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HUMAN RESOURCES MANAGEMENT

Presented by:
Marjorie C. Naces
Regina G. Riparip

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HRM Meaning and Definition
Human Resource Management is also a function of m
anagement, concerned with hiring, motivating and
maintaining people in an organisation.

It focuses on people in the organisation


HRM Meaning and Definition
o Organizations does not only consist of building, machines or inventor
ies. It is people they manage and staff the organization
o HRM applies management principles in procuring, developing, mainta
ining people in the organization.
o Aims at integrated decision making and decisions on different aspect
s of employees are consistent with other HR decisions
o HR Decisions must influence effectiveness of the organization leading
to better services to costumer and high quality product and services
at reasonable price.
o It is not confined to business establishment only, HRM is applicable a
lso to the non business organisation, like government department, ed
ucation. Health care etc.
Importance of HRM
o Human Resource Management is important to all managers despite their
various functions because of the following reasons-
Hire the right person for the job
Low attrition rate
Ensure people do their best
Time saved in not conducting useless interviews
Avoid legal action for any discrimination
Safety laws are not ignored
Equity towards employee in relation to salary etc. effective training
Avoid unfair labour practices
Functions of HRM

HR Planning/Staffing

Recruitment and Selection

Training and Development

Compensation
Human Resource Planning
Human Resource Planning is the process of forecasting a
firms future demand for and supply of, the right type of
people in the right number. It includes the estimation of
how many qualified people are necessary to carry out
the assigned activities, how many people will be
available, and what, if anything, must be done to ensure
that personnel supply equals personnel demand at the
appropriate point in the future.
Major Functions of HRM
1. Human Resource Planning/Staffing

STAFFING
Is broadly defined as the process of attracting
, selecting, and retaining competent individua
ls to achieve organizational goals.
JOB DESCRIPTION
Is a written statement that describes the work
that is to be done and the skills, knowledge,
and abilities needed to perform the work.

JOB SPECIFICATION
Identifies the qualifications needed by the per
son who is to fill the position.
JOB ANALYSIS
A process of obtaining all pertinent job facts
Job Description Job Specification
Job Title Education
Location Experience
Job summary Training
Duties Initiative
Machine tools etc. Physical effort
Material etc. Responsibilities
Supervision Communication skills
Working condition Emotional characteristics
Hazards Unusual sensory sight etc.
JOB EVALUATION
Is a systematic way of determining the value/
worth of a job in relation to other job in an
organization.

Determine how much to compensate


employees for their jobs.
JOB ANALYSIS
Is a process to identify and determine in deta
il the particular job duties and requirement f
or a given job.

A systematic examination of the tasks


performed in a job and the competencies
required to perform them.

Differentiates one job from another.


Job analysis involves ff. steps
o Collecting and recording job information

o Checking the job information for accuracy

o Writing job description based on information

o Using the information to determine the skill, abilities and


knowledge

o Updating the information from time to time


2. Recruitment and Selection

RECRUITMENT
The process by which a job vacancy is
identified and potential employees are notifie
d.

The process of finding and attracting capable


applicants for employment.
Sources of Recruitment
Internal Sources External Sources
Promotions Press Advertisements
Retirements Campus Interviews
Former Employees Placement Agencies
Transfer Voluntary Applicants/Walk-
Internal Advertisements In
Competitors
SELECTION
Is the process of choosing the most
suitable person for the current position or
for future position from within the
organization or from outside the
organization.
3. Training and Development

Geared towards molding the workers


characteristics towards better
performance and improvement on
skills.
According to Flippo:
Training is an act of increasing the
knowledge and skill of an employee for doing a
particular job.

Development is a continuous process. It is


for refreshing information knowledge and skills
of the executives.
Training methods

ON the job OFF the job


Instruction method Lecture method
Apprenticeship method Conferences
Training by supervisors Seminars
Vestibule Training Role play
Training by experienced Case studies
persons
4. Compensation

It is the total of an employees pay and benefits.

It affects both attracting and retaining employees.


Salary Grade for Teachers
Educational Managers
20th Century 21st Century

Retelling/Information Transfer Discovery/Learning to learn


Teachers as Teachers as
authoritarian/judge facilitator/audience
Passive learning Active learning
Memorization of discrete What students know and
facts what they can do

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