Human Resource Management Overview

Human Resource Management (HRM)

• HRM is a strategic approach to employment, development, and well-being of employees within an organization.
• It encompasses all management decisions and actions affecting the employee-organization relationship.
• HRM extends beyond administrative tasks and aims to achieve organizational success through effective people management.
• HRM objectives include increasing organizational effectiveness and capability, ensuring employee rights and needs are met through social responsibility, and aligning HR systems with organizational strategy.

HRM as a System

• HRM is viewed as an open system, dependent on the external environment for inputs (employee skills and abilities).
• Throughput involves employee behavior, transforming inputs into outputs (employee satisfaction and performance).
• An open HRM system is a competence model of organizations (ability, skills, proficiency/talent).

Disciplinary Procedure

• The disciplinary procedure outlines stages for disciplinary action, requiring valid reasons and fair treatment.
• Employees must be aware of expected standards and given opportunity to respond to charges.
• Employees have the right to appeal disciplinary action.
• Procedures should be up-to-date and accessible to all employees.

Capability Procedure

• This procedure supports employees facing difficulties or deficiencies in skills/abilities.
• Managers strive to improve employee performance through support and feedback.
• Realistic performance standards are identified, with support mechanisms to help employees meet them.

Stages of Capability Procedure

• Informal discussion with the employee about low performance.
• Formal interview if performance doesn't improve, outlining performance expectations and consequences.
• Recording and communication (copy) of the interview outcome.
• Time to improve performance.
• A final discussion, providing support and encouragement if improvement is seen.
• Extension of time to improve if performance isn't yet at the required standard.
• Dismissal if no improvement; employees can appeal within three working days.

HR Information System (HRIS)

• HRIS is a collection of databases, applications, hardware, and software for managing human resources data.
• Operational HRIS supports routine decisions and tasks.
• Tactical HRIS supports management of human resource decisions (e.g., recruitment, job analysis, training, compensation).
• Strategic HRIS assists top management in setting organizational goals and directions.
• Benefits include time and cost savings, work re-allocation, and self-service for employees (leave, payroll, etc.).

Health and Safety Policies

• Written policies outline top management's commitment to employee safety, detailing how employee protection will be provided.
• Policy statements are crucial.
• Details and guidelines for implementing the health and safety policy are essential. Organizational policies should detail protection from workplace hazards, minimizing loss of people and property damage.
• Examples of typical hazards include receiving/handling raw materials, movement of people and materials, and operating machinery.

Employee Benefits

• Employee benefits include elements beyond cash compensation.
• Objectives include providing competitive total remuneration and addressing employee's personal needs.
• Flexible benefit systems allow employees to choose benefits to meet individual needs.
• Examples of benefit types include pensions, financial assistance, personal needs (holidays, childcare), company cars, meals, clothing allowances, communication tools, credit cards, parking, and accommodation.

This quiz covers key concepts in Human Resource Management (HRM), focusing on its strategic role in organizations, performance improvement, and employee engagement. It also emphasizes the HRM system as an open system and outlines the disciplinary procedures relevant to employee management.