Human Resource Management Overview

Human Resource Management

• Definition: strategic approach to managing employment relations, emphasizing leveraging people's capabilities to achieve sustainable competitive advantage through integrated employment policies, programs, and practices.

Characteristics of HRM

• Strategic integration and high commitment
• Flexibility and high-quality approach
• Unitarist approach to employee relations
• Treating people as assets rather than costs

Operational Tasks and Activities

Organizational Design

• Structuring by grouping activities, assigning accountabilities, and establishing communication and authority relationships
• Organizational Development: planning and implementing interventions
• Job/role design and definition: structuring the content and size of jobs and defining their component tasks
• Flexible working: planning and implementing flexible structures and procedures

People Resourcing

• Human resource planning: forecasting the organization's future resource requirements for labor
• Recruitment: attracting employment applicants from the number, type, and caliber
• Selection: assessing and selecting suitable employees
• Retention: planning rewards and incentives to control labor turnover
• Exit Management: managing the termination, retirements, resignation, dismissals, and redundancies

Performance Management

• Objective and competence requirement setting: developing and agreeing frameworks
• Performance monitoring and appraisal: on-going monitoring and periodic assessment of performance within agreed requirements
• Discipline handling: managing informal and formal process to confront employee behavior or performance
• Grievance handling: managing informal and formal process to address individual employee complaints
• Identifying learning and development needs: continuous improvement of performance

Reward Management

• Pay systems: developing and managing salary structures
• Performance pay systems: developing and managing ways of relating pay progression or bonuses to results
• Benefit schemes: developing and managing employee entitlements and fringe benefits
• Non-financial rewards: building non-monetary rewards

Learning and Development

• Learning Organization: creating a culture and system to support individual learning
• Education and training: planning, implementing, evaluating to meet identified gaps in the skills required
• Personal Development: facilitating individual learning plans and opportunities, beyond the immediate job
• Career management: identifying potential and planning career development opportunities
• Managerial development: providing education, training, and opportunities to develop managerial competencies

Health, Safety, and Welfare

• Occupational health and safety: monitoring and managing work environments, practices, and culture