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Learning outcomes
At the end of the session you should be able to: Understand what is human resource management and its evolution Identify major areas / functions in HRM.
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Introduction
Organizational resources
Physical resources Financial resources Marketing capability Human resources
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Defining HRM
The process of acquiring, training, appraising, and compensating employees and of attending to their labor relations, health and safety, and fairness concerns
Gary Dessler
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Evolution of HRM
Personnel management 1950 Human resources management 1960 Strategic human resource management 1970 HR influenced by Japanese management 1980 HR influenced by IT 1990 HR linked to artificial intelligence and expert systems 2000
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Major areas
Planning for organizations, jobs and people Acquiring human resources Building individual and organizational performance Rewarding employees Maintaining human resources International human resources management
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Recruit candidates
Select employees
Train employees
Appraise employees
Reward employees
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1. HR planning
Concerned with the flow of people
Into the organization Through the organization Out of the organization
HR planning process
Gathering pertinent information
Internal factors External factors
Reflective learning
PDCA cycle
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Shortage of HR
Hire new people Outsourcing Automation Enhance the job role of existing employees Re-employment of retired staff Subcontracting
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Surplus of HR
Freezing of hiring Voluntary retirement/retrenchment scheme (VRS) Layoffs Absorb excess HR to booming areas in the organization
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Job analysis
The procedure for determining the duties and skill requirements of a job and the kind of a person who should be hired for it
Job description: a list of what the job entails Job specification: what kind of a person to hire
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Job description
Job profile Includes
Job title Department or section Duties and responsibilities Reporting relationships
Supervisors Subordinates
Job specification
Competency profile & Personality profile Includes
Formal education Work experience Traits / characteristics
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2. Employee resourcing
Also known as staffing / hiring Key aspects
Recruitment Selection Hiring Induction
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Recruitment
Process by which organizations locate/find and attract individuals to fill job vacancies Develop a pool of applicants Internal recruiting vs. external recruiting
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Selection
Select the best candidate for the job from the pool of applicants Selection methods
Review applications Selection tests Assessment centers Interviews Background and reference checks Physical examinations
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Hiring
All activities involving offering the job in the organization Appointment letters Some may refuse the employment Come into the agreement
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Induction
The process of receiving and welcoming new employees Aims of induction
Familiar to workplace Favourable attitudes towards organization Obtain effective output Reduce employees leaving quickly
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Development
Focus on enabling an individual to take up a future role within the organization
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Training process
Training needs analysis
Identify specific knowledge and skills the job requires and compare these with the employees knowledge and skills
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Evaluation
Assess the programs success
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4. Performance Evaluation
Performance appraisal
Evaluating an employees current and or past performance relative to his or her performance standards
Steps
Setting work standards / performance criteria Assessing the employees actual performance relative to those standards Providing feedback
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Appraisal types/objectives
Performance is satisfactory Promotable Performance is satisfactory Not promotable Performance is unsatisfactory Correctable Performance is unsatisfactory Uncorrectable
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Maintain performance
SMART objectives
Specific clear, unambiguous, understandable Measurable in terms of quantity, quality, time or money Achievable challenging but within the reach of a competent and committed person Relevant aligned to organizational objectives Time frame to be completed within an agreed time frame
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5. Reward Management
Reward
All forms of paying going to employees and arising from their employment
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Financial rewards
Wages Salaries Incentives Commissions Bonuses
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Employee benefits
Supplemental pay benefits
E.g. sick leave, sabbatical leave, maternity leave, casual leave, vacations/holidays
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6. Grievance Handling
Any genuine or imaginary feeling of dissatisfaction or injustice which an employee experiences about his job and its nature, about the management policies and procedures can result in
frustration, dissatisfaction, low productivity, lack of interest in work, absenteeism
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Sources
Improper working conditions such as strict production standards, unsafe workplace, bad relation with managers, etc. Irrational management policies such as overtime, transfers, demotions, inappropriate salary structure, etc. Violation of organizational rules and practices
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Manage
Quick action Acknowledge grievance Gathering facts Examine the causes of grievance Decision Execution and review
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Business ethics
The principles of conduct governing an individual or a group; specially, the standards you use decide what your conduct should be Ethical decisions have two aspects
Normative judgment Morality / community standards
Rights approach
The ethical action is the one that best protects and respects the moral rights of those affected
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