Human Resource Management

Management basics. 2010/2011, FaFUK

The role of HRM
HRM= management of an organization's most valued
assets - the people working there who individually and
collectively contribute to the achievement of the
objectives of the business
All organizations have people -- they have human
resources. Regardless of the size of an organization or the
extent of its resources, the organization survives -- and
thrives -- because of the capabilities and performance of
its people.
The activities to maximize those capabilities and that
performance are necessary regardless of whether the
organization refers to them as Human Resource
Management, Human Resource Development or Human
Resources -- or has no formal name for those activities at
all.
Personnel management vs. HRM
The HRM function and HRD profession have undergone
major changes over the past 2030 years. Many years ago,
large organizations looked to the "Personnel
Department," mostly to manage the paperwork around
hiring and paying people.
More recently, organizations consider the "HR
Department" as playing an important role in staffing,
training and helping to manage people so that people and
the organization are performing at maximum capability in
a highly fulfilling manner.
Human Resource Manager
must be aware of local, state and federal employment
guidelines, manage payroll issues, maintain employee records,
complete and record insurance and other programs offered to
employees and be able to assist employees in understanding
and evaluating the participation in these programs
Workplace safety, employee absenteeism and health issues are
also addressed by the human resources manager
Many human resource managers act as the bridge between
management and workers in non-union companies
Conflict resolution and improving overall workplace moral is a
key part of the role of a human resource manager
Common work activities
Posting advertisements for new employees in newspapers, on
the internet or in trade specific magazines. Contacting
employment services or even executive recruiters for very
specialized postings.
Ensuring all record keeping with regards to workman's
compensation, health and medical insurance, and other state
and government regulations is completed as required.
Overseeing the human resources department staff and
handling all issues involving employee complaints or questions
that cannot be answered by other staff.
Managing office or agency health, safety and mental health and
well-being issues.
Working with employers and employees in training and in-
service presentations as required.
Hiring, supervising, training, monitoring and firing of staff.
Functions of HRM
Job analysis
Employee number planning
Employee search
Employee selection
Measuring of employee performance
Training and education
Development and career of
employees
Appraisal
Motivation
Employee relationships
Job analysis
Job analysis needs to be done to put the right man on the
right job
1. Job description
Title of job- sales representative, mechanist, accountant..
Job characteristics- the purpose of the job
Job description- what should be done at the job
2. Job specification- demands on the worker
Physical attributes
Intellectual, language, organizational... Skills
Education
Work experiences
Personal characteristic..
Job description- example
Job specification- example
Recruitment
Steps of recruitment
1. Identification of target group
2. Definition of the recruitment resources and communication
channels
3. Choice of information and preparation of the message for
the target group
4. Selection and preparation of the recruitment employees
5. Recruitment process by itself
6. Recruitment process evaluation
Identification of the target group- according to job
description and job specification (internal conditions) and
the situation at the labour market (external conditions)-
we are looking for freshly graduated people from
universities with technical specialization, from the region
of eastern Slovakia
Definition of the resources of recruitment and
communication channels
Internal recruitment (internal resources)
External recrutiment (external resources)
Types of internal recruitment communication channels
Announcement system- inside of the organization
Skills inventories- lists of employees and their characteristic, skills and knowledge
Succession plans
Employee nominations by their executives and mentors
Nominations by employees- employees recommend their colleagues
Types of external recruitment communication channels
Advertisement- in newspapers, magazines, tv, radio....
Internet
Educational institutions- schools, universities...
Notice boards, billboards, posters..
Coincidental applicants- who apply directly at the organization
Job bourses
References and recommendations
State employment agencies
Labour unions
Specialist associations
Personnel agencies
Choice of information and preparation of the message
for the target group- it must show a realistic image of
the post
Selection and preparation of the recruitment
employees- who is going to lead and perform the
recruitment- they represent the organization needs..
Recruitment process by itself- screening- pre-choice,
Recruitment process evaluation- was recruitment
effective? Did we hire qualitative people? Will we be
able to keep them?
Selection
Methods of employee selection
Application for a job
Curriculum vitae
References- from ex-employers for instance
Interview
Structured interview- all applicants get the same questions and the
same time limits for answers
Test
Tests of skills- technical, numerical, verbal...
Tests of personal characteristics- extrovert? Emotional? Social?...
IQ tests
Physical abilities tests- important by drivers, pilots...
Work samples- (job simulation)
Assessment centers- more complex- lasts for several days
Training
Methods of training
1. On-the-job
Mentoring- informal leading and education of employees- the employee
learns from superior employees
Couching- formal leading of employees- the couch is formally
responsible for leading of his subordinates
Self-education- self-educational programs
Apprentice schools- (uovsk koly)
Simulations- flight simulations etc..
