Human Resource Management in Organizations

Study Notes

Human Resource Management (HRM) is the strategic approach to effectively manage people in an organization to gain a competitive advantage.
HRM focuses on policies and systems to maximize employee performance in service of an employer's strategic objectives.
HR departments are responsible for overseeing employee benefits design, employee recruitment, training and development, performance appraisal, and reward management.

HRM helps a company achieve its objectives by creating a positive attitude among workers.
It facilitates professional growth, reduces waste, and makes maximum use of resources.
HRM helps maintain cordial relationships between unions and management.

Identification of staff development needs is influenced by the curriculum and its impact on learners.
Other stakeholders, such as employers, also influence professional needs.
Methods of staff development include:
- On-the-job development to hone technical skills.
- Self-study through reading, researching, and taking classes outside of work hours.
- 360-degree performance review to identify skills development opportunities.
- Career planning to fill roles.

A crisis manager should lead from the front, showing confidence and steadiness.
They should take complete charge of the situation, know what is happening around, and attend to problems immediately.
A crisis manager should be alert, foresee crisis, and take precautionary measures to avoid emergencies.
They should encourage effective communication, provide direction, and motivate employees to believe in themselves and the organization.

A performance appraisal is a regular review of an employee's job performance and overall contribution to a company.
It evaluates an employee's skills, achievements, and growth, and provides feedback.
Purposes of performance appraisal include:
- Giving feedback to employees.
- Documenting performance for organizational rewards.
- Formulating personal decisions like merit-based salary increases or promotions.
- Diagnosing overall performance and developing future development strategies.

The process involves defining the job/task/responsibilities, assessing job performance against standards, and evaluating performance through methods like 360-degree appraisal.
A 360-degree appraisal provides a balanced view of an employee's performance from a broad cross-section of workplace competencies.
It helps employees accept results and work on areas that need improvement, and can be used on a regular basis to maintain high-quality work.