Introduction to Business

1. Introduction to Business
Abdulahi Abukar “ ABAJEY”

2. INTRODUCTION
The business environment dynamics
are seeing many changes as more and
more enter the workforce.
When it comes to recruiting and
keeping top talent, companies need
to understand what potential
employees value and create a
company culture that appreciates all
they have to offer.
Abdulahi Abukar “ ABAJEY”

3. HUMAN RESOURCE
MANAGEMENT (HRM)
Human Resource Management – The process of
determining human resource needs and then recruiting,
selecting, developing, motivating, evaluating,
compensating and scheduling employees to achieve
organizational goals.
•“…all actions that an organization takes to attract,
develop, and retain quality employees.”
• HRM’s role has grown because:
1. Increased recognition of employees as a valuable
resource.
2. Changes in law that rewrote old workplace practices.
Abdulahi Abukar “ ABAJEY”

4. Strategic Human
Resource Planning
Strategic HR management is defined as:
Integrating human resource management strategies and systems to
achieve the overall mission, strategies, and success of the firm
while meeting the needs of employees and other stakeholders.
In order to improve the strategic alignment of staff and other
resources, it’s essential to understand how a strategic HR planning
process works. At its most basic level, strategic human resources
planning ensures adequate staffing to meet your organization’s
operational goals, matching the right people with the right skills at
the right time.
The strategic HR planning process has four steps:
1. Assessing the current HR capacity
2. Forecasting HR requirements
3. Gap analysis
4. Developing HR strategies to support organizational strategies
Abdulahi Abukar “ ABAJEY”

5. HUMAN RESOURCE
PROCESS
HR Process is fundamentally the primary and most
essential piece of Human Resource division of any
Company.
This complete process determines the way and procedure
how the company will run.
So it is very necessary that every company must have
strong and effective process.
• Preparing a human resource inventory of employees.
• Preparing a job analysis.
• Assessing Forecast future HR demand.
• Assessing Recruit OR Select future labor supply.
• Establishing a development strategic plan
Abdulahi Abukar “ ABAJEY”

6. Job Analysis
WHAT’S a JOB ANALYSIS?
• Job Analysis is a process to identify and determine in detail the
particular job duties and requirements and the relative
importance of these duties for a given job. Job Analysis is a
process where judgments are made about data collected on a
job.
• Job Analysis -- A study of what employees who holds various job
titles do.
• Job Description -- Specifies the objectives of the job, the type
of work, the responsibilities and duties, working conditions and
relationship to other jobs.
• Job Specifications -- A summary of the minimal education and
skills needed to do a particular job.
“…identify the Job Specification and responsibilities and Job
Description that it entails, as well as the knowledge and abilities
needed to perform it”.
Abdulahi Abukar “ ABAJEY”

7. HR Supply & Demand
Forecasting
Supply > Demand
Not replace
Encourage early retirement
Layoffs
Fire
 Demand > Supply
 Hire more workers
 Extra hours
 Subcontract/outsource
 Labor-saving
initiatives
Abdulahi Abukar “ ABAJEY”

8. Recruiting
Armed with information on the number of new
employees to be hired and the types of positions to be
filled, the HR manager then develops a strategy for
recruiting potential employees.
Recruiting is the process of identifying suitable
candidates and encouraging them to apply for openings
in the organization.
The business environment dynamics are seeing many
changes as more and more enter the workforce. When it
comes to recruiting and keeping top talent, companies
need to understand what potential employees, value
and create a company culture that appreciates all they
have to offer.
The Methods will be Internal or External
Abdulahi Abukar “ ABAJEY”

9. Internal versus External Recruiting
Where do you find people who satisfy so many criteria?
Basically, you can look in two places: inside and outside your
own organization. Both options have pluses and minuses;
Hiring internally sends a positive signal to employees that they
can move addition, because an internal candidate is a known
quantity, it’s easier to predict his or her success in a new
position. Finally, it’s cheaper to recruit internally.
On the other hand, you’ll probably have to fill the promoted
employee’s position. Going outside gives you an opportunity to
bring fresh ideas and skills into the company.
In any case, it’s often the only alternative, especially if no one
inside the company has just the right combination of skills and
experiences. Entry-level jobs usually have to be filled from the
outside.
Abdulahi Abukar “ ABAJEY”