2. Off-the-job
Presentations
Workshops
Discussions
Role-play
Case studies
Computer training- training programs
Career and development
Comparison of training and development
Training Developement
Intention Present performance Future performance
Identification of needs Non satisfying results
at work appraisal
Above average
performance at work
appraisal
Use of work experiences Low High
Goal Preparation for present
work
Preparation for
change
Participation Mandatory Optional
Career
an individual's "course or progress through life (or a
distinct portion of life)". It is usually considered to pertain
to remunerative work (and sometimes also formal
education).
Objective (concrete, observational) and subjective (how I
fell about myself) aspects of career
Career options at an organization
Promotion- getting to a higher level
Job rotation- at the same level, but some different post
Dual ladder career- highly specialized employee descends to
a lower level, but to a managerial post
Activity in a foreign country- delegating the employee to
outland
Career anchors (Schein)
The mean areas of one`s interest
1. Technical/functional
2. General managerial
3. Autonomy/independence
4. Security/stability
5. Entrepreneurial creativity
6. Service/dedication to a cause
7. Pure challenge
8. Lifestyle
Career anchors
Technical/functional- a person who wants to be
specialized- he aims to be a specialist in some kind of
technical-functional area- surgeons, programmers...
Managerial- someone who wants to work with people,
lead them, motivate, to be responsible and accountable
for total results and you identify one`s own work with
the success of the organisation
Autonomy/independence- a person who values
independence and wants to work autonomously, freedom
is their key factor, they don't like control- writers
Career anchors
Security/stability- someone who seeks the feeling of secure
and stabile employment, financial security, employment security,
these people dont like to change jobs..
Entrepreneurial creativity- someone who needs to create an
succesful enterprise that is a result of his own effort
Service/dedication to a cause- a person who wants to achieve
a value- making the world a better place to live, solve
environmental problems, helping others...
Pure challenge- someone who wants to suceed over tough
opponents, to find a solution to seemingly unsolvable problem,
to succeed where it seems impossible
Lifestyle- integration of personal needs, family needs and
career
Stages of career
1. Exploration- you try to define your own interests,
potentials, skills, and goals
2. establishment,- stage when you try your best for the
best results, try to proceed
3. Maintenance- some people are satisfied at this stage and
don't have the need to climb up anymore, the others
are having a phase of crisis and are exhausted of their
job
4. Decline- retirement, sometimes old employees aren't
valued well anymore..
Remuneration
Remuneration system
Direct- financial
remuneration- fixed and
variable
pay/loan/salary/wage
Indirect- non-financial
remuneration- appraisal,
success, employee benefits
Wage forms
Basic wage
Variable wage
Task wage
Time wage
Bonuses
Remuneration
Individual remuneration
Team remuneration
Organizational remuneration-
the employees share the success of the organization
Share on gaining
Share on profits
Employee benefits
Pensional systems
Personal security- different types of insurance
Financial help- loans, discounts for goods
Personal needs- recreation, relax, sports
Company cars and gas
Other benefits- cell phones, credit cards, extra charge for
garments
Immaterial benefits- image of the company, brand..
Motivation
Work motivation theories
Content theories
Maslows theory
McGregors X-Y theory
Herzbergs theory
Process theories
Vrooms theory of expectations
Skinners theory of perception
Theories oriented at special reasons
Maslows theory of motivation
You can not satisfy one
stage of needs once you
haven't satisfied the lower
one
Firstly you satisfy your
physiological needs-
hunger, thirst.., then your
needs of safety...
X-Y theory
X people- don't like work,
they must be pushed to
work, they don't want
responsibility, you must
dread them with
punishment
Y people- like to work,
they are able of self-
control, they are creative,
job satisfaction is a form
of appraisal for them, they
want responsibility
Herzbergs theory
Motivators- motivate you
Hygiene factors- they don't motivate you, but they can
demotivate you
Dismissal
Termination of an employment relationship initiated by:
The organization= dismissals:
Of individuals (slang: to sack, or fire someone)
Collective redundancies (downsizing)
The individual= resignations
Retirement
Quitting
Dismissal
Involuntary termination is the employee's departure at the
hands of the employer
to be fired- is generally thought of to be the employee's
fault, and therefore is considered in most cases to be
dishonorable and a sign of failure
to be laid off, layoff (also redundancy). - A less severe form of
involuntary termination
usually not strictly related to personal performance, but
instead due to economic cycles or the company's need to
restructure itself, the firm itself going out of business or a
change in the function of the employer (for example, a certain
type of product or service is no longer offered by the
company and therefore jobs related to that product or service
are no longer needed)
Termination by mutual agreement
sometimes debatable if the termination was truly mutual
In many of these cases, it was originally the employer's
wish for the employee to depart, but the employer
offered the mutual termination agreement in order to
soften the firing (as in a forced resignation).
also times when a termination date is agreed upon before
the employment starts (as in an employment contract).
The end of an employment contract for a specified period of
time (such as an internship)
Mandatory retirement- Some occupations, such as commercial
airline pilots, face mandatory retirement at a certain age.
Forced resignation
Thank you for your attention