Mini Project No.

4- Management for Engineers

Investigate human resource development

practices in a selected institution in Sri

Lanka, and critically comment their merits and demerits. Further, comment on how these practices are improved.
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HUMAN RESOURCE MANAGEMENT

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N S Senanayake

CONTENT

Introduction to HRM

What is management What is Human Resource Management Functions of HRM

Motivation of Human Resources

Motivation Job design, work scheduling and Motivation

Acquisition of Human Resources

Performance Appraisal
Rewarding

HR Planning Job Analysis

Maintenance of Human Resources

Recruiting: selection process, socializing new employees

Compensation Administration
Benefits and Services Discipline Safety and Health

Development of Human Resources

Employee Training and Management Development Career Development

Labor Relations
Collective Bargaining

CONTENT

Introduction to HRM

What is management What is Human Resource Management Functions of HRM

Motivation of Human Resources

Motivation Job design, work scheduling and Motivation

Acquisition of Human Resources

Performance Appraisal
Rewarding

HR Planning Job Analysis

Maintenance of Human Resources

Recruiting: selection process, socializing new employees

Compensation Administration
Benefits and Services Discipline Safety and Health

Development of Human Resources

Employee Training and Management Development Career Development

Labor Relations
Collective Bargaining

INTRODUCTION

Management
A process of getting activities/tasks completed efficiently with and through other people. This includes the Planning, Organizing, Leading, and Controlling activities aimed at achieving objectives

Human Resource Management

HRM is concerned with the people dimension in management. This in less academic terms includes getting people, preparing them, activating them, and keeping them. Four functions of HRM: Acquisition, Development, Motivation, Maintenance
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FUNCTIONS OF HRM
Acquisition
HR Planning Job analysis Recruiting

Development
Training Management development Career development

Socialization

External Environment

Maintenance
Safety and Health

Motivation
Job design Performance Evaluation Rewards 6

Labor Relations

Compensation Discipline

ACQUISITION OF HUMAN RESOURCES

Human Resource Planning

Process by which the organization ensures that has the right number and kinds of people, at the right places, at the right time. Begins by developing a profile of the current status of HR- inventory of workers and skills already available

Job Analysis
Systematic exploration of the activities in a job Defines duties, responsibilities and accountabilities Involves 8 step process-elements, tasks, duties, positions, jobs, job families, occupations, and careers Techniques for obtaining job information:

Observation, interviews, technical conference method, Diary method

Smallest unit of work Typing a letter

Element Task Distinct work activity Duty Position Number of tasks One or more duties done by one person

Issuing certificates

ACQUISITION OF HUMAN RESOURCES (CONT..)

Job Analysis information

Clerk
Job
Type of position Job family Two or more jobs with similar worker characteristics Occupation

Group of similar jobs across organizations

Career Sequence of positions in the life 8

ACQUISITION OF HUMAN RESOURCES CONT..

Recruiting
Discovering of potential candidates for actual or anticipated organizational vacancies Several factors affect the source of recruitment:

Image of the organization, attractiveness of the job, internal policies, Trade union requirements, Government requirements, Recruiting budget

Recruiting source Internal source

advantages: good public relations, builds morale, encourage ambitious individuals, increase the probability of correct selection, less costly, acts as training device Disadvantages: could miss the best persons outside, deprived of bringing new knowledge/experiences from outside world
Opposing advantages and disadvantages to those of internal source
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External (advertising)

ACQUISITION OF HUMAN RESOURCES CONT..

Employee referrals/recommendations
Employment Agencies Schools, Collages, and Universities

Casual applicants

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ACQUISITION OF HUMAN RESOURCES CONT..

Selection
Proper selection minimizes the costs of replacement and training Results in a more productive workforce Discrete selection process include

Initial screening, completion of proper application form, Employment tests, Comprehensive interviews, Background investigation, Physical examination, Final employment decision An unsuccessful performance at any stage results in rejection of the applicant

Alternative method (comprehensive approach)

All applicants go through every step in the selection process and the final decision is based on a comprehensive evaluation of the results of each stage

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ACQUISITION OF HUMAN RESOURCES CONT..

Socializing the new employees

A process of adaptation to new work environment Attempts to adapt the new employee to the organizations culture, traditions and customs Why is a socialization program needed?

Strongly influence employee performance New members suffer anxiety Familiarization does not occur in a vacuum People adjust in a similar way

Major considerations in the design of a socialization program

Formal/informal, Individually/collectively, fixed time/variable time

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DEVELOPMENT OF HUMAN RESOURCES

Employee Training
Need arises as jobs have become sophisticated and influenced by technological changes An organizations training needs evolve from
Goals of the organization Tasks/activities Deficiencies in present skills and behaviors

Formal training methods

On-the-job training: apprenticeship programs Off the-job training: lectures, conferences

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DEVELOPMENT OF HUMAN RESOURCES (CONT..)

Management Development
More future oriented and concerned with education than training

Management development activities attempt to instill sound reasoning process to enhance the ability to understand and interpret knowledge Methods

On -the- job: Coaching, Job rotation vertical and horizontal, Understudy assignment (acting position in the absence of an experienced manger), committee assignments
Off -the -job: Sensitivity training, Lecture courses, Simulation exercises (case study, role play), Transactional analysis

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DEVELOPMENT OF HUMAN RESOURCES

Career Development

Career development involves managing career either within or between organizations

Includes learning new skills, and making improvements to help you in your career
An ongoing, lifelong process to help you learn and achieve more in your career How an organization supports career development of its work force?
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DEVELOPMENT OF HUMAN RESOURCES

Career development

Methods that help managers to better match the career needs of employees

Challenging initial jobs Dissemination of career option information Posting jobs (using notice boards, company bulletin)

Assessing personnel
Career counseling Sabbatical (Leave of absence for a long periods)
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WHAT YOU NEED TO DO..

Select an organization Collect information on type of products/services, workforce, resources etc Collect information relating to Human Resource Development in the organization

From a selected group of workers relating to their satisfaction in HRD activities From management of the policies/guidelines adopted by the organization in HRD

Analyze the information to see the effectiveness of the HRD planning and implementation by taking into account responses from workers, management and the accepted methods of HRD

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