Human Resource Management          By:Monika
Human Resources Management
Recruitment
Recruitment The process by which a job vacancy  is identified and potential employees are notified. The nature of the re...
 Job description – outline of the role  of the job holder Person specification – outline  of the skills and qualities re...
Selection
 The process of assessing candidates and  appointing a post holder Applicants short listed –  most suitable candidates s...
 Interview – most common method Psychometric testing – assessing the personality  of the applicants – will they fit in?...
Employment Legislation
Employment Legislation Increasingly important aspect of the HRM role Wide range  of areas for attention Adds to the cos...
Discrimination Crucial aspects of employment legislation:   Race   Gender   Disability
Discipline
Discipline Firms cannot just ‘sack’ workers Wide range of procedures and steps in dealing with workplace conflict   Inf...
Development
Development Developing the employee can be regarded as investing in a valuable asset  A source of motivation  A source ...
Training
Training Similar to development:   Provides new skills for the employee   Keeps the employee up to date    with changes...
Hrm By Monika
Hrm By Monika
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Hrm By Monika

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human resource management in the organisation

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Hrm By Monika

  1. 1. Human Resource Management By:Monika
  2. 2. Human Resources Management
  3. 3. Recruitment
  4. 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. 5.  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. 6. Selection
  7. 7.  The process of assessing candidates and appointing a post holder Applicants short listed – most suitable candidates selected Selection process – varies according to organisation:
  8. 8.  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. 9. Employment Legislation
  10. 10. Employment Legislation Increasingly important aspect of the HRM role Wide range of areas for attention Adds to the cost of the business
  11. 11. Discrimination Crucial aspects of employment legislation:  Race  Gender  Disability
  12. 12. Discipline
  13. 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. 14. Development
  15. 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. 16. Training
  17. 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’
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