This power point entails breif but thorough information on Human Resources Management and its various roles and characteristics

1. Human
Resources
Management

2. Group Members
 Samantha Masters
 Travis Burke
 Christopher Wint
 Sean Rodney
 Sonya Hall
 Norda England
 Nickol Swaby
 JowayneWalters
 Kadian Lambert

3. Objectives
 Overview of the human resource management:
 Structure
 Role
 Functions
 Recruitment
 Selection Process

4. Human Resources
 Definition : Human Resources is the strategy that
resides in the knowledge, skills, and motivation of
people.

5. Human Resource
Management
 Definition : Human resource management is the
management of an organization's workforce, or human
resources.
It is responsible for the attraction, selection, training,
assessment, and rewarding of employees, while also
overseeing organizational leadership and culture and
ensuring compliance with employment.

6. Areas in HR Management
There are three key areas that comprise human resource
management in an organization :
 Structure
 Roles and Skills
 Recruitment Process

7. HRM
 In HR we deal with issues such as pre-selection,
selection, and post-selection
 Pre-selection we plan—organizations decide what
types of jobs are going to exist and what are the
qualifications.
 During the selection phase, the organization selects
the employees:
 Recruiting applicants
 Assessing their qualifications
 Selecting those most qualified

8. Organizational Structure
in HRM

9. Organizational Structure
 Functional Structure: as the name implies, employs a functional
department scheme with relatively high levels of centralization.
High levels of centralization tend to go naturally with functional
departmentation because individual needs in the structure are
so specialized that members of the unit may have a weak
conceptualization of the overall organization mission. Thus, they
tend to identify with their department and cannot always be
relied on to make decisions that are in the best interest of the
organization as a whole.
 Divisional Structure: a work-flow departmentation scheme with
relatively low levels of centralization. Units in these structures
act almost like separate, self-sufficient, semi-autonomous
organizations

10. Process for Creating an
Organization’s Structure
Identify the critical activities needed to carry out the
organization’s strategy
Understand the relationships between these activities (the
degree of interdependence)
Group the activities into organizational units
Determine the degree of authority and independence of
each of these units
Provide for coordination between the various units.

11. Roles Of Human Resources
 Executive role – in this role the HR department is viewed as the specialist in the areas
that encompass Human Resources or people management.
 Audit role – in this capacity the HR department will check other departments and the
organization as a whole to ensure all HR policies such as Health & Safety, Training, and
Staff Appraisal etc are being carried out in accordance with the company’s HR policy.
 Facilitator role – in this role, the HR department helps or facilitates other departments
to achieve the goals or standards as laid out in the HR policies of the organization. This
will involve training being delivered for issues that arise in the areas relating to people
management.
 Consultancy role – the HR department will advise managers on how to tackle specific
managing people issues professionally.
 Service role – in this capacity the HR department is an information provider to raise
awareness and inform departments and functional areas on changes in policy.

12. Function of Human Resources
 Manpower Planning- it involves the planning for the future and finding out how many
employees will be needed in the future by the business and what types of skills they
should possess.
 Job analysis and Job description- Job analysis and Job description HR Department is
also involved in designing the Job analysis and Job description for the prospective
vacancies. A job analysis is the process used to collect information about the duties,
responsibilities, necessary skills, outcomes, and work environment of a particular job.
 Determining wages and salaries- HR Department is also involved in conducting
market surveys and determining the wages and salaries for different position in an
organization. These decisions may be taken in consultation with top management and
the Finance department.
 Recruitment and Selection- One of the most important jobs HR departments is to
recruit the best people for the organization. This is of crucial importance as the success of
any organization depends on the quality of its workforce.

13.  Training and Development- HR departments constantly keep a watch over
the employees of the organisation. In order to improve efficiency level of the
employees they have to undergo regular trainings and development
programmes. All trainings and development needs are carried out by this
department. Training might include on the job or off the job training.
 Employee welfare and motivation- HR Department conducts various
employee welfare activities which might include employees get together,
annual staff parties etc. HR department also reviews organizational policies
and its impact on the motivation of the employees.

Addressing employees’ grievances- HR department is the link between the
workers and the management. Employees’ grievances related work
environment are usually entertained and resolved by the HR Department.
 Labour management relations- For the smooth operation of any
organization, it is crucial to have good labour management relations. HR
departments have to ensure that these relations are cordial. In case of any
labour-management conflict the HR Department will play a vital role in
bringing both management parties to the negotiation table and resolving the
issue.
.

14.  Labour management relations- For the smooth operation of any
organization, it is crucial to have good labour management relations.
HR departments have to ensure that these relations are cordial. In case
of any labour-management conflict the HR Department will play a vital
role in bringing both management parties to the negotiation table and
resolving the issue.
 Implementing organizational policies- HR Departments have to
coordinate with line managers and see that the organizational policies
are being implemented in a proper manner. Disciplinary action can be
initiated against employees who are not following organizational rules
and regulations. All these actions are conceived and implemented by
the HR department.
 Implementing organizational policies- HR Department has to
coordinate with line manager and see that the organizational policies
are being implemented in a proper manner. Disciplinary action can be
initiated against employees who are not following organizational rules
and regulations. All these actions are conceived and implemented by
the HR department.

15. Recruiting Process

16. Recruiting Process
 Advertising is commonly part of the recruitment
process, an can occur through several mean,
 -through newspapers,
 -through professional publication,
 -through a job center,
 -through campus interview, to name a few

17. Advantages in Recruiting process
 Motivation- internal recruitment acts on an incentive to employees to work harder and
improve their performance through learning and practice within and organization.
 Simple process of selection- internal recruitment simplifies the process of selection
and placement as the employees can be evaluated more accurately and economically and
are already known to the organization.
 Shorter training period- in the case of internal recruitment employees within sight
knowledge of the business operations will need shorter periods of training and time for
fitting in. they also don’t need induction training.
 Efficient use of human resources- through internal recruitment, and organization
may shift workforce from the surplus departments to those where there shortage of staff.
 Cheaper source- of recruitment filling of jobs internally is quicker and less expensive
than recruiting candidates from external sources

18. Disadvantages in Recruiting
Process
 Limited choice- internal recruitment the reducing of trapping a fresh talent
available in the market outside the organization.
 Stagnation of skills – the employees may become lethargic if they are sure of
time-bound promotion. This may affect their skills as well as productivity and
efficiency of an organization in the long run.
 Discourage competition- internal recruitment hampers the spirit of
competition among the employees by not giving opportunity to otherwise
competent candidates from outside the organization.
 Reduce productivity- frequent transfers of employees may often reduce the
productivity of an organization.
 Increase conflicts- internal recruitment may increase the chances of
employee discontent in an organization.

19. Selection Process
 This is to identify and checking the best person out of
number of prospective persons for a job.
 Selection Process
Job offer
Preliminary screening
Selection test
Employment interview
Reference and background checks
Selection decision
Medical examination
Contract of employment

20.  Preliminary screening- is the process of checking the
contents of the application by an organization to ensure
that the minimum eligibility contents such as experience,
necessary qualifications and skills are fulfilled by the
candidates.
 Selection test- after screening the applications, the
organization calls the eligible candidates for selection
tests. The purpose of these is to measure skills and abilities
of the candidates in terms of the job. These are different
types of screening selection test, intelligence test, aptitude
test, personality test, trade test, and interest test.
 Employment interview- very important step in the
selection process. Interview is a formed face-to-face an in-depth
conversation conducted to evaluate the applicant’s
suitability for the job.

21.  Reference and background checks- managers cannot based
their judgment on any test like balanced temperament, loyalty,
honesty, etc. hence, many employees names, addresses, and
telephone numbers of references for the purpose of verifying
information and gaining information of an applicant, teacher,
past employers, university lecturers can act as references.
 Selection decision- an organization takes the final decision
among the candidates who pass the tests, interviews and
reference checks the manager, has to make sure the pick the
right candidate, because they will be for the employee.
 Medical examination- after the selection decision, the
candidates are required to undergo a medical examination and
get certificates of medical fitness. The medical examination
indicates what the selected candidates are physically fit for the
job.

22.  Job offer- this is for candidates who are successfully through the
medical. A job offer by an organisation obtains set by which the
appointee must report on duty, details regarding salary, terms of
employment, employment bond if any etc. candidate can act or reject
the offer.
 Contract of employment- if the candidates accept the job offer,
certain documents need to be executed by the employee and the
candidates. One such document is the association form which contains
certain vital details about the candidate which are authenticated and
attested by him or her. A written contract of employment may contain
the following headings job title, duties, responsibilities, date when
continuous employment starts and the basis for calculating service,
rates of pay, allowances, hours of work, leave rules, sickness, grievance
procedure, disciplinary procedure, work rules, termination of
employment.

23.  Robinson, Gary. Introduction to Management. Carlong Publisher 1995.
 Robertson, Carlene. Human Resource Management. Carlong Publisher
1985.
 Human resource management from
http.www.humanresourcesmanagement.com.
 University of California, Riverside.(2013, June 24). Retrieved from
http://hr.ucr.edu/recruitment/guidelines/process.html
John Christian.(2010,September 5) HR Organizational structure.
Retrieved from
http://hr.toolbox.com/wiki/index.php./HR_organizational_struc
ture
Reference