Professional Documents
Culture Documents
Overview Definitions Why important Key issues Good HRM Historical development HRM activities The Irish context
A Question of Definition
Personnel Management .is a series of activities which: first enables working people and the organisation which uses their skills to agree about the objectives and nature of their working relationship and, secondly ensures that the agreement is fulfilled. (Torrington & Hall, 1995)
risk of comparing an idealised version of Human Resource Management with a worked and problematic version of Personnel Management.
HRM 3 Differences
1. 2. Inclusive of management Personnel policies goals strategic
3.
GREATER
Quality & quantity of work
GREATER
Employee rewards & recognition
HIGHER
organisational productivity & profit
Why is it important?
Extremely high competition More countries with low wages & high skilled workers Rapid technological advances Changing legal, political & social realities Changing values & educational levels Changing consumer demands
Key Issues
Pivotal? Essence-individual differences Variation across organisations Generalist/Specialist function Personnel V s H.R.M. Management Style
Goals of HRM:
General Productivity QWL Legal compliance Competitive advantage Specific attracting retaining motivating retraining
Provide good working conditions Opportunities for career progression & personal development Function as a democracy Observe the law & codes of conduct relating to employment
Soft
Workers are key to competitive advantage and must be nurtured & developed
Who is Responsible?
Line managers HR professionals Consultants/sub-contractors employees
Responding to intensified competition Managing international operations Technological innovation Complying with the law Managing with/without trade unions Ethical concerns** Best practice V s Best fit
Best Practice:
best way of carrying out HR activities that is universally applicable advanced selection methods, serious commitment to employee involvement, substantial investment in T&D etc. all is contingent on the circumstances of each organisation
Best Fit:
Dismissing someone for incapability Failing to dismiss a senior manager Paying women less than men Pressure to change hours or location Paying less when you can pay more Failing to tell the truth at a tribunal Failing to make costly H&S alterations
HRM Activities
Strategy Formulation 2. Human Resource Planning 3. Recruitment & Selection 4. Appraisal & Performance Mgt. 5. Reward Management 6. Training & Development 7. Employee Relations 8. Administration
1.
Organisation
Resourcing Performance
Development
The execution of strategy lies in the hands of individuals and therefore no matter how good the strategy is, if it fails to take account of the people element it is doomed to failure at worst or to partial success at best.
(Gunnigle et al 1997)
OS
HRS
Fit
OS
HRS
Dialogue
OS
HRS
HR Driven
Performance Management
1.
2. 3. 4.
5. 6.
Clear objectives are essential for effective performance Communication is good Involvement Commitment Everyone s work should relate to the organisation s work People need feedback Responsibility and autonomy enrich jobs
Evaluate performance
Appraisal Systems
Formalise the review part of the performance cycle Usually annual/bi-annual Form based Link to pay? One way V s two way
Reward Package =
Pay + incentives + benefits
- Pay = basic wage - Benefits = indirect rewards (eg. Car, VHI, expenses) - Incentives = performance beyond expectations (eg. Bonus, awards, share options)
Partnership Model
Employers recognise & facilitate worker & T.U. involvement in strategic decision making Workers/T.U. s commit to productivity improvements Gains shared Productivity improvements expansion business
Use of management to implement HR strategy Emphasis on communication & training as tools Belief in potential of people to yield competitive advantage
HRM @ INTEL
Quarterly employee lunches Employee Resource Centre Meetings culture Profit sharing Flexible working arrangements 360 feedback
Total quality Total involvement Management by facts Emphasis on H&S Clear objectives
18 of FTSE 100 have board representation for HR Need to focus on best fit as well as best practice Need to quantify & communicate contribution HR is not touchy-feely often left with controversial decisions that no one else will deal with
HR managers need to understand how their jobs have changed Need to be involved in looking for talented recruits, working on top level succession and helping to devise the long-term strategy of the organisation Dominated by professional rather than administration staff Report to the CEO & sit on the board