Hrp

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Hrp

  1. 1. http://www.bized.co.uk Copyright 2007 – Biz/ed Human Resource Management
  2. 2. http://www.bized.co.uk Copyright 2007 – Biz/ed Human Resources Management
  3. 3. http://www.bized.co.uk Copyright 2007 – Biz/ed Recruitment
  4. 4. http://www.bized.co.uk Copyright 2007 – Biz/ed 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Recruitment • 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Selection
  7. 7. http://www.bized.co.uk Copyright 2007 – Biz/ed Selection • 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Selection • 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Employment Legislation
  10. 10. http://www.bized.co.uk Copyright 2007 – Biz/ed Employment Legislation • Increasingly important aspect of the HRM role • Wide range of areas for attention • Adds to the cost of the businessEven 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Discrimination • Crucial aspects of employment legislation: – Race – Gender – Disability 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Discipline
  13. 13. http://www.bized.co.uk Copyright 2007 – Biz/ed 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Development
  15. 15. http://www.bized.co.uk Copyright 2007 – Biz/ed 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. http://www.bized.co.uk Copyright 2007 – Biz/ed Training
  17. 17. http://www.bized.co.uk Copyright 2007 – Biz/ed 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’
  18. 18. http://www.bized.co.uk Copyright 2007 – Biz/ed Rewards Systems
  19. 19. http://www.bized.co.uk Copyright 2007 – Biz/ed Rewards Systems • The system of pay and benefits used by the firm to reward workers • Money not the only method • Fringe benefits • Flexibility at work • Holidays, etc.
  20. 20. http://www.bized.co.uk Copyright 2007 – Biz/ed Trade Unions
  21. 21. http://www.bized.co.uk Copyright 2007 – Biz/ed Trade Unions • Importance of building relationships with employee representatives • Role of Trade Unions has changed • Importance of consultation and negotiation and working with trade unions • Contributes to smooth change management and leadership
  22. 22. http://www.bized.co.uk Copyright 2007 – Biz/ed Productivity
  23. 23. http://www.bized.co.uk Copyright 2007 – Biz/ed Productivity • Measuring performance: • How to value the workers contribution • Difficulty in measuring some types of output – especially in the service industry • Appraisal – Meant to be non-judgmental – Involves the worker and a nominated appraiser – Agreeing strengths, weaknesses and ways forward to help both employee and organisation

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