dealing with and responding to communicanons from employees: o ques4ons about benefits and company policy o ques4ons regarding possible discrimina4on, safety hazards, possible harassment v CollecNve bargaining and contract administranon.

17 ESTABLISHING AND ADMINISTERING PERSONNEL POLICIES v OrganizaNons depend on their HR department to help establish and communicate policies related to: o hiring o discipline o promo4ons o benefits v All aspects of HRM require careful and discreet record keeping.

18 ENSURING COMPLIANCE WITH LABOR LAWS v Government requirements include: o filing reports and displaying posters o avoiding unlawful behavior v Managers depend on HR professionals to help them keep track of these requirements. v Lawsuits that will connnue to influence HRM pracnces concern job security.

19 DISCUSSION v What skills do HR professionals need?

20 SKILLS OF HRM PROFESSIONALS

21 SUPERVISORS INVOLVEMENT IN HRM