Human Resource Management (HRM) Notes PDF

**Chapter 12 Notes** **Human Resource Management (HRM)** - **Definition:** The function responsible for planning, organizing, leading, motivating, and controlling the human resources of a business. **The primary responsibility of the HR manager:** 1. **Strategist**: Aligns HR policies...

**Chapter 12 Notes** **Human Resource Management (HRM)** - **Definition:** The function responsible for planning, organizing, leading, motivating, and controlling the human resources of a business. **The primary responsibility of the HR manager:** 1. **Strategist**: Aligns HR policies with the overall goals of the organisation and develops new policies as needed. 2. **Adviser**: Provides guidance to managers on HR issues and practices. 3. **Manager**: Plans and oversees HR tasks like hiring and performance management. 4. **Trainer and Developer**: Ensures employees receive proper training and development. 5. **Counsellor**: Supports employees and management with concerns like low morale and grievances. - **Interpersonal skills** - **General management skills** - **Administrative skills** - **Business skills** - **Specialised knowledge and skills** **The human resource management process** - - Strategic HRM planning has four steps: - Succession is a continuous process that involves figuring out which important jobs the organisation will need in the future, choosing people who could fill those jobs & helping those candidates grow into strong leaders to ensure the organisation does well in the future. - A job analysis determines the content of a job & the behaviours and qualities that it will need. - A job description describes duties, responsibilities of a specific job, summary of the nature or type of the job. - A job specification specifies the minimum acceptable personal qualities, skills or qualifications needed for the job. - Human resource forecasting (workforce planning) means making plans to ensure that the right people are in the right jobs which helps the organisation reach its goals. - - [Recruitmen]t: is the process used by business to identify vacancies in the business and attract suitable candidates for it. - [Internal recruitment:] Refers to the use of internal sources to advertise vacancies inside the business (word of mouth, office notice boards, internal emails). - Advantages: - Quicker and cheaper to fill the post. - Placement is easy, as management knows the employees\' skills, personality, experience & strengths. - The employee already understands how the business operates. - Disadvantages: - It may close the door to new ideas from outsiders. - The promotion of an employee could cause resentment among other employees. - The number of applicants from which to choose is limited to existing staff only. - [External recruitment:] Refers to the use of external sources to advertise vacancies outside the business (head hunting, recruitment agencies , walk-ins, social media. ) - Advantages: - New candidates bring new talents, ideas, experiences, skills into the business. - There is a larger pool of candidates to choose from. - There is a better chance of getting a suitable candidate, who do not need much training/ development which reduce costs. - Disadvantages: - Recruitment process takes longer & is more expensive than internal recruitment. - New candidates generally take longer to adjust to a new work environment. - In-service training may be needed which decreases productivity during the time of training - Selection procedure: - Gathering relevant information through CV's and application blanks. - Screening and shortlist applications. - Making interviews and employment tests. - Conducting interviews and any other applicable tests. - Verifying all the information - Performing follow-up interviews - Making hiring decisions and job offers & notifying unsuccessful candidates. - Arranging a physical examination. - Keeping record. - Induction: Refers to the process of introducing new employees to the business and its related aspects. - Introduce new employees to management/colleagues to establish relationships with fellow colleagues at different levels. - Make new employees feel welcome by introducing them to their physical workspace. - Ensure that employees understand their roles/responsibilities so that they will be more productive. **[Developing and assessing the organisation's human resources]** - - - - - - - - - - - - Trait-based criteria, which focus on the personal characteristics of an employee (e.g. loyalty to the organisation and co-workers). - Behaviour-based criteria, which focus on specific behaviours that lead to job success (e.g. the ability to work well with co-workers). - Outcomes-based criteria, which focus on what was achieved or produced (linking it to goals of the organisation) **[Maintaining the organisation's human resources ]** - **Compensation management**: (or reward management) means managing both outside rewards (like pay) and inside rewards (like job satisfaction). - to attract good applicants - to retain good employees - to motivate employees to demonstrate effort - to comply with current legislation - to ensure organisational profitability **[Labour relations]**