TRENDS IN HRM

TRADITIONAL
ROLE OF HR
MANAGERS

STRATEGIC HRM
JOB DESIGN & JOB
ANALYSIS
HUMAN RESOURCE
PLANNING
RECRUITMENT &
SELECTION
PERFORMANCE MANAGEMENT SYSTEM
&
COMPENSATION & BENEFITS

LEARNING &
DEVELOPMENT,
CAREER MANAGEMENT
EMPLOYEES
DISCIPLINE
INDUSTRIAL
RELATIONS
SAFETY & HEALTH MANAGING
ORGANISATIONAL
RENEWAL & CHANGE
 HUMAN RESOURCE
MANAGEMENT (HRM) ?

The management of organizational human capital

in achieving the integration (fit) between
business and strategy (Armstrong, 2003).
HRM includes all activities related to
management of people and work for achieving
organizational economic and socio-political goals
(Boxall & Purcell, 2011)
Designing management systems to ensure that human
talent is used effectively and efficiently to accomplish
organisational goals (Ghee, Mathis, & Jackson, 2010)
Steve Jobs interview
GOALS
 Globalisation
Embracing new technology
Managing change
Managing talent or human capital
Responding to the market
Containing costs
Workforce & Demographic Trends
 How human capital can be used as an
organisational core competency?
Attracting and retaining employees with unique
professional and technical capabilities, investing in
the training and development of those employees,
and compensating them in ways that retain them
and keep them competitive with their counterparts
in other organisations.

Organisational culture and SHRM

SHRM significant role:

Organisational productivity
Customer service and quality
Financial contributions
 Refers to the study of jobs within an
organization
Systematic way of gathering and analysing
information about the content, context, and
human requirements of jobs.
Uses of job analysis for HRM functions
Approaches:
Task-based (identifies tasks, duties, knowledge &
skills associated with a job); and
Competency-based (how knowledge & skills are
used)
Process of analyzing and identifying the need
for and availability of human resources so that
the organization can meet its objectives
 Recruitment
Process of attracting individuals on a
timely basis, in sufficient numbers and
with appropriate qualifications and
encouraging them to apply for jobs with
an organization
Recruitment process
Internal recruiting sources/methods
External recruiting sources/methods
 Selection
Process of choosing qualified individual
who are available to fill positions in an
organization
Involves choosing the best applicant to
fill a vacant position
Selection process
What is orientation?
- A procedure for providing new
employees with basic background
information about the organization
- Purpose:
Reduce the new employees anxiety
Employees feel welcome
Save time
Provide information
Reinforcing a favorable impression
What is training?
Process whereby people acquire capabilities
to perform jobs
Consists of organisational planned efforts to
assist employees acquire job-related KSA and
behaviours with the goal of applying these on
the job
Training process
Training needs assessment (i.e. analyse training
needs, identify training objectives, & criteria)
Training Design (i.e. Pretest trainees, select
training methods, & plan training content)
Training Delivery (i.e. Schedule training, conduct
training, & monitor training)
Evaluation (i.e. Measure training outcomes,
compare outcomes to objectives and criteria)
What to change?
Strategic change vs cultural change vs structural change?
How to embrace new organisational values?
Make it clear to all employees about what to measure, control etc
React appropriately to organisational crises and critical incidents.
Deliberately role-model to the emphasised values
Communicate your priorities ( in relation to rewards and status)
Consistency in the HR procedures and criteria

Lewins change theory

Unfreezing
Moving
Refreezing

Organisational development as a tool for change?

Refers to a method aimed at changing the attitudes, values, and beliefs
of employees so that employees can improve the organisation
What is TQM?
Refers to a type of program aimed at
maximing customer satisfaction
through continuous improvements
HRs role in quality management?
What is business process
reengineering (BRP)?
Refers to the redesign of business
processes to achieve improvements in such
measures of performance as cost, quality,
service, and speed
HRs role in reengineering processes
 Performance management
Process of through which managers ensure that
employees activities and outputs contribute to
the organizational objectives/goals
Involves defining, measuring, monitoring, and
giving feedback to employees (appraises).
Performance evaluation
Activity/mechanism used to measure
performance
Includes performance review, personnel rating,
performance appraisal or employee evaluation
Importance of evaluation
 Performance evaluation process
Establish criteria for evaluation
Establish evaluation policies
Evaluation responsibilities (who should
rate/evaluate the employee?)
Establish evaluation methods/techniques
Feedback interview
Problems in performance evaluations
Opposition to evaluation
System Design & Operating Problems
Rater Problems
Halo Effect
How to solve them?
What is career?
- Series of work-related positions a person
occupies throughout life
- Career planning perspectives
- Organizational-centered career planning
- Individual-centered career planning
- Components: Self-assessment/Data
gathering; Feedback on reality; Setting of
career goals; and action planning & follow
up.
- Special Individual Career Issues
What is development?
Efforts to improve employees abilities to
handle a variety of assignments and to
cultivate employees capabilities beyond
those required by the current job
Training vs. Development
Development Needs analysis
HR Development approaches
Management Development
Succession Planning
SEPARATION & RETENTION
Process in which employees leave the organization and have to be replaced

