Human resource management

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Human resource management

  1. 1. Human Resource Management Najibullah Safi, MD, MSc. HPM NPO/PHC, WHO - Afghanistan
  2. 2. Objectives • By the end of the session participants will be able to: – Describe Human resource planning and functions
  3. 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. 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. 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. 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. 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. 8. Man power planning cont. Employees categories Existing employees New employees Potential employees Leavers
  9. 9. Man power planning cont. Existing employees • Performance appraisal • Productivity • Deployment • Equal opportunities • Education and training • Remuneration • Promotion and career development
  10. 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. 11. Man power planning cont. Potential employees • Recruitment – source and methods • Public relations • Remuneration levels • Employees benefits
  12. 12. Man power planning cont. Leavers • Dismissal for inadequate performance, etc. • Retirement • Redundancy procedure • Employee turnover
  13. 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. 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. 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. 16. Type of recruitment cont. • External recruitment – Sources • • • • • Universities Employment agencies Advertisement Consultants Website – Advantages – Disadvantages
  17. 17. Recruitment process • • • • • • Job analysis Job descriptions Employee specification Attracting suitable applicants Employment application forms Required documents e.g. degree, recommendation letter, references …
  18. 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. 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. 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. 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. 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. 23. Motivation Self actualization needs Esteems needs Social needs Safety and security needs Physiological needs
  24. 24. Motivation strategies Empowering employees Providing an effective reward system Redesigning jobs (job enlargement, rotation, enrichment) Creating flexibility
  25. 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. 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. 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. 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. 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. 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. 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. 32. System of remuneration • • • • • • Time rates Piece work rates Bonus Incentives Commission Allowances
  33. 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

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