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Human Resource Management<br />
Human Resources Management<br />
Recruitment<br />
Recruitment<br />The process by which a job vacancy is identified and potential employees are notified.<br />The nature of...
Recruitment<br />Job description – outline of the role of the job holder<br />Person specification – outline of the skills...
Selection<br />
Selection<br />The process of assessing candidates and appointing a post holder<br />Applicants short listed – most suitab...
Selection<br />Interview – most common method<br />Psychometric testing – assessing the personality of the applicants – wi...
Employment Legislation<br />
Employment Legislation<br />Increasingly important aspect of the HRM role<br />Wide range of areas for attention<br />Adds...
Discrimination<br />Crucial aspects of employment legislation:<br />Race<br />Gender<br />Disability<br />Disability is no...
Discipline<br />
Discipline<br />Firms cannot just ‘sack’ workers<br />Wide range of procedures and steps in dealing with workplace conflic...
Development<br />
Development<br />Developing the employee can be regarded as investing in a valuable asset<br />A source of motivation<br /...
Training<br />
Training<br />Similar to development:<br />Provides new skills for the employee<br />Keeps the employee up to date with ch...
Rewards Systems<br />
Rewards Systems<br />The system of pay and benefits used by the firm to reward workers<br />Money not the only method<br /...
Trade Unions<br />
Trade Unions<br />Importance of building relationships with employee representatives<br />Role of Trade Unions has changed...
Productivity<br />
Productivity<br />Measuring performance:<br />How to value the workers contribution<br />Difficulty in measuring some type...
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Human Resources Management

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Human Resources Management

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

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