Human Resource Management Overview

Importance of Motivated Employees

• Motivated employees strive to achieve personal career goals, enhancing overall organizational productivity.
• Productivity focuses on minimizing costs while maximizing profits.

Functions of Human Resource Management (HRM)

• Training and Development (T&D): Essential for helping employees adapt to changes in the organization’s environment, structure, and technology.
• Human Resource Planning: Involves assessing current workforce capabilities and determining future manpower needs through recruitment, selection, or layoffs as necessary.
• Employee Retention: HRM aims to fully utilize human resources and ensure long-term employee retention by offering benefits and incentives.
• Performance Recognition: Regular appraisals are conducted to acknowledge both high-performing and underperforming employees, with rewards for exceptional contributions.
• Team Spirit and Belongingness: Role designs focus on teamwork, valuing every employee's contribution to boost morale and productivity.
• Conflict Resolution: HRM addresses conflicts within the organization promptly to maintain smooth operations.
• Corporate Image Development: Companies need a positive public image to attract talent and sustain market viability; poor treatment of employees can lead to high turnover and failure.

Employee Characteristics

• Psychological Traits: Include emotional stability, flexibility, decision-making ability, and initiative.
• Mental Abilities: Encompass general intelligence, memory, and judgment.
• Personal Attributes: Factors such as gender, education, and family background influence job performance.
• Attributes are categorized into essential, desirable, and contra indicators for effective job performance.

Job Design

• Follows job analysis, integrating responsibilities and qualifications for improved recruitment and job appeal.
• Job Simplification: Breaks down jobs into smaller tasks that require less specialized training, enhancing efficiency.
• Job Rotation: Employees shift between different jobs to prevent routine boredom and broaden skills, beneficial for both employees and management.

Demerits of Job Evaluation Methods

• Complex and costly to implement; requires familiarity with job evaluation techniques.
• Frequent wage level adjustments are needed, affecting all jobs evaluated under the same method.

Human Resource Planning

• Involves forecasting future HR needs in quality and quantity to align with organizational objectives.
• Activities include:
  • Forecasting future manpower requirements.
  • Assessing current manpower stock and utilization levels.

Strategies for Managing HR Deficits and Surpluses

• Internal Plans: Promotion, transfer, training, and retention to manage HR needs from within the organization.
• External Plans: Recruitment, selection, and outsourcing strategies to fill gaps in human resources.

Recruitment

• Critical component of HRM related to sourcing and attracting potential employees.
• Definitions of Recruitment:
  • Searching and stimulating prospective candidates to apply for jobs.
  • Discovering manpower sources and employing methods to attract talent.
• Internal Sources of Recruitment:
  • Current employees, retired staff, dependents of employees, and employee referrals, with preference typically given to existing employees for promotions and transfers.