The document describes human resource management (HRM) as a formal system for managing people in organizations, covering key areas like staffing, employee compensation, and work design. It outlines the HR process, which includes human resource planning, job analysis, recruitment, selection, and the legal constraints involved in hiring practices. Techniques for job analysis and selection methods, such as interviews and testing, are also discussed, emphasizing their importance in hiring the right candidates.

1. Human Resource Management
and Interpersonal Relations
Shericka Wilson
Lecturer: Dr. Presc

2. What is Human Resource Management?
Human Resource Management (HRM) is the term used
to describe formal systems devised for the
management of people within an organization. The
responsibilities of a human resource manager fall into
three major areas: staffing, employee compensation
and benefits, and defining/designing work.
INTRODUCTION

3. Human
Resource
Planning
Recruitment Selection
Training and
Development
Compensation
Performance
Appraisal
The Human Resource Process
This process involves six steps:

4. Human Resource Planning
What is Human Resource Planning?
This is the process of identifying and meeting current and
future HR needs of the school in order to achieve its
mission IE for supplies, equipment, finances, staffing etc.

5. This includes three key areas:
 1. Job analysis
 Forecasting demand and supply
 Legal constraints
Women and minorities
Human Resource Planning

6. Job Analysis is the process of obtaining information
about jobs through a systematic examination of job
content.
Job Analysis
This consists of two parts:
 1. Job Description – A written document outlining the
duties and responsibilities of the teacher and their
supervisor
 2. Job Specification – This outlines qualifications
needed to accomplish duties and responsibilities set
forth in JD.

7. Job Analysis Techniques
 Observation, work sampling, critical incidents,
interviews and questionnaires
The technique most appropriate for a given situation depends on factors such as
available resources, scope of the job and size of the organisation.
Job Analysis cont’d

8. Forecasting

9.  This facet of HR considers the legislations designed to
regulate hiring practices so as to ensure that there
are no discrimination or biases for example, race,
colour, gender, nationality, age or disability.
Legal Constraints

10.  This is the acquisition of personnel to fill slots in the
school. This can be done to replace or expand the
staff compliment.
 This is the process of generating a pool of competent
applicants needed to fill positions within the school.
Recruitment

11.  This can be done:
 1. Internally
 2. Externally
Recruitment con’td
Recruitment can be done by:
• Job posting
• Employment agencies
• Advertising

12. Video can be found on YouTube titled:
HR Planning and Recruitment.

13. Identifying the most qualified persons to fill the
vacancies within the school. This involves a series of
steps:
Selection

14. Biographical
Information
Reference checks Interviews
Hiring Decision
based on physical
exam results
Assessment
Centres
Tests
Selection

15.  Biographical Information – Provides evidence of past
performance of perspective candidates (ie application
forms, resumes. School and college
records/transcripts
 Reference checks – This provides an avenue to do
follow-up checks (ie Letters of recommendations,
telephone references)
Selection cont’d

16.  Interviews – This perhaps the most widely used
selection technique. Serves as a ‘two way’ exchange
that allows the interviewer and interviewee to gather
information. It is however viewed to be a poor
predictor of job performance.
 Test – Many HR experts regard this as the best
selection device (IE Achievement and performance
tests, Aptitude Tests, Personality Tests, Interest Test)
Selection cont’d

17.  Human Resource Management; retrieved on
September 18, 2017, retrieved from
https://www.inc.com/encyclopedia/human-resource-
management.html
 Lunenburg, F.C and Ornstein A.C. Educational
Administration: Concepts and Practices 2000
References