Professional Documents
Culture Documents
uk
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Organisations are driven by human capital and it is crucial to have a scientific look at this factor of production
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HRM - deals with optimum utilization of human capital - integrative & supportive HRD - deals with development and upgradation of human capital
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HRM takes the stock of human capital as given and tries to optimally allocate it among different processes/activities such that output is maximized. HRD tries to bring about qualitative changes in this stock of human capital in accordance with the needs of the organization and corporate objectives. It tries to mould the stock as per requirements.
Human Resources Management (HRM) The process of managing human resources (human capital and intellectual assets) to achieve an organizations objectives. Why Study HRM? Staffing the organization, designing jobs and teams, developing skillful employees, identifying approaches for improving their performance, and rewarding employee successesall typically labeled HRM issuesare as relevant to line managers as they are to managers in the HR department.
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Communication Grievance
Discp. action
Job analysis
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Project planning
Development Appraisal
Monitor expenses
Processing
Outgo of funds Manage enquiries Deal with customers
Detailing
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Recruitment
Recruitment
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The process by which a job vacancy is identified and potential employees are notified. The nature of the recruitment process is regulated and subject to employment law. Main forms of recruitment through advertising in newspapers, magazines, trade papers and internal vacancy lists.
Recruitment
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Job description outline of the role of the job holder Person specification outline of the skills and qualities required of the post holder
Applicants may demonstrate their suitability through application form, letter or curriculum vitae (CV)
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Selection
Selection
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The process of assessing candidates and appointing a post holder Applicants short listed most suitable candidates selected Selection process varies according to organisation:
Selection
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Interview most common method Psychometric testing assessing the personality of the applicants will they fit in? Aptitude testing of applicants assessing the skills
In-tray exercise activity based around what the applicant will be doing, e.g. writing a letter to a disgruntled customer Presentation looking for different skills as well as the ideas of the candidate
Employment Legislation
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Employment Legislation
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Even in a small business, the legislation relating to employees is important chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.
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Discrimination
Crucial aspects of employment legislation: Race Gender Disability
Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.
Copyright: Mela, http://www.sxc.hu
Discipline
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Discipline
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Firms cannot just sack workers Wide range of procedures and steps in dealing with workplace conflict Informal meetings Formal meetings Verbal warnings Written warnings Grievance procedures Working with external agencies
Development
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Development
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Training
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Training
Similar to development:
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Provides new skills for the employee Keeps the employee up to date with changes in the field Aims to improve efficiency Can be external or in-house
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Rewards Systems
Rewards Systems
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The system of pay and benefits used by the firm to reward workers Money not the only method Fringe benefits Flexibility at work Holidays, etc.
Trade Unions
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Trade Unions
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Importance of building relationships with employee representatives Role of Trade Unions has changed Importance of consultation and negotiation and working with trade unions Contributes to smooth change management and leadership
Productivity
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Productivity
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Measuring performance: How to value the workers contribution Difficulty in measuring some types of output especially in the service industry Appraisal Meant to be non-judgmental Involves the worker and a nominated appraiser Agreeing strengths, weaknesses and ways forward to help both employee and organisation
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Figure 14
Productivity Enhancements
Summary of HR Functions
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Management of employee contribution/performance appraisal job definition Listening and responding to employees
INDEPENDENT HRM
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- CHANGE AGENT/CONSULTANT
Observe the organization's movement over time at a certain level of abstraction and provide inputs for change correct age/skill distribution
ENERGY H H
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Peak Performance
Distress Boredom
CHALLENGE
L
MANAGING STRESS
Urgency
L Long term projects Leave
AN EXAMPLE
(Job Affected Well-being Scale) that has been designed http://www.bized.co.uk by Katwyk, Fox,
Spector, Kelloway (2000) for measuring the different affects that have an effect on peoples perceptions on their subjective job-related well-being.
JAWS Scale Emotion
ecstatic,
High Low (HL) High pleasure low arousal Low High (LH) Low pleasure high arousal
at-ease, calm, content, satisfied, relaxed angry, anxious, frightened, furious disgusted,
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Figure 11
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The most pressing competitive issues facing firms: 1. Going global 2. Embracing new technology
3. Managing change
4. Managing talent, or human capital 5. Responding to the market
6. Containing costs
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(contd)
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Corporate Social Responsibility The responsibility of the firm to act in the best interests of the people and communities affected by its activities Impact on HRM Different geographies, cultures, laws, and business practices Issues: Identifying capable managers and workers Developing foreign culture and work practice training programs. Adjusting compensation plans for overseas work
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Globalization The trend toward opening up foreign markets to international trade and investment Impact of globalization Anything, anywhere, anytime markets Partnerships with foreign firms Lower trade and tariff barriers NAFTA, EU, APEC trade agreements WTO and GATT
Knowledge Workers Workers whose responsibilities extend beyond the physical execution of work to include planning, decision making, and problem solving. Knowledge-Based Training Online instruction Just-in-time learning via the Internet on company intranets
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Human Resources Information System (HRIS) A computerized system that provides current and accurate data for the purposes of control and decision making. Benefits: Store and retrieve of large quantities of data.
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Types of Change Reactive change Change that occurs after external forces have already affected performance Proactive change Change initiated to take advantage of targeted opportunities Managing Change through HR Formal change management programs help to keep employees focused on the success of the business.
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Human Capital The knowledge, skills, and capabilities of individuals that have economic value to an organization. Valuable because capital: is based on company-specific skills. is gained through long-term experience. can be expanded through development.
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Total Quality Management (TQM) A set of principles and practices whose core ideas include understanding customer needs, doing things right the first time, and striving for continuous improvement. Six Sigma A process used to translate customer needs into a set of optimal tasks that are performed in concert with one another.
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Reengineering and HRM Fundamental rethinking and radical redesign of business processes to achieve dramatic improvements in cost, quality, service, and speed. Requires that managers create an environment for change.
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LEADS MODEL
L E A D S
GROW MODEL
G R O W
BOOST MODEL
B O O S T
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Conclusion
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Thank You