10. The following are tips and management tactics to
help employers find and keep their “A players” a
Recruiting Tactics:
1. Hire for culture fit and not just expertise
2. Build up your employer brand as a great place
to work
3. Recruit knowing what you (and the company)
want
4. Use employee networking when possible
5. During the interview process, focus on building
a relationship first before job fit
Abdulahi Abukar “ ABAJEY”

11. The Selection Process
Recruiting gets people to apply for positions, but once
you’ve received applications, you still have to select
the best candidate another complicated process.
The selection process entails gathering information on
candidates, evaluating their qualifications, and
choosing the right one. At the very least, the process
can be time-consuming particularly when you’re filling
a high-level position and often involves several
members of an organization.
Most business students don’t generally aspire to
become FBI agents, but the FBI is quite interested in
business graduates—especially if you have a major in
accounting or finance. With one of these backgrounds,
you’ll be given priority in hiring.
Abdulahi Abukar “ ABAJEY”

12. Steps in the selection
process
1.Obtaining complete application forms
2.Conducting initial and follow-up
interviews
3.Giving employment tests
4.Conducting background investigations
5.Obtaining results from physical exams
6.Establishing trial (probationary) work
periods
Abdulahi Abukar “ ABAJEY”

13. Developing Employees
Because companies can’t survive unless employees do their
jobs well, it makes economic sense to train them and
develop their skills. This type of support begins when an
individual enters the organization and continues as long as he
or she stays there.
Training and Development -- All attempts to improve
productivity by increasing an employee’ s ability to perform.
• Training focuses on short-term skills.
• Development focuses on long-term abilities.
THREE STEPS of TRAINING and DEVELOPMENT
1. Assessing organization needs and employee skills to
develop appropriate training needs.
2. Designing training activities to meet identified needs.
3. Evaluating the training’s effectiveness.
Abdulahi Abukar “ ABAJEY”

14. Motivating Employees
Motivation refers to an internally generated drive to
achieve a goal or follow a particular course of action.
Highly motivated employees focus their efforts on
achieving specific goals; those who are unmotivated don’t.
It’s the manager’s job, therefore, to motivate employees
to get them to try to do the best job they can.
But what motivates employees to do well? How does a
manager encourage employees to show up for work each
day and do a good job? Paying them helps, but many other
factors influence a person’s desire (or lack of it) to excel
in the workplace. What are these factors? Are they the
same for everybody? Do they change over time? To address
these questions, we’ll examine four of the most influential
theories of motivation: hierarchy-of-needs theory, two-
factor theory, expectancy theory, and equity theory.
Abdulahi Abukar “ ABAJEY”

15. How to Motivate your Employees
If you want to know how to motivate your employees and get positive
employee engagement, you have to make them feel passionate to go to work
every day and wanting to spend time with you and their colleagues.
Motivating your employees does not have to be a challenge anymore.
Here are 12 fantastic ways you can use to motivate your employees:
7. Create a career path
8. Be a leader worth following
9. Encourage creativity
10.Encourage team work
11.Welcome all ideas
12.Don’t let employees become
bored
1. Create a friendly work environment
2. Acknowledge employees’ achievement
3. Rewarding employees
4. Positive communication is the key
5. Encourage friendly competition
6. Have a meaningful and worthwhile
goal
Abdulahi Abukar “ ABAJEY”

16. KEY TAKEAWAYS
 The process of human resource management consists of all the
actions that an organization takes to attract, develop, and retain
quality employees.
 • To ensure that the organization is properly staffed, managers
engage in strategic human resource planning
 Managers organize information about a given job by performing a
job analysis, which they use to prepare two documents: a job
description and a job specification.
 In recruiting and hiring, managers must comply with
antidiscrimination laws enforced by the Equal Employment
Opportunity Commission (EEOC).
 Discrimination occurs when a person is treated unfairly on the
basis of a characteristic unrelated to ability, such as race, color,
religion, sex, national origin, age, or disability.
 Once a pool of suitable candidates has been identified, managers
begin the selection process, reviewing information provided by
candidates on employment applications and administering tests
to assess candidates’ skills and knowledge.
 Candidates who pass this stage may be granted an interview and,
perhaps, offered a job.
Abdulahi Abukar “ ABAJEY”

17. Abdulahi Abukar “ ABAJEY”