Human Resource Management (HRM) BAA251 Final PDF

What is HRM: A strategic approach of employment, development, and total well- being of people in an organization. It involves all management decisions and actions that affect the nature of the relationship between the organization and its employees. HRM goes beyond administrative tasks....

What is HRM: A strategic approach of employment, development, and total well- being of people in an organization. It involves all management decisions and actions that affect the nature of the relationship between the organization and its employees. HRM goes beyond administrative tasks. All activities of HRM are important for the organization and its employees. Objectives of HRM Make sure that the organization is able to achieve success through people. To increase organizational effectiveness. To increase organizational capability. Make sure of the rights and needs of people in organizations through social responsibility. The Matching Model – States that the HR systems and the organization structure should be managed in a way that fits the organizational strategy plan. -HRM As a System An open view system of HRM depends on the environment for: inputs (skills and abilities), which are transformed during throughput (employee behavior), to produce outputs (employee satisfaction and performance) An open HRM system is defined as a competence model of organizations. (ability, skills, proficiency/talent) Values of HR Policy Equity Consideration Organizational learning Performance through people Quality of working life Working conditions Disciplinary Procedure The main purpose of this procedure is that it sets out stages through which any disciplinary action should be taken. Disciplinary action can only be taken if a valid clear reason exists. Has to be fair. Can take place only if the employee is aware of standards expected of them. Allows the employee the right to know what charges are being made against them and to be able to respond the charges. Allows the employee the right to appeal against any disciplinary action. Disciplinary procedures should always be up-to-date. Disciplinary procedures should always be available to all employees. Capability Procedure The main purpose of this procedure is to support staff when difficulties arise. Every reasonable effort will be made to support staff in improving deficiencies (if any problems occur, or lacking skills and abilities), The procedure allows managers to deal with issues of unsatisfactory work performance fairly, quickly and effectively. The procedure ensures that: Realistic and measurable standards of performance are identified. Support mechanisms are set up to ensure unsatisfactory performance is identified and that employees are helped and encouraged to meet the required standard. Action taken or dismissal from the job are both handled fairly. Stages of Capability Procedure 1. Informal discussion with employee: -Manager/leader will tell employee about low performance and aim toward improving, and if not improved over time a different type of disciplinary action will occur. 2. If no improvement over-time a formal interview is arranged. - Clearly explain performance outcome and required standard to the employee, identify unsatisfactory performance and what type of treatment should be taken, set reasonable time-frame to reach required performance and monitor performance, and inform the employee what will happen if that standard is not met. 3. The outcome of interview is recorded in writing and a copy is given to the employee. 4. Time will be given to the employee to improve performance. 5. Finally, another formal interview will be given in order to discuss most recent performance. - If the performance has been improved it shows support, encouragement, and feedback. - If performance has not been fully improved and not yet met with required standard, extension of time will be given to support more improvement. - If there is NO improvement in performance at all. The employee will be given another suitable vacancy or if there is no other vacancy available dismissal will be taken into consideration. 6. Employees may appeal (request or demand) against their dismissal. The appeal must be made within three working days. HRIS A composite of databases, computer applications, hardware and software that are used to collect, record, store, manage, deliver, present and operate data of human resources. Operational HRIS Operational HRIS – Provides data to support routine and repetitive human resource decisions. Tactical HRIS Tactical HRIS – Supports the management in underlying the decisions in relation to human resources. Decisions in relation to: recruitment, job analysis, job design, training and development, employee compensation. Strategic HRIS Strategic HRIS – Supports the top management to set goals and directions for an organization. Benefits of HRIS 1. Saving time 2. Saving costs 3.Work re-allocation Application of HRIS Personal self service Leave and absence Payroll People administration Compensation and benefits Training and development Performance evaluation Health and Safety Program It is a program that is provides employees with protection from hazards arising from their job. It deals with prevention of accidents, minimizing loss of people, and property damage. Health and Safety Policies Are written health policies. Usually state that top management is concerned about protection of the organization’s employees from hazards at work and to indicate how employee protection will be provided. 1.Policy statement 2.Description of organization for health and safety. 3.Details and guidelines for implementing the policy to be followed by everyone. Typical Hazards Receipt of raw materials (lifting/carrying) Stacking and storage (falling materials) Movement of people and materials (falls/crashes) Processing raw materials (exposed to toxins) Maintenance of buildings (roof work/gutter cleaning) Maintenance of plant and machinery (installation of equipment) Using electricity Operating machines at an unsafe speed Failure to wear protective equipment (hats/boots/glasses/clothing) Dealing with emergency (spillages/fire/explosion) Health hazard from the use of equipment Health and Safety Audits Provides a comprehensive review of all aspects regarding health and safety policies, procedures and practices programs. Who carries out a health and safety audit? Safety Advisors. HR Specialists. Managers. Audit Agency. Employee Benefits Are elements of remuneration given in addition to the various forms of cash pay. They also include items that are not strictly remuneration such as annual holidays. Objectives of Employee Benefits Provide a competitive total remuneration package. Provide employees’ personal needs. Increase the commitment of employees to the organization Flexible Benefits Allows the employees to decide on what they want on their benefits package; within certain limits. Gives employees the chance to choose from many benefits. Types of employee benefits Pensions (retirement income/income/allowance) Security Financial assistance (loans, house purchase scheme, discounts on company goods or services) Personal needs (holidays, other types of leaves, child care, career breaks, counselling, fitness, recreational/entertaining facilities) Company cars Meals Clothing allowances Telephone refund costs Mobile phones, laptops Credit card facilities Parking Accommodation Intangible benefits (quality of working life, attractive environment, satisfaction of employment)