Human Resource Management Overview

Personnel Objectives

• Organizational decisions relating to employees must be integrated.
• HR decisions must be in alignment with each other.
• HR decisions must aid employees in achieving their personal goals that enhance their individual contributions to the organization.

### Functions of HRM

• HRM decisions must be made consistently with other HR decisions to ensure the effectiveness of an organization.
• Organizational effectiveness leads to improved customer service in the form of high-quality products at reasonable costs.
• HRM functions are not limited to business establishments, but also extend to non-business organizations.
• Effective and legal handling of employees ensures compliance with employment laws.

Strategic HR Management

• Strategically planning for HR effectiveness is crucial for organizational competitiveness.
• HR metrics and HR technology can enhance HR effectiveness.

### Equal Employment Opportunity

• Compliance with EEO laws and regulations is fundamental for all HR activities.

### Human Resource Planning

• Human resource planning (HRP) plays a crucial role in strategic development.
• It is the first step in HR strategy.
• HRP is crucial across various industries and firms.

### Succession Planning

• Succession planning prepares individuals for future organizational leadership.
• The process involves identifying, training, assessing, and supporting high-potential employees for future leadership roles.

Why Is It Important To Plan HR

• Technological change has rapidly influenced production technologies, marketing methods, and management techniques.
• Demographic changes in the workforce, such as age, sex, literacy, technical skills, and social background, necessitate HRP adjustments.
• Skill shortages are common since organizations become more complex, demanding a diverse set of specialized skills that are often limited in supply.
• Systems thinking is vital to integrate business decisions, analyzing their systemic consequences. The advent of macro-computers has revolutionized information technology, emphasizing comprehensive planning and efficient personnel record management.
• Lead time is crucial during the selection process, employee training, and deployment to ensure individuals are equipped for new knowledge and skills.

### 7 Steps To Human Resource Planning

• Analyze Organizational Objectives: HRM should collaborate with senior managers to understand organizational goals and determine the human capital needed to achieve them.
• Inventory Current Human Resources: HRM should analyze the current workforce, considering factors like employee count, skillsets, performance, and potential.
• Forecast Demand: Estimating the future demand for employees of the right quality and quantity is crucial.
• Develop HR Strategies: Defining recruitment strategies, training programs, and compensation plans.
• Implement the Strategy: Implementing the defined HR strategies to address the projected workforce demand.
• Monitor and Evaluate: Evaluating the effectiveness of implemented HR strategies, making necessary adjustments as needed.
• Monitoring, Control, and Feedback: Monitoring progress helps identify obstacles and ensures necessary adjustments to the plan.

### Job Analysis and Job Design

• Manpower Planning: Determine the quantitative and qualitative manpower needs of the organization.
• Job Analysis: Define the duties, responsibilities, and nature of jobs, subsequently determining relevant hiring criteria.
• Job Description: Create a written statement outlining the responsibilities, work procedures, and rationale behind a job.
• Job Specification: Outline the minimum qualifications necessary to perform a job effectively.
• Purpose of Job Analysis: Job analysis provides valuable information for job evaluation, training programs, and performance management.
• Job Analysis Methods:
  • Structured (Checklist): A standardized format for gathering information.
  • Unstructured: Open-ended questioning for information gathering.
• Questionnaires: Employees complete questionnaires detailing their job duties and responsibilities.
• Questionnaire Formats:
  • Structured checklists: Provide predefined options.
  • Open-ended questions: Allow for detailed responses.
• Technical Conference Method: Gather information from supervisors who have extensive knowledge of the job.
• Participant Diary/Logs Information Source: Workers maintain chronological logs of their activities and corresponding time spent.

### Sections of a Typical Job Description

• Job Identification: Includes job title, code number, department, division, plant, and other relevant identifiers.
• Machine: Identifies the specific tools, equipment, and raw materials used in the job.
• Job Specification: Outlines the minimum qualifications needed to perform the job successfully.
• Physical Characteristics: Includes health requirements, strength, endurance, age, height, weight, and sensory demands.
• Psychological and Social Characteristics: Outlines desired qualities in individuals, such as emotional stability, flexibility, decision-making skills, and interpersonal capabilities.

### External Recruiting

• External Recruiting: Building a pool of qualified applicants interested in working for the organization.
• Methods for External Recruiting:
  • Advertisements in newspapers, magazines, or online platforms.
  • Employment Agencies (Public and Private): Serve as intermediaries between employers and potential applicants.
  • Executive Search Firms/Headhunters: Specialized agencies contracted to hire staff for other companies.

Personality Traits

• Openness to Experience: Individuals demonstrate curiosity, open-mindedness, and a willingness to explore new ideas.
• Agreeableness: Individuals prioritize the needs of others, demonstrating kindness, empathy, and cooperation.
• Conscientiousness: Individuals are organized, self-disciplined, and excel in time management.