Human resources

management

In this Lecture
The Importance of Human Resource
Management
The Human Resource Management process
How the HRM process looks from the
other side

A very very short history lesson

Personnel Management
Human Resources
Strategic Human Resources

Sources of competitive advantage

Importance of human resource

management
HRM is an important tool in implementing strategy

De Cieri, H., & Kramer, R.

(2005). Human resource
management in Australia:
Strategy, people,
performance. (2nd ed.).
North Ryde, N.S.W.:
McGraw-Hill.

The importance of HRM (contd)

What HR does is about their strategy
how do you invest in people?

What is Human Resource Management?

The policies, practices and systems that influence
employees behaviour, attitudes and performance.
Many refer to HRM as involving people practices.

What are they thinking?

social activities
social
activities
- linkto
them
to the skills values,
they aresync
looking for, not all
link our
cv resume
the company's
volunteers,
extracurriculars,
and
are (short
equal
how
long
do
you
usually
stay
in hobbies
a company
or long
social
activities
- link
them
to the
skills they are
looking
for,
not all volunteers,
extracurriculars,
and hobbies are equal
link
cv resume
toorthe
company's
values, sync
link
ourour
cv resume
to the company's
values,
sync
term,
moving
jobs
stable)
how long do you usually stay in a company (short or long term, moving jobs or stable)
how long do you usually stay in a company (short or long term, moving
it's
sometimes
not about the skill, it's about if you're the right person for the business
jobs
or stable)
it's sometimes
not about the skill, it's about if you're the
right
person
foraddthe
don't
stuff things
that don't
valuebusiness
to you
it's sometimes not about the skill, it's about if you're the right person for
the business
don't stuff things that don't add value to you, short and to the point

Job analysis and design

Human resource inventory
Job analysis
Job description
Job specification

HR in practice

Job description: (Maintenance Mechanic)

General Description of Job Duties: General maintenance and

repair of all equipment used in a particular district.
1. Essential Duty (40%) : Maintenance of Equipment
Tasks: Keep a log of all maintenance performed on
equipment.
Replace parts and fluids according to maintenance
schedule.
2. Essential Duty (40%): Repair of Equipment
Tasks: Requires inspection of equipment and a
recommendation that a piece be scrapped or repaired.
3. Essential Duty (10%): Testing and Approval
Tasks: Ensure that all required maintenance and repair has
been done according to manufacturer specs.
4. Essential Duty(10%): Maintain Stock
Tasks: Maintain inventory of parts needed for maintenance
and repair of equipment. Responsible for ordering parts at
lowest cost
Nonessential Functions: Other duties as assigned.

Job analysis and job design

Job analysis in
practice

United Parcel Service (UPS)

Job analysis

Time and motion studies

1000 industrial engineers rode in delivery vans and supervised
employee performance

Job (re)design

Scripted interactions

Outcomes

Productivity growth
Organisational growth
Profitability
Employee outcomes

Recruitment
Recruitment
Aims of recruitment

Selection
Selection
Selection methods

Selection
Selection method standards
Reliability (of prediction): Degree of consistency with which a
selection device measures the same thing.
Validity (of prediction): Proven relationship between the selection
device used and relevant criterion for successful performance in an
organisation
Generalisability
Utility
Legality

Selection decision outcomes

Employee learning and development

Training vs Development
Presentation methods
Group-building methods
Hands-on methods

Employee learning and development

What does effective training do?

Affective outcomes
Cognitive outcomes
Skill-based outcomes
Results
Return on investment (ROI)

Purposes of training and development

Improve performance
Update employee skills
Solve organisational problems
Orient new employees
Satisfy personal growth needs

As you work you want

More Pay
Promotion
Recognition

Performance management
Performance management system
Establishing performance standards and appraising employee
performance in order to arrive at objective HR decisions and to provide
documentation in support of those decisions.
Ensuring that employees activities and outputs are aligned with the
organisations goals.
Performance appraisal
Obtaining data on how well an employee is doing his or her job
Performance feedback (Actionable feedback article)
Providing data to employees about their performance effectiveness
Performance appraisal methods
Written essays, Critical incidents, Graphic rating scales, Behaviorally
anchored rating scales (BARS), Multiperson comparisons, Management
By Objectives (MBO), 360 Degree feedback

Compensation and benefits

Benefit of a fair, effective & appropriate compensation system

Helps attract and retain high-performance employees

Impacts on the strategic performance of the firm

Types of compensation

Base wage or salary

Wage and salary add-ons
Performance related pay

Merit pay
Incentive pay
Profit sharing
Ownership
Skill-based
Group incentives/awards

Who should engage in the HR

process

Dedicated HR staff What you need to

know
Line managers What you need to know