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Human resource management
This document provides an overview of human resource management functions including: HR planning, recruitment and selection, induction, training and development, motivation, health and safety, performance appraisal, discipline, employment legislation, and remuneration. It describes the purpose of HR planning to meet organizational goals through forecasting workforce needs. Key HR functions like recruitment, selection, training and performance appraisal are summarized. Factors influencing motivation and components of an effective remuneration system are also highlighted at a high level.
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Human resource management
- 1. Human Resource Management NajibullahSafi, MD, MSc. HPM NPO/PHC, WHO - Afghanistan
- 2. Objectives • By theend of the session participants will be able to: – Describe Human resource planning and functions
- 3. Introduction • Meaning ofhuman resources – HR of an organization is composed of all the efforts, skills or capabilities of all the people who work for the organization • Organization culture – Internal factors – External factors
- 4. Introduction cont. Purpose and Goals External Environment Organizatio nPolicies e.g. Customers, Competitors … Rules and Procedures Organization Culture Communic ation channels Organization Structure Employees skills and attitude Decision Making mechanism Use of technology
- 5. Human resources functions/activities HRPlanning Implementing safety policy Recruitment & selection Motivating HR Functions Implementing disciplinary procedures Induction of new employees Training & development Remuneration & benefits Performance appraisal
- 6. Strategic aspects ofHRM • Innovation – More effective and efficient HR system • Long term planning – Meet objectives and goals of the organization • Advisory function – Assist managers of departments in the implementation of HR policies
- 7. Man power planning •Forecasting and estimating the future demand – Recruitment and training of adequate and suitable employees – Retention of employees – Effective utilization of entire workforce – Improvement of employee performance – Release of employees, if necessary
- 8. Man power planningcont. Employees categories Existing employees New employees Potential employees Leavers
- 9. Man power planningcont. Existing employees • Performance appraisal • Productivity • Deployment • Equal opportunities • Education and training • Remuneration • Promotion and career development
- 10. Man power planningcont. New employees • Recruitment – source and methods • Selection procedure • Terms of employments • Induction • On the job training and additional training
- 11. Man power planningcont. Potential employees • Recruitment – source and methods • Public relations • Remuneration levels • Employees benefits
- 12. Man power planningcont. Leavers • Dismissal for inadequate performance, etc. • Retirement • Redundancy procedure • Employee turnover
- 13. Factors affect manpower planning The economy of the country Global economic trends Trade union activities Immigration policy Development of technology Products rang e and consumer demand Political trends and government regulations Population trends Management structures and policies
- 14. Recruitment • The firststep in the process of filling of a vacancy • 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 is through advertising in newspapers, magazines, trade papers and internal vacancy lists
- 15. Type of recruitment •Internal recruitment – Advantages • Promotion and greater satisfaction • Shorter process • Employees’ better knowledge about the organization – Disadvantages • Lose of opportunity to get new employees/ideas • Feeling of jealousy – other employees
- 16. Type of recruitmentcont. • External recruitment – Sources • • • • • Universities Employment agencies Advertisement Consultants Website – Advantages – Disadvantages
- 17. Recruitment process • • • • • • Job analysis Jobdescriptions Employee specification Attracting suitable applicants Employment application forms Required documents e.g. degree, recommendation letter, references …
- 18. Selection • The processof assessing candidates and appointing a post holder • Short listing • Employment interviews • Selection test – Work, aptitude, intelligent and personality tests • Appointment • Dealing with unsuccessful candidates • Probationary period
- 19. Induction • Components ofan induction program – – – – – – Introduction to the business Layout of buildings Terms and condition of employment Relevant personnel policies Business rules and procedures Arrangement for employee involvement and communication – Welfare and benefits and facilities
- 20. Training and development •Training need assessment • Benefits of the training – To the employees – To the organization • Types of training programs – Job training – Refresher training – Promotional training
- 21. Training and developmentmethods • On the job methods – – – – – Specific job training Apprenticeship training Coaching and under study program Job rotation Special projects and taskforces • Off the job methods – Special courses and lectures, conferences, case studies, simulation and role playing
- 22. Characteristics of agood training program • • • • • • Determination of training needs Relevance to job requirements Allowance for individual differences Result oriented Suitable incentives Management support
- 23. Motivation Self actualization needs Esteems needs Social needs Safetyand security needs Physiological needs
- 24. Motivation strategies Empowering employees Providingan effective reward system Redesigning jobs (job enlargement, rotation, enrichment) Creating flexibility
- 25. Health, safety, securityand welfare • HR department responsibilities – Assist management to deal adequately with: • • • • • • • Prevention of accidents Creating safety consciousness Making people safe Making the work environment safe Machinery and equipment handling Safety committees Fire prevention and fire fighting
- 26. Health, safety, securityand welfare cont. • Medical facilities – Pre engagement exams – Medical checks – Medical centers • Employee welfare – Canteen facilities – Vehicle parking – Sport facilities – Workers’ committee
- 27. Performance appraisal Establish performancestandards Communicate performance expectation the employees Measure actual performance Compare actual performance with standards Discuss the appraisal with the employee Initiate corrective action, if required
- 28. Performance appraisal methods Traditional methods -Ranking - Grading - Check list - Comparison - Group appraisal - Field review Modern methods - Assessment center - Appraisal by results or by objectives - Human asset accounting methods
- 29. Discipline • Firms cannotjust ‘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
- 30. Employment legislation • Increasinglyimportant aspect of the HRM role • Wide range of areas for attention • Adds to the cost of the business 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
- 31. Remuneration • Remuneration policymight be affected by: - Strength of the trade union or staff association Economic climate of the country Availability of labor in a particular area Government policies
- 32. System of remuneration • • • • • • Timerates Piece work rates Bonus Incentives Commission Allowances
- 33. System of remunerationcont. • Standard employment benefits – Annual paid holidays – Sickness pay – Fringe benefits • • • • • • • Vehicle Accommodation Salary advance Loans Flexible working hours Insurance Working from home or other location