Podcast
Questions and Answers
What is the main focus of Human Resource Management (HRM) according to the text?
What is the main focus of Human Resource Management (HRM) according to the text?
Which approach does HRM take towards employee relations?
Which approach does HRM take towards employee relations?
What is the primary goal of HR planning within an organization?
What is the primary goal of HR planning within an organization?
What is the focus of exit management in HRM?
What is the focus of exit management in HRM?
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What is a key aspect of performance management according to the text?
What is a key aspect of performance management according to the text?
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Which is NOT a component of reward management in HR?
Which is NOT a component of reward management in HR?
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What is the primary role of learning and development in an organization?
What is the primary role of learning and development in an organization?
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'Occupational health and safety' in HRM primarily focuses on:
'Occupational health and safety' in HRM primarily focuses on:
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'Flexible working' within HRM refers to:
'Flexible working' within HRM refers to:
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Study Notes
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
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Description
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.
