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Human resource management

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  • 1. Human Resource Management Najibullah Safi, MD, MSc. HPM NPO/PHC, WHO - Afghanistan
  • 2. Objectives • By the end of the session participants will be able to: – Describe Human resource planning and functions
  • 3. Introduction • Meaning of human resources – HR of an organization is composed of all the efforts, skills or capabilities of all the people who work for the organization • Organization culture – Internal factors – External factors
  • 4. Introduction cont. Purpose and Goals External Environment Organizatio n Policies e.g. Customers, Competitors … Rules and Procedures Organization Culture Communic ation channels Organization Structure Employees skills and attitude Decision Making mechanism Use of technology
  • 5. Human resources functions/activities HR Planning Implementing safety policy Recruitment & selection Motivating HR Functions Implementing disciplinary procedures Induction of new employees Training & development Remuneration & benefits Performance appraisal
  • 6. Strategic aspects of HRM • Innovation – More effective and efficient HR system • Long term planning – Meet objectives and goals of the organization • Advisory function – Assist managers of departments in the implementation of HR policies
  • 7. Man power planning • Forecasting and estimating the future demand – Recruitment and training of adequate and suitable employees – Retention of employees – Effective utilization of entire workforce – Improvement of employee performance – Release of employees, if necessary
  • 8. Man power planning cont. Employees categories Existing employees New employees Potential employees Leavers
  • 9. Man power planning cont. Existing employees • Performance appraisal • Productivity • Deployment • Equal opportunities • Education and training • Remuneration • Promotion and career development
  • 10. Man power planning cont. New employees • Recruitment – source and methods • Selection procedure • Terms of employments • Induction • On the job training and additional training
  • 11. Man power planning cont. Potential employees • Recruitment – source and methods • Public relations • Remuneration levels • Employees benefits
  • 12. Man power planning cont. Leavers • Dismissal for inadequate performance, etc. • Retirement • Redundancy procedure • Employee turnover
  • 13. Factors affect man power planning The economy of the country Global economic trends Trade union activities Immigration policy Development of technology Products rang e and consumer demand Political trends and government regulations Population trends Management structures and policies
  • 14. Recruitment • The first step in the process of filling of a vacancy • 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 is through advertising in newspapers, magazines, trade papers and internal vacancy lists
  • 15. Type of recruitment • Internal recruitment – Advantages • Promotion and greater satisfaction • Shorter process • Employees’ better knowledge about the organization – Disadvantages • Lose of opportunity to get new employees/ideas • Feeling of jealousy – other employees
  • 16. Type of recruitment cont. • External recruitment – Sources • • • • • Universities Employment agencies Advertisement Consultants Website – Advantages – Disadvantages
  • 17. Recruitment process • • • • • • Job analysis Job descriptions Employee specification Attracting suitable applicants Employment application forms Required documents e.g. degree, recommendation letter, references …
  • 18. Selection • The process of assessing candidates and appointing a post holder • Short listing • Employment interviews • Selection test – Work, aptitude, intelligent and personality tests • Appointment • Dealing with unsuccessful candidates • Probationary period
  • 19. Induction • Components of an induction program – – – – – – Introduction to the business Layout of buildings Terms and condition of employment Relevant personnel policies Business rules and procedures Arrangement for employee involvement and communication – Welfare and benefits and facilities
  • 20. Training and development • Training need assessment • Benefits of the training – To the employees – To the organization • Types of training programs – Job training – Refresher training – Promotional training
  • 21. Training and development methods • On the job methods – – – – – Specific job training Apprenticeship training Coaching and under study program Job rotation Special projects and taskforces • Off the job methods – Special courses and lectures, conferences, case studies, simulation and role playing
  • 22. Characteristics of a good training program • • • • • • Determination of training needs Relevance to job requirements Allowance for individual differences Result oriented Suitable incentives Management support
  • 23. Motivation Self actualization needs Esteems needs Social needs Safety and security needs Physiological needs
  • 24. Motivation strategies Empowering employees Providing an effective reward system Redesigning jobs (job enlargement, rotation, enrichment) Creating flexibility
  • 25. Health, safety, security and welfare • HR department responsibilities – Assist management to deal adequately with: • • • • • • • Prevention of accidents Creating safety consciousness Making people safe Making the work environment safe Machinery and equipment handling Safety committees Fire prevention and fire fighting
  • 26. Health, safety, security and welfare cont. • Medical facilities – Pre engagement exams – Medical checks – Medical centers • Employee welfare – Canteen facilities – Vehicle parking – Sport facilities – Workers’ committee
  • 27. Performance appraisal Establish performance standards Communicate performance expectation the employees Measure actual performance Compare actual performance with standards Discuss the appraisal with the employee Initiate corrective action, if required
  • 28. Performance appraisal methods Traditional methods - Ranking - Grading - Check list - Comparison - Group appraisal - Field review Modern methods - Assessment center - Appraisal by results or by objectives - Human asset accounting methods
  • 29. 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
  • 30. Employment legislation • Increasingly important aspect of the HRM role • Wide range of areas for attention • Adds to the cost of the business 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
  • 31. Remuneration • Remuneration policy might be affected by: - Strength of the trade union or staff association Economic climate of the country Availability of labor in a particular area Government policies
  • 32. System of remuneration • • • • • • Time rates Piece work rates Bonus Incentives Commission Allowances
  • 33. System of remuneration cont. • Standard employment benefits – Annual paid holidays – Sickness pay – Fringe benefits • • • • • • • Vehicle Accommodation Salary advance Loans Flexible working hours Insurance Working from home or other location