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Human resource planning and Job EvaluationAshish Jain
Human Resource Planning, Features, Process of HRP, Demand and Supply forecasting of HRP, Job Evaluation, Features and Methods of Job Evaluation and its Drawbacks.
Managing & Evaluating Individual PerformancePaul Yuke Wang
Described definition, criteria, and components of individual performance. Illustrated the conceptual framework of MARS Model. Described the concept of performance appraisal and performance evaluation, and provided an empirical example of Park County Public Libraries.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
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This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
Ethnobotany and Ethnopharmacology:
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The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
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2. • Job Analysis
• Job Description/ Desirability
• Personnel Recruitment and Selection
• Career Management and Planning
• Performance Management and Appraisal
• Reward Compensation and Benefits
Core HRM Activities
Outline
3.
4. Job Analysis
• Data collection and Analysis process about the
job tasks, responsibilities and content.
• Identifying the human behaviour necessary for
job performance
Human Resource Management 4
5. Job Desirability
• “A broad statement of the
purpose, scope, duties and
responsibilities that are
attached to the job, and as
such form the basis of the
contract of employment”
(Gunnigle et al 2002:91)
• Will vary slightly across
Public sector, private
sector and Third sector
Human Resource Management 5
6. Recruitment
3 Functions
1. Attract a pool of fit candidates
2. Limits unsuitable candidates from applying
3. Generates a positive image of the organisation
2 main approaches
External and External
Human Resource Management 6
8. • Private Sector
• Shared ownership schemes
• Performance related pay
• Formal appraisals
• Internal candidate selection preference
• Public Sector
• Aspiration to be model employers of staff
• Collectivism
• Standardised employment practises
• Paternalistic management style
based on Guest et al. (2000)
Performance Management and Appraisal
9. 9
Contrasting reward in the public and private sectors
Public sector
Reward strategy =
• A job evaluation system linked to
fixed pay points
• Pension (dealt with separately)
Weaknesses:
• Reward is too easily mixed up with
job design
• “Gaming” of job evaluation systems
• Inefficient and inflexible processes
• No link to performance
Strength:
• Transparency
Private sector
Reward strategy =
• Copying others (market practice)
• An annual pay review process
Weaknesses:
• No long-term planning
• Too much focus on executives so the
majority of the workforce is neglected
• Weaker processes
• Ineffective use of bonus and share
incentives
Strength:
• Flexibility
10. • Storey J. (2007). Human Resource Management: A Critical Text. London:
Thomson
• Sims, R. R., & Slack, J. D. (2007). Public sector HRM: Minorsimilarities and
major differences. In R. S., Sims (Ed.) Human resource management:
Contemporary issues, challenges, and opportunities (pp. 37–53). Charlotte,
NC: Information Age Publishing
• Guest, D E, Michie, J, Sheehan, M and Conway, N (2000) Employee
Relations, HRM and Business Performance: An analysis of the 1998
workplace employee relations survey, CIPD, London
• Farnham, D. and Horton, S. 1996. ‘Managing public and private
organisations’, in Farnham, D. and Horton, S. (eds) Managing the New
Public Services. London: Macmillan.
Reference
