Uploaded on

 

More in: Education
  • Full Name Full Name Comment goes here.
    Are you sure you want to
    Your message goes here
    Be the first to comment
    Be the first to like this
No Downloads

Views

Total Views
365
On Slideshare
0
From Embeds
0
Number of Embeds
0

Actions

Shares
Downloads
2
Comments
0
Likes
0

Embeds 0

No embeds

Report content

Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
    No notes for slide

Transcript

  • 1. Human Resource Management
  • 2. Human Resources Management
  • 3. Recruitment
  • 4. 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.
  • 5. 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)
  • 6. Selection
  • 7. Selection
    • The process of assessing candidates and appointing a post holder
    • Applicants short listed – most suitable candidates selected
    • Selection process – varies according to organisation:
  • 8. 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
  • 9. Employment Legislation
  • 10. Employment Legislation
    • Increasingly important aspect of the HRM role
    • Wide range of areas for attention
    • Adds to the cost of the business
    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.
  • 11. 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. Copyright: Mela, http://www.sxc.hu
  • 12. Discipline
  • 13. 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
  • 14. Development
  • 15. 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
  • 16. Training
  • 17. 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’
  • 18. Rewards Systems
  • 19. 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.
  • 20. Trade Unions
  • 21. 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
  • 22. Productivity
  • 23. 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