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

Learn about the strategic approach to managing employment relations, leveraging people’s capabilities, and achieving sustainable competitive advantage through integrated employment policies, programs, and practices.