Notes on Human Resource prepared by Medical Laboratory Students at DECCA College of Health and Allied Science located at Dodoma Municipal 2022.

2. S/N NAME REG. NUMBER REMARKS
01. ERNEST PETER SAGO DECCA06/S22/02/0004 FULL PARTICIPATED
02. JOSEPH LUPUMKO MAGEHEMA DECCA/18/02/826 FULL PARTICIPATED
03. KHADIJA ABDALLAH DECCA/S20/02/0057 FULL PARTICIPATED
04. DEOGRATIUS MLOYAAA DECCA/S20/02/0056 FULL PARTICIPATED
05. IDDY O LIGUO DECCA/S20/02/0030 FULL PARTICIPATED

3. HUMAN RESOURCE
MANAGEMENT

4. Learning objectives
• Describe the concept of human resource
management.
• Describe key functions of human resource
management(recruitment and selection, training
and development, compensation, performance
appraisal, maintenance/retention, industrial/labor
relation and separation.
• Describe the concept of grievance handling.
• Describe the concept of conflict management.

5. Concept of human resource
management
Resource-something that can be used to make
profit.
Human resource-the department within a
business that is responsible for all things worker
related. This include recruiting, selecting, hiring,
and firing employees.
Human resource management-Is the function
within an organization focused on employing
people, develop their resource in tune with the
job and organizational requirements

6. Key functions of human resource
management
The following are the functions of human
resource management;
Recruitment and Selection
Training and Development
Compensation
Performance appraisal
Maintenance/retention
Industrial/ Labor relations
Separation

7. RECRUITMENT AND
SELECTION
RECRUITMENT-Refers to the process of the
searching for prospective employees and
stimulating them to apply for job in an
organization.
RECRUITMENT PROCESS
Stage 1;Define requirement
-Job description
-Job specification

8. CONT…
Stage 2;Attract to potential employee
-Job advertising
Stage 3;Selecting right employee
-Job Interview
-Ability tests

9. TYPES OF RECRUITMENT
i)External recruitment-Manager/Employer look
outside the organization for people who have not
yet worked in the organization.
External recruitment is difficult since many new
jobs have specific skill needs.

10. CONT…
ii)Internal recruitment
Position filled with people within the
organization. The internal recruitment has
several benefit;
-Workers know the organization, so they be
familiar with organization’s culture.
-manager likely already know the candidates.
-Internal advancement can motivate employee

11. SELECTION
Is the process of picking individuals who have
relevant qualifications to fill jobs in an
organization.
The basic purpose is to choose the individual who
can most successfully perform the job from the
collection of qualified candidates

12. SELECTION STEPS
i)Reception-create favorable impression from
stage of reception
ii)Screening Interview-Preliminary interview
allow only eligible candidates to go through
further stages
iii)Application Blank- brief history sheet of
employees background
iv)Selection Tests-These involves look out for
intelligence, Personality, Achievements, Integrity
of the employee/candidate.

13. v)Selection Interview- oral examination
vi)Medical Examination- reveals Physical fitness
vii)Reference checks-personnel department
check applicants previous job performance
through references given.
viii)Hiring Decision- final decision whether to
select or reject a candidate.
CONT…

14. COMPENSATON
Is a systematic approach to providing monetary
value to employees in exchange for work
performed. Compensation may achieve several
purposes assisting in recruitment, job
performance and job satisfaction.

15. USES OF COMPENSATION
Recruit and retain qualified employees.
Increase/maintain morale/satisfaction.
Reward and encourage peak performance.
Achieve internal and external equity.
Reduce turnover and modify organization loyalty.

16. PERFORMANCE APPRAISAL
Is a process for evaluating and documenting how
well an employee is carrying out his or her job.
Employees should have a periodic formal
appraisal of their overall performance.
Performance appraisal can affect an employee’s
morale, motivation and self-esteem, and should
be conducted equitably for all employees.

17. MAINTENANCE/RETENTION
Defined as an organization's ability to prevent
employee turnover, or the number of people
who leave their job in a certain period, either
voluntarily or involuntarily.

18. Benefits of maintenance Retention
• Cost Reduction
• Recruitment and training efficiency
• Increased productivity
• Improved employee morale
• Experienced employees

19. INDUSTRIAL/LABOR RELATIONS
Industrial/Labor relations are relationships
between employees and employers with
interaction to government within the
organizational settings

20. Benefits of industrial/labor relations
• To promote the growth of an industrial
democracy based on labor partnership in the
sharing of profits and of managerial decision.
• To eliminate all number of strikes ,lockouts and
gheraos by providing reasonable wages and
working conditions.
• To avoid industrial conflict and develop
harmonious relations which are essential factor
for productivity.

21. SEPARATION
Is a situation when the service agreement of an
employee with her/his organization comes to an
end and employee leaves the organization.
Types of separation
1. Voluntarily
2. Involuntarily

22. Cont…
1.Voluntarily separation
• Quit/Resign
• Retirement
2.Involuntarily separation
• Dismissal/discharge
• Layoffs
• Retrenchment
• Rightsizing

23. Grievance Handling
Grievance-is a formal complaint raised by an
employee against a fellow employee, manager or
even against the employer.
Grievance handling-is the management of
employee dissatisfaction or complaints(e.g.
favoutism, workplace harassment or wage cuts)

24. STEPS IN GRIEVANCE HANDLING

25. Conflict Management
Conflict-a process that begins when one party
perceives that another party has negatively
affected or about to affect something that the
first party cares about.
Conflict management-the opportunity to
improve situations and strengthen relationships.

26. Ways of managing conflict
• Avoidance
• Competition
• Accommodation
• Compromise
• Collaboration

27. Cont.…..
Avoidance
This is a lose/lose situation. Neither party takes
action to address the issues involved in the the
conflict, meaning it will remain unsolved.This
approach is used
• If all concerned feel that the issue is a minor
one and will be resolved in time without any
fuss.
• When the parties need a chance to cool down
and spend time apart.

28. CONT
Accommodation
This is a lose/win situation. The accommodation
approach is used when one party is willing to
forfeit their position. It used when;
• One party wishes to indicate the degree of
fairness.
• People wish to encourage others to express
their own opinion.

29. CONT
Compromise
This is win/lose-win/lose situation.i.e everyone
involved gains and loses through negotiation and
flexibility. Each will win some of what they desire
while at the time giving something up. It used the
best to achieve an agreement when all parties
have equal power.

30. CONT
Collaboration
This is win/win situation. It is the most effective
but most difficult way of managing differences.It
requires trust and commitment from all sides to
reach a resolution by getting to the heart of
problem.

31. CONT
Competition
This is a win/lose situation. One party attempts
to win the conflict through domination and
power. This method is used;
• When other methods have been tried and
failed
• In emergency situation when quick, immediate
and decisive action is called for.