HRM30105 PEOPLE & ORGANISATION

Lecture 7 & 8: Managing

Human Resources

Chapter 7 Managing
Human Resources

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Learning Outcomes
Describe the key components of the
human resource management process and
the important influences on that process.
Discuss the tasks associated with
identifying and selecting competent
employees.
Explain how employees are provided with
needed skills and knowledge.
Describe strategies for retaining
competent, high-performing employees.

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 Describe the key
7.1 components of the
human resource
management process
and the important
influences on that
process.

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Human Resource
Management
Human Resource Management
(HRM) is a key function in
organisations where policies
are designed to organise work
and maximise employee
performance to achieve
organisational goals

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Human Resource
Management

Importance of HRM:

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HRM Process
HRM process represents eight activities/steps,
that if properly executed, will staff an
organization with competent, high-performing
employees.

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 7.2 Discuss tasks
associated with
identifying and
selecting competent
employees.

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Identifying and Selecting
Employees
Activities involved in HRM Process:
1. employment planning (or human
resource palnning)
2. recruitment and downsizing
3. selection

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1. Employment Planning
(or human resource
Employment planning is the process by which
planning)
managers ensure that they have the right number
and kinds of people in the right places at the right
times, people who are capable of effectively and
efficiently completing those tasks that will help
the organization achieve its overall goals.
This process translates the organizations mission
and goals into an HR plan that allows the
organization to achieve those goals by:
1. Assessing current and future human resource
needs, and
2. Developing a plan to meet those needs

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Lets say there is
shortage of workers
Organisations need to recruit/hire
more employees
How do the organisations know who
to hire?
Job analysis will provide the
necessary information

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Conducting Employee
Assessments
Job analysis, a process in which workflows
are analyzed and the skills and behaviors
necessary to perform jobs are identified.
The job analysis helps determine the kinds of
skills, knowledge, and attitudes needed to
successfully perform each job.
This information is then used to develop or
revise job descriptions and job specifications.

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 Conducting Employee

Assessments
A job description is a written statement that
describes what a job holder does, how its done,
and why its done. It typically includes job content,
job environment, and conditions of employment.

The job specification states the minimum

qualifications that a person must possess to
perform a given job successfully. It identifies the
knowledge, skills, and attitudes needed to do the
job effectively.

The job description and job specification are

important documents as managers begin
recruiting and selecting.

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2. Recruitment and
Downsizing
Recruitment -
___________________________________________
___________________________________________

Downsizing -
___________________________________________

How to recruit?
See recruitment sources
How to downsize?
See downsizing options
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Recruiting employees 8
sources

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Recruiting employees

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3. Selection
Selection: screening job applicants to ensure
that the most appropriate candidates are
hired
Some selection tools used:
1. ___________________

2. ___________________

3. ___________________

4. ___________________
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 7.3 Explain how
employees are
provided with the
needed skills and
knowledge.

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Providing employees with
up-to-date skills and
knowledge
Activities involved in HRM Process:
4. Orientation
5. Training

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4. Orientation
An orientation process
___________________________________________

The major goals are to:

Reduce the initial anxiety all new employees
feel as they begin a new job
Familiarize new employees with the job, the
work unit, and the organization as a whole,
and
Facilitate the outsiderinsider transition.
3 forms of orientation
Job orientation
Work unit orientation
Organization orientation
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5. Training
Employee training is a learning
experience that seeks a relatively
permanent change in employees by
improving their ability to perform on the
job.

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Employee Training
Methods

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 7.4 Describe strategies
for retaining
competent, high-
performing
employees.

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Retaining Competent,
High-Performing
Employees
Activities involved in HRM Process:

6. Performance Management
7. Compensation and Benefits
8. Career Development

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6. Performance
Management
A performance management system
establishes performance standards that
are used to evaluate employee
performance.

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7. Compensating
Employees
The goal of compensation
administration is to design a cost-
effective pay structure that attempts to
ensure that pay levels will be perceived as
fair by all employees.

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8. Career Development
Career development forces
management to adopt a long-term
perspective on its human resources

Effective career development

programme
To ensure that needed talent will be available
and that minorities and women get
opportunities for growth and development
It also improves the organisations ability to
attract and retain highly talented people.
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