Voluntary
1

2 Involuntary

3 Functional

4 Dysfunctional

5 Uncontrollable &
Controllable
 PROGRESSIVE DISCIPLINE .STEPS THAT BECOME PROGRESSIVELY
MORE STRINGENT AND ARE DESIGNED TO CHANGE EMPLOYEES
INAPPROPRIATE BEHAVIOR
1ST
ST OFFENCE VERBAL CAUTION

2ND
ND OFFENCE WRITTEN REPRIMAND

3RD
RD OFFENCE SUSPENSION

4TH
TH OFFENCE - DISCHARGE

POSITIVE
POSITIVE DISCIPLINEVIOLATIONS
DISCIPLINEVIOLATIONS ARE
ARE ACTIONS
ACTIONS THAT
THAT CAN
CAN USUALLY
USUALLY
CORRECTED
CORRECTED CONSTRUCTIVELY WITHOUT PENALTY (FOCUSED ON PROBLEM
CONSTRUCTIVELY WITHOUT PENALTY (FOCUSED ON PROBLEM
SOLVING)
SOLVING)

APPROACHES
APPROACHES :: COUNSELING;
COUNSELING; WRITTEN
WRITTEN DOCUMENTATION;
DOCUMENTATION; FINAL
FINAL WARNING
WARNING &
&
DISCHARGE/DISMISSAL
DISCHARGE/DISMISSAL
OPEN-DOOR
OPEN-DOOR POLICY
POLICY

PEER
PEER REVIEW
REVIEW

MEDIATION

ARBITRATION
 A set of behaviours with which
employees try to avoid the work
situation physically, mentally, or
emotionally.
Actions taken when employees
dissatisfied with job:
Behavior changes
Physical job withdrawal
Psychological withdrawal
 Values
Perceptions
Ideas of what is important
MONITORING
JOB
SATISFACTIO
N
Definition
Emphasize on the importance of rewarding employees
in exchange for performing organizational tasks TOTAL
REWARDS
Types of compensation: Intrinsic rewards vs
extrinsic rewards (tangible, both monetary & non-
monetary forms)
Direct compensation tangible form where
employer exchange monetary rewards for work
done and performance results achieved
Example : Base pay & variable pay
Indirect compensation : Benefits
Components of total rewards : Compensation &
Benefits
Definition
Emphasize on the importance of a harmonius
relationship between employee and employer
Trade unionsm in Malaysia
Collective bargaining & Collective
agreement
Industrial actions & trade
disputes
Risk management
Involves responsibilities to consider physical, human, and
financial factors to protect organisational and individual
interests
Health
General state of physical, mental, and emotional well-being
Safety
Condition in which the physical well-being of people is
protected
Security
Protection of employees and organizational facilities
 Approaches to effective safety management
Organisational approach
Designing jobs
Developing and implementing safety policies
Using safety committees
Coordinating accident investigations

Engineering approach
Designing work settings and equipment
Reviewing equipment
Applying ergonomic principles

Individual approach
Reinforcing safety motivation and attitudes
Providing employee safety training
Rewarding safety through incentive programs
Employee Health
Substance abuse
Use of illicit substances or misuse of controlled substances,
alcohol, or other drugs
Common signs of substance abuse?
Emotional/Mental health
Workplace air quality
Smoking at work
Health promotion
Level 1 Information & awareness
Level 2 Lifestyle wellness
Level 3 Health emphasis
Obesity
Wellness programs
Programs designed to maintain or improve employee health
before problems arise by encouraging self-directed lifestyle
changes
Employee assistance programs (EAP)
Program that provides counseling and other help to employees
having emotional, physical, or other personal problems
Security concerns at work
Workplace violence
Workplace violence warning signs?
Domestic causes of workplace violence
Management of workplace violence
Security Management
Security audit
Controlled access
Computer security
Employee screening and selection
Security personnel

Disaster preparation & Recovery Planning

Disaster planning
Organisational assessment
Human impact planning
Disaster training
GOOD LUCK FOR YOUR STUDIES