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Human Resource Management

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Human Resource Management

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Human Resource Management

  1. 1. Human Resource Management
  2. 2. Human Resources Management
  3. 3. Recruitment
  4. 4. Recruitment <ul><li>The process by which a job vacancy is identified and potential employees are notified. </li></ul><ul><li>The nature of the recruitment process is regulated and subject to employment law. </li></ul><ul><li>Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists. </li></ul>
  5. 5. Recruitment <ul><li>Job description – outline of the role of the job holder </li></ul><ul><li>Person specification – outline of the skills and qualities required of the post holder </li></ul><ul><li>Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV) </li></ul>
  6. 6. Selection
  7. 7. Selection <ul><li>The process of assessing candidates and appointing a post holder </li></ul><ul><li>Applicants short listed – most suitable candidates selected </li></ul><ul><li>Selection process – varies according to organisation: </li></ul>
  8. 8. Selection <ul><li>Interview – most common method </li></ul><ul><li>Psychometric testing – assessing the personality of the applicants – will they fit in? </li></ul><ul><li>Aptitude testing – assessing the skills of applicants </li></ul><ul><li>In-tray exercise – activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer </li></ul><ul><li>Presentation – looking for different skills as well as the ideas of the candidate </li></ul>
  9. 9. Employment Legislation
  10. 10. Employment Legislation <ul><li>Increasingly important aspect of the HRM role </li></ul><ul><li>Wide range of areas for attention </li></ul><ul><li>Adds to the cost of the business </li></ul>Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
  11. 11. Discrimination <ul><li>Crucial aspects of employment legislation: </li></ul><ul><ul><li>Race </li></ul></ul><ul><ul><li>Gender </li></ul></ul><ul><ul><li>Disability </li></ul></ul>Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers. Copyright: Mela, http://www.sxc.hu
  12. 12. Discipline
  13. 13. Discipline <ul><li>Firms cannot just ‘sack’ workers </li></ul><ul><li>Wide range of procedures and steps in dealing with workplace conflict </li></ul><ul><ul><li>Informal meetings </li></ul></ul><ul><ul><li>Formal meetings </li></ul></ul><ul><ul><li>Verbal warnings </li></ul></ul><ul><ul><li>Written warnings </li></ul></ul><ul><ul><li>Grievance procedures </li></ul></ul><ul><ul><li>Working with external agencies </li></ul></ul>
  14. 14. Development
  15. 15. Development <ul><li>Developing the employee can be regarded as investing in a valuable asset </li></ul><ul><ul><li>A source of motivation </li></ul></ul><ul><ul><li>A source of helping the employee fulfil potential </li></ul></ul>
  16. 16. Training
  17. 17. Training <ul><li>Similar to development: </li></ul><ul><ul><li>Provides new skills for the employee </li></ul></ul><ul><ul><li>Keeps the employee up to date with changes in the field </li></ul></ul><ul><ul><li>Aims to improve efficiency </li></ul></ul><ul><ul><li>Can be external or ‘in-house’ </li></ul></ul>
  18. 18. Rewards Systems
  19. 19. Rewards Systems <ul><li>The system of pay and benefits used by the firm to reward workers </li></ul><ul><li>Money not the only method </li></ul><ul><li>Fringe benefits </li></ul><ul><li>Flexibility at work </li></ul><ul><li>Holidays, etc. </li></ul>
  20. 20. Trade Unions
  21. 21. Trade Unions <ul><li>Importance of building relationships with employee representatives </li></ul><ul><li>Role of Trade Unions has changed </li></ul><ul><li>Importance of consultation and negotiation and working with trade unions </li></ul><ul><li>Contributes to smooth change management and leadership </li></ul>
  22. 22. Productivity
  23. 23. Productivity <ul><li>Measuring performance : </li></ul><ul><li>How to value the workers contribution </li></ul><ul><li>Difficulty in measuring some types of output – especially in the service industry </li></ul><ul><li>Appraisal </li></ul><ul><ul><li>Meant to be non judgmental </li></ul></ul><ul><ul><li>Involves the worker and a nominated appraiser </li></ul></ul><ul><ul><li>Agreeing strengths, weaknesses and ways forward to help both employee and organisation </li></ul></ul>
  24. 24. Human Resources Management
  25. 25. Human Resources Management
  26. 26. Recruitment
  27. 27. Selection
  28. 28. Training
  29. 29. Development
  30. 30. Employment Legislation
  31. 31. Discrimination <ul><li>Race </li></ul><ul><li>Gender </li></ul><ul><li>Disability </li></ul>
  32. 32. Discipline
  33. 33. Rewards Systems
  34. 34. Trade Unions
  35. 35. Productivity
  36. 36. Measuring performance <ul><li>Appraisal </li></ul>

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