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Managing Human Resources.ppt
- 2. Human Resources Management (HRM) • The process of managing human resources to achieve an organization’s objectives Human Capital Intellectual assets
- 3. Human Resources Management (HRM) • HRM applies management principles in acquiring, developing and maintaining people in the organization • It is not confined to business establishment only. HRM is also applicable to non-business organization, e.g. government department, education, health care, etc.
- 4. Human Resource Management is a distinctive approach to employment management which seeks to achieve competitive advantage through the strategic deployment of a highly committed and capable workforce, using an array of cultural, structural and personnel techniques. (John Storey, Human Resource Management – A Critical Text)
- 5. Human Resource Management is concerned with the people dimension in management. Since every organization is made up of people, acquiring their services, developing their skills, motivating them to higher levels of performance and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. This is true regardless of the type of organization – government, business, education, health, recreation or social action. (David A. Decenzo and Stephen P. Robbins)
- 6. Human Resource Management is the planning, organizing, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organizational, and social objectives are accomplished. (Edwin B. Flippo)
- 8. All managers are involved in human resource management Employees are viewed as assets Human resource management is a matching process, integrating the organization’s strategy and goals with the correct approach to managing human capital. 1 2 3
- 9. COMPANY STRATEGY Manage Talent Training Development Appraisal Maintain an Effective Workplace Wages and Salary Benefits Labor Relations Terminations Finding the Right People HRM Planning Job Analysis Forecasting Recruiting Selecting HRM Environment Legislation Trends in Society International Events Changing Technology
- 10. “The most important resources of an organization are its human resources. Thus, among the most critical tasks of a manager are the selection, training, and development of people who will best help the organization meet its goals.” (Stoner and Wankel, 1987)
- 12. HR Planning Retirement Growth Resignations Manage Talent Training Development Appraisal Choose Recruiting Sources Want ads Headhunters Internet Select the Candidate Application Interview Tests Matching Model Company’s Needs Employee Contributions Strategic goals Ability Current and future competencies Education and experience Market changes Creativity Employee turnover Commitment Corporate culture Expertise and knowledge Match with Company Inducements Employee’s Needs Pay and benefits Stage of career Meaningful work Personal values Advancement Promotion aspirations Training Outside interests Challenge Family concerns Match with Welcome New Employee
- 13. -The forecasting of human resource needs and the projected matching of individuals with expected job vacancies
- 14. Human Resource Planning begins with these questions: What new technologies are emerging, and how will these affect the work system? What is the volume of the business likely to be in the next five to ten years? What is the turnover rate, and how much, if any, is avoidable?
- 15. •What types of engineers will we need, and how many? •How many administrative personnel will we need to support the additional engineers? •Can we use temporary, part-time, or virtual workers to handle some tasks?
- 16. -The activities or practices that define the desired characteristics of applicants for specific jobs -Referred to as talent acquisition to reflect the importance of the human factor in the organization’s success
- 17. Why is there a need for Recruitment? Vacancies due to promotions, transfers, retirement, permanent disability, death and labor turnover Creation of new positions due to growth, expansion and diversification of business activities of an organization
- 19. External Recruiting Applicants are provided by a variety of outside sources including advertising, state employment services, online recruiting services, private employment agencies (headhunters), job fairs, and employee referrals. Internal Recruiting Less costly than an external search, and it generates higher employee commitment, development, and satisfaction because it offers opportunities for career advancement to employees rather than outsiders. E-cruiting Recruiting job applicants online, dramatically extends the organization’s recruiting reach, offering access to a wider pool of applicants and saving time and money.
- 20. Job Analysis -The systematic process of gathering and interpreting information about the essential duties, tasks, and responsibilities of a job.
- 21. JOB ANALYSIS JOB DESCRIPTION • Job Title • Job Location • Job Summary • Reporting To • Working Conditions • Duties • Machines to be Used • Hazards JOB SPECIFICATION • Qualifications • Experience • Training • Skills • Responsibilities • Emotional Characteristics • Sensory Demands
- 22. Realistic Job Previews -A recruiting approach that gives applicants all pertinent and realistic information about the job and the organization. Legal Considerations -Recruiting practices must conform to the law
- 23. -Employers assess applicants’ characteristics in an attempt to determine the “fit” between the job and applicant characteristics
- 28. -A technique for selecting individuals with high managerial potential based on their performance on a series of simulated managerial tasks.
- 30. Manage Talent Training Development Appraisal EXISTING • Skills • Knowledge • Attitude REQUIRED • Skills • Knowledge • Attitude
- 31. Manage Talent Training Development Appraisal ON-THE JOB TRAINING •A type of training in which an experienced employee “adopts” a new employee to teach him or her how to perform job duties. CORPORATE UNIVERSITY •An inhouse training and education facility that offers broad-based learning opportunities for employees. PROMOTION FROM WITHIN •Promotions provide more challenging assignments, prescribe new responsibilities, and help employees grow by expanding and developing their abilities MENTORING & COACHING Mentoring - when an experienced employee guides and supports a less experienced employee Coaching - a method of directing, instructing, and training a person with the goal to develop specific management skills
- 32. Manage Talent Training Development Appraisal -The process of observing and evaluating an employee’s performance, recording the assessment, and providing feedback to the employee.
- 33. Manage Talent Training Development Appraisal 360-degree Feedback •A process that uses multiple raters, including self-rating, to appraise employee performance and guide development Performance Review Ranking System •A manager evaluates his or her direct reports relative to one another and categorizes each on a scale, such as: A = outstanding performance (20 percent), B = high-middle performance (70 percent), or C = in need of improvement (10 percent)
- 35. Manage Talent Training Development Appraisal -Monetary payments (wages, salaries) and nonmonetary goods/commodities (benefits, vacations) used to reward employees.
- 36. Manage Talent Training Development Appraisal •Job-based Pay •Skill-based Pay •Competency-based Pay Wage and Salary System •Job Evaluation •Wage and Salary Surveys Compensation Equity •Incentive Pay Pay-for- Performance
- 37. Manage Talent Training Development Appraisal -Provided by organizations in addition to salary to create a competitive package for the potential employee
- 38. Manage Talent Training Development Appraisal Mandated Employee Benefits • Overtime Pay • Premium Pay • Night Shift Differential • 13th Month Pay Non-wage Benefits • Health, Dental Dental and Life Life Insurance • Vision Care • Vacation leave & & Sick Leave • Fitness Center/Facility Fringe Benefits and Perks • Free Meals • Use of a company car • Company holiday holiday • Tuition assistance or reimbursement • Discounts on company products and services • Housing
- 39. Manage Talent Training Development Appraisal Mandated Employee Benefits • Overtime Pay • Social Security • Unemployment Compensation Non-wage Benefits • Health Insurance • Paid Vacation Leave • Fitness center Wage and CompensationBenefits • Overtime Pay • Premium Pay • Night Shift Differential • 13th Month Pay • Separation Pay • Retirement Pay Non-wage Benefits • Health Insurance • PaidVacation Leave • Fitness center
- 40. Manage Talent Training Development Appraisal - Some will retire, others will depart voluntarily for other jobs, and still others will be forced out through mergers and cutbacks or for poor performance.
Editor's Notes
- The responses to the previous questions are used to formulate specific questions pertaining to HR activities, such as the following: