Human Resource Management Techniques - 1st Semester

Human Resource Management and Techniques

• This course covers Human Resource Management (HRM) and its techniques.
• The material is from the first semester at the University of Huelva.
• The document includes a table of contents listing topics in the course.
• Topics include organizational aspects of HRM, strategy, company culture, communication, work & job analysis, job design including characteristics models, HR policies and HRM planning.

Organizational Aspects of HRM

• The subject matter includes HRM as all managerial activities concerned with the employment relationship.
• HRM focuses on shaping organizations and achieving strategic objectives.
• Key elements include job analysis, job description, and job specification.
• Job descriptions outline tasks; specifications detail skills/abilities.
• Job Analysis and processes were noted.
• Key levers in managing organizations are highlighted.

Company Culture

• Company culture encompasses shared values, norms, beliefs, and assumptions.
• It influences organizational behavior, even if implicitly defined.
• Several definitions and components of organizational culture are discussed, including values, norms, and artefacts.
• Training policies are aligned with company culture, e.g. onboarding and mentorship, continuous learning programs.

Communication in Companies

• Communication in organizations includes vertical (top-down/bottom-up) and horizontal communication.
• Vertical communication flows between different levels; horizontal between departments/groups.
• Informal communication is also important and often faster than formal communication.

Work and Job Analysis

• Work involves efforts to complete a result; jobs are the organized tasks.
• Approaches for dealing with jobs include workflow analysis and re-engineering.
• Job design organizes tasks, roles, and responsibilities in work units.
• Job enlargement adds tasks, job enrichment adds responsibility levels.

HRM Planning

• The process aims to anticipate and meet human resource needs.
• This is done by analyzing the quantitative (numbers of employees), and needs.
• Planning processes for resource, flexibility, and retention are important.

Recruitment Process

• Recruitment involves generating a pool of qualified candidates.
• This includes activities such as advertising, employee referrals, and external recruiting.
• The process includes receiving applications, screening applications, employment testing, interviews, reference checking, medical examinations, and final selection stages.
• Recruitment and selection processes are distinct, despite being interrelated. Selection is the pick for qualified candidates.

Selection Process

• Selection is focused on finding and choosing the most suitable candidates for specific positions.
• Steps in the selection process include applications reception, screening, employing tests, interviews, and references checking.
• Various factors influence the selection process. Factors such as company culture, pay, organization culture, and market conditions affect this process. Selection process involves several steps.
• The process includes tests that combine achievement, aptitude, psychometric, intelligence, and group situational tests.

Job Design

• Job design focuses on elements like skill variety, task identity, task significance, autonomy, and feedback.
• These characteristics affect employee motivation and performance.
• Approaches for designing jobs like teams, job enlargement, and job enrichment are detailed.

###HRM Models

• HRM models like Michigan and Harvard models are discussed.
• Key advantages and disadvantages associated with these models.

Other

• Course content incorporates organizational charts, data on organizational planning processes, and scenario planning, as well as different job analysis techniques.