Perform Human Resource Management PDF
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This document outlines the principles and processes of Human Resource Management (HRM). It covers key concepts such as manpower planning, recruitment, induction training, and ensuring labor efficiency. It also addresses conflict management styles and strategies for building good working relationships.
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LU 3. PERFORM HUMAN RESOURCE MANAGEMENT Key concepts Human resource (HR) is the division of a business that is charged with finding, screening, recruiting, and training job applicants, as well as administering employee-benefit programs. Human resource management (HRM) is the process of...
LU 3. PERFORM HUMAN RESOURCE MANAGEMENT Key concepts Human resource (HR) is the division of a business that is charged with finding, screening, recruiting, and training job applicants, as well as administering employee-benefit programs. Human resource management (HRM) is the process of employing people, training them, compensating them, developing policies relating to them, and developing strategies to retain them. Next Manpower planning is the process of estimating the optimum number of people required for completing a project, task or a goal within time. It includes parameters like number of personnel, different types of skills, time period etc. HRM PROCESS a. Human resource planning (HRP) also known as Manpower planning is the first step in the HRM process. b. Recruitment c. Selection d. Placement, induction training and termination Next e. Remuneration/compensation of employees f. Human resource development g. Communication h. Motivation and interaction i. Handle disciplinary problems j. Management of employee benefit programs Manpower planning process Understanding the existing workforce Forecasting for the future Recruitment and selection Training the employees Organizational Chart Importance Show work responsibilities and reporting relationships. Allow leadership to more effectively manage growth or change. Allow employees to better understand how their work fits into the organization's overall scheme. Improve lines of communication. Create a visual employee directory. Present other types of information, such as business entity structures and data hierarchies. Job analysis, Job description, Job specifications Job analysis is a formal system developed to determine what tasks people actually perform in their jobs. Job description is a list of tasks, duties, and responsibilities of a job. Job specifications, on the other hand, discuss the skills and abilities the person must have to perform the job. CONDUCT RECRUITMENT AND INDUCTION TRAINING OF EMPLOYEES Employer refers to a person, company, government entity, agency, professional services firm, non-profit association institution or organisation that provides employment opportunities to individuals. Employee is someone who is provided a work within organisation and is paid for the work done. Recruitment is the process of identifying, screening, shortlisting and hiring of the potential human resources for the purpose of filling up the positions within the organization. It is the central function of human resource management. Functions of recruitment a. Job Design and Development b. Identifying and Seeking Candidates c. Receiving and Tracking Applicants d. Reference and Background Checks e. TestingInterview f. Evaluation and Hiring Factors influencing employees’ recruitment a. Internal factors Size of the Organization Recruitment Policy Image of the Organizations Image of Jobs Next b. External factors Demographic Factors Labour market Unemployment rate Labour laws Competitors Equal Opportunity Steps of employee’s recruitment Preparation Receive applications Selection stage 1: Weed out unqualified applicants Selection stage 2: Rating and ranking candidates Selection stage 3: Interviews Selection stage 4: Simulated work exercise Offer and tying off loose ends Induction training The main purpose of induction training is to integrate new employees into the company and make them understand the systems and procedures followed by the organization. Induction training helps new employees settle down quickly in the new work environment, and gives them a sense of belonging. Benefits of effective induction training to the organization Saves a lot of money and time Reduces employee turnover Ensures operational efficiency Advantages of proper induction training to the new employee ❖Makes the new employee feel respected and valued ❖Provides the necessary information ❖Helps in establishing good communication ENSURE STRATEGY OF LABOUR EFFECIENCY Labour is the amount of physical, mental, and social effort used to produce goods and services in an economy. It supplies the expertise, manpower, and service needed to turn raw materials into finished products and services. Labour efficiency is a measure of how efficiently a given workforce accomplishes a task, when compared to the standard in that industry or setting. It indicates the ability of the worker to do more work or better work during a given period of time. There are several different ways to measure labour efficiency, depending on the type of products and services being produced, and the end goal. Management is the process of organizing, planning, leading and controlling resources within an entity with the overall aim of achieving its objectives. Principles of management The 14 management principles by Henri Fayol are universally accepted guidelines for managers to do their job according to their responsibility. 1. Division of Work 2. Balancing Authority and Responsibility 3. Unity of Command 4. Unity of direction Next 5. Discipline 6. Subordination of Individual Interests to the General Interest 7. Remuneration 8. Centralization 9. Scalar Chain 10. Order 11. Equity Next 12.Stability of Tenure of Personnel 13. Initiative 14. Esprit de corps Modern performance appraisal methods The employee’s performance appraisal process is crucial for organizations to boost employee productivity and improve their outcomes. Performance appraisals are an annual process where an employee’s performance and productivity is evaluated against a predetermined set of objectives. Performance management is super important, not only because it is the determining factor in an employee’s wage rise and promotion but also because it can evaluate an employee’s skills, strengths, and shortcomings accurately. Key performance appraisal methods 1. Management by Objectives (MBO) 2. 360-degree feedback 3. Assessment centre method 4. Behaviourally Anchored Rating Scale (BARS) 5. Psychological appraisals 6. Human-Resource (Cost) Accounting Method Key strategies for labour efficiency ▪ Equip your team with the right tools ▪ Improve cultural fit with better recruiting ▪ Improve employee skills with training ▪ Encourage autonomy by not micromanaging ▪ Focus on the future with clear communication Next ▪ Don’t lock down social media ▪ Increase employee satisfaction with great perks ▪ Gain insight by measuring productivity ▪ Get higher-quality work by fostering morale MANAGE CONFLICT OF WORKERS Business internal rules and regulations a. Principles of team work Teamwork involves members who: ✓ Principle 1: provide and accept feedback ✓ Principle 2: are willing, prepared, and back each other up ✓ Principle 3: collectively view themselves as a group whose success depends on their interaction ✓ Principle 4: foster within-team interdependence ✓ Principle 5: have leaders who serve as models for the others Next b. Assigning duties and delegation of power Delegation is a process that enables a person to assign a work to others and delegate them with adequate authority to do it. Duty assignment is a duty that an employee is assigned to perform within an organisation. Elements of delegation i. Authority ii. Responsibility iii. Accountability Types of conflict at workplace ✓ Conflict with the self/intrapersonal conflict ✓ Conflict with others/ interpersonal conflict ✓ Intra-team conflict ✓ Inter-team conflict Strategies to build good working relationships with your colleagues Identify your relationship needs Develop your people skills Focus on your EI( Emotional Intelligence) Practice mindful listening Schedule time to build relationships Next Manage your boundaries Appreciate others Be Positive Avoid gossiping Conflict management styles When it comes to conflict, there is no one solution that will work in all situations. Each situation will be different, from the trigger of the conflict to the parties involved. A manager skilled in conflict resolution should be able to take a birds-eye view of the conflict and apply the conflict management style that is called for in that specific situation Next The following are some of the conflict management styles: a. Accommodating b. Avoiding c. Compromising d. Competing e. Collaboration