Human Resource Management (HRM) PDF

HUMAN RESOURCE MANAGEMENT SCOPE AND DEFINITION HIRING TRAINING REWARD CAREER VALUE JOB PEOPLE RESOURCES PERFORMANCE APPRAISAL...

HUMAN RESOURCE MANAGEMENT SCOPE AND DEFINITION HIRING TRAINING REWARD CAREER VALUE JOB PEOPLE RESOURCES PERFORMANCE APPRAISAL HUMAN CAPITAL PROMOTION CULTURE  WHAT IS HRM? -an integrated set of processes, practices, programs, and systems in an organization that focuses on the effective deployment and development of its employees. Can you imagine a company/business without human resources?  1. Transform informational and physical resources into products and services that customers value. 2. Generate ideas, solve problems, make decisions, and facilitate learning to enhance organizational performance. 3. Develop business plans, manage teams, and engage in decision- making. 4. Introduce fresh perspectives, Importance of People challenge the status quo, and help the organization remain in the Organization competitive and adaptable. Evolution of HR Work Wave 1 – Early 1900s Wave 2 – 1970s Focused on the administrative work of Wave 3 – 2000s HR personnel, such as Focused on the design terms and conditions of innovative HR Wave 4 – 2020 and of work, delivery of HR practice areas, such as HRM continues to be a Beyond (pandemic) services, and compensation, strategic partner to regulatory compliance learning, and sourcing. the business and has The role of HRM has (e.g., payroll). also become a dramatically changed competitive practice with the onset of COVID- for responding to 19. The pandemic external business disrupted organizations conditions. worldwide. To prevent the spread of the virus, many employees began working remotely. The Human Resources Executive Department Five Key Roles Role Audit Role HR DEPT. Service Facilitator Role Role Consultancy Role  EXECUTIVE ROLE – in this role the HR department is viewed as the specialist in the areas that encompass Human Resources or people management. The HR AUDIT ROLE – in this capacity the HR department will check other department and the organization as Department’s a whole to ensure all HR policies such as Health and Safety, Training, Staff Appraisal etc. are being carried out in accordance with the company’s HR Five Key Roles policy. FACILITATOR ROLE – in this role, the HR department help or facilitate other departments to achieve the goals or standards as laid out in the HR policies of the organization. This will involve training being delivered for issues that arise in the areas relating to people management. The HR Department’s Five Key Roles 4. CONSULTANCY ROLE – the HR department will advise managers on how to tackle specific managing people issues professionally. 5. SERVICE ROLE – in this capacity the HR department is an information provider to raise awareness and inform departments and functional areas on changes in policy. The Human Resources Department’s Roles 1. The process of recruiting suitable candidates for the organization. 2. Identifying and meeting the training needs of existing staff. 3. Ensuring employee welfare and employee relations are positive. 4. Ensure the working environment is safe for employees. 5. Raising awareness of current workplace legislation. HRM IMPORTANCE Strategic Workforce Management Cultivating a Positive Work Culture Employee Development and Growth Conflict Resolution and Employee Well-being Recruitment and Talent Acquisition Performance Management and Accountability Regulatory and Legal Adherence Diversity and Inclusion Strategic Partner in Business Success Employee Engagement and Retention  Retention Staffing Training and Development of Development workplace policies Dealing with Laws Compensation and Affecting Employment Benefits Administration Communication Awareness of External Factors Worker Protection HR MANAGER  Human Resource Manager’s Job Compensation Workplace Staffing and Benefits Retention Policies Administration HR Plan e.g. Discipline e.g. Pay 1.Issues around Equal process policy Health benefits the job they are Employment Vacation time 401(k) performing Opportunity policy (retirement 2.Challenges with (EEO) Dress code plans) their manager Recruitment Ethics policy Stock purchase 3.Poor fit with Selection Internet usage plans organizational policy Vacation time culture Sick leave 4.Poor workplace environment Bonuses Tuition reimbursement  Training and Dealing with Laws Worker Protection Development Affecting Employment Job skills training Discrimination laws Chemical hazards Training on Health-care Heating and ventilation communication requirements requirements Team-building Compensation Use of “no fragrance” activities requirements such as zones Policy and legal the minimum wage Protection of private training, such as sexual Worker safety laws employee information harassment training Labor laws and ethics training  Awareness of External Factors Globalization and offshoring Changes to employment law Health-care costs Employee expectations Diversity of the workforce Changing demographics of the workforce A more highly educated workforce Layoffs and downsizing Technology used, such as HR databases Increased use of social networking to distribute information to employees Human Resource Manager’s Job 1. Identify staff vacancies according to the needs of the company, recruit, interview, and select applicants. 2. Allocate human resources, ensuring appropriate matches between personnel. 3. Provide current and prospective employees with information about policies, job duties, working conditions, wages, opportunities for promotion, and employee benefits. 4. Advise managers on organizational policy matters such as equal employment opportunity and sexual harassment and recommend needed changes. 5. Perform difficult staffing duties, including dealing with understaffing, refereeing disputes, firing employees, and administering disciplinary procedures. 6. HR Manager administers performance management systems, compensation benefits and safety and recreation programs. SEPARATE ATTRACT RETAIN RECRUIT DEVELOP ONBOARD ENGAGE  Attraction Adjustment Selection Assessment Recruitment Development and Motivation Interrelated Responsibilities of HRM  Human Resource Management (HRM) vs Human Resource Development (HRD) HRM HRD HRM focuses on enhancement of employees, HRD is concerned with enhancing the potential from a long-term perspective. capabilities of employees that will result in positive behavior change. HRM gives attention to the effective HRD sees to it that there is continuing utilization of employees and their opportunities for growth and development capabilities. HRM takes decisions on HRD plans. HRD depends on the decisions of HRM. HRM at its center has HRD. The goal of HRD is anchored to the that of HRM, which boils down the benefit of the workers. HRM attends to every employee demand HRD promotes the upscaling of skills and resulting in increased satisfaction and knowledge resulting in outstanding productivity. performance.  Personnel Management Focus vs HRM Focus Helping to design, implement and Administering of policies administer talent management policies Stand-alone programs, such as HRM training programs that are integrated training with company’s mission and values Personnel department Partner with management in all areas of responsible for people hiring and management of people administration Creates a cost within an Contributes to the profit objectives of the organization organization HUMAN RESOURCES AND ENVIRONMENTAL FACTORS  External Factors Economy Legal and Regulatory Technology Generation of Workers Social and Cultural Changes Globalization Internal Factors  REFERENCES: Patterson, D. (2023, May 3). Human Resources Management - 3rd Edition. Pressbooks. https://ecampusontario.pressbooks.pub/humanresourcesmgmt/ Lauron, D. (2019). Human resource management: Principles and practices (1st ed.). Rex Book Store, Inc. Saidali, M., & Saidali, J. F. (2015). Recruitment & Selection. Mindshapers Co., Inc.