HR 120 Recruitment and Selection PDF

HR 120 Recruitment and Selection SARAH JANE S. INAY Faculty, Business Administration Department College of Business, Economics and Accountancy  Unit I Topic Heading Keywords Theorists/Authors Overview of Recruitment and J...

HR 120 Recruitment and Selection SARAH JANE S. INAY Faculty, Business Administration Department College of Business, Economics and Accountancy  Unit I Topic Heading Keywords Theorists/Authors Overview of Recruitment and Jose Mario Maximiano Human Resource Selection David Ulrich Management Labor Market Michael Armstrong Strategic Partner Gary Dessler Administrative Expert Wendell L. French Change Agent Luther Gulick Employee Champion Lyndall Urwick Topics Covered 1) Definition of Human Resource Management; 2) Nature of Human Resource Management; 3) Importance of Human Resource Management; 4) Personnel Aspects of a Manager’s Job; 5) Roles of Human Resource Professionals; and 6) National and International Challenges of HRM Learning Outcomes At the end of the unit, the students must have: 1) explained what human resource management is and how it relates to the management process; 2) discussed and showed examples why human resource management is important to all managers; 3) recognized the roles of human resource professionals; and 4) illustrated each of the challenges of HRM. Misconceptions about Human Resource Management An employee-advocate function and represents the “soft” side of the business Misconceptions about Human Resource Management It is cost center and does not generate revenue Misconceptions about Human Resource Management Serves only as an administrative support and organizes a company outing Misconceptions about Human Resource Management Uses people, but does not develop people The Evolution of Human Resource Management Industrialization Era Contemporary Era  HRM has transitioned from being a primarily administrative function to a strategic partner that contributes to the overall success and sustainability of an organization. Maximiano (2006) enumerated the following reasons why HR is an organization’s most valuable asset: An organization may start with zero-funding but given a hardworking staff, it can become financially viable. Capital (things) emanates from labor (person). The employee is the “real manager of work” and the doer in the production process.  Definition of Human Resource Management Concerned with the employment, development and reward of people in organizations and the conduct of relationships between management and the workforce. - Michael Armstrong, 1999 The process of acquiring, training, appraising, and compensating employees, and of attending to their labor relations, health and safety, and fairness concerns. - Gary Dessler, 2020 Analyzing the three words such as: HUMAN: MANAGEMENT RESOURCE: skilled utilization of resource so source of human as to meet the workforce in the organizational goals and capital organization objectives. Nature of Inherent part of Pervasive Human Management Function Resource Management Basic to all People-Centered Functional Areas Nature of Personnel Continuous Human Activities process Resource Management Based from Human Relations Importance of Human Resource Management Individual Professional According to Wendell L. Level Level French, an Organizational Behavior Professor in Harvard University, the Corporate Social Level importance of HRM can Level be discussed in 5 levels. National Level  Importance of Human Resource Management 1) Individual Level. HRM is important to individuals as it provides a respectful and motivating environment for the employees.  Importance of Human Resource Management 2) Professional Level. HRM contribute significantly in setting up a professional work culture and maximum opportunities to the development of an employee which further translates into better productivity among employees and improving their quality of life.  Importance of Human Resource Management 3) Corporate Level. HRM maintains the relationship between union and management. It also focuses on strengthening the relationships among employees.  Importance of Human Resource Management 4) Social Level. Proper management of human resource enhances their morale by satisfying their social needs. The human resource team is the one who takes up responsibility for events, celebrations, ceremonies, team buildings and other employee engagement opportunities.  Importance of Human Resource Management 5) National Level. The growth of a country is also achieved by means of HRM. Economic development of nation is dependent upon the skills, attitudes, and values of its human resources.  ORAL PARTICIPATION Among the importance of HRM, which among them favors you most? Explain your answer.  Personnel Aspects of a Manager’s Job 1) Management Functions. POSDCORB is an acronym that represents the key functions of management. It was coined by Luther Gulick and Lyndall Urwick in the early 20th century as a way to outline the fundamental activities that personnel managers perform. Personnel Aspects of a Manager’s Job PLANNING. This essentially refers to establishing a broad sketch of the work to be completed and the procedures incorporated to implement them. ORGANIZING. Organizing involves formally classifying, defining and synchronizing the various sub-processes or subdivisions of the work to be done. Personnel Aspects of a Manager’s Job STAFFING. This involves recruiting and selecting the right candidates for the job and facilitating their orientation and training. Directing. This entails decision making and delegating structured instructions and orders to execute them.  Personnel Aspects of a Manager’s Job COORDINATING. Harmonizing the efforts of employees and departments to ensure that activities are aligned and complementary. REPORTING. Regularly updating the superior about the progress or the work related activities. The information dissemination can be through records or inspection. BUDGETING. Creating financial plans and allocating resources to various activities. HRM Functions from Great Learning Academy HR Planning Recruitment and Selection Learning and Development HRM Functions from Great Learning Academy Compensation and Benefits Performance Management Employee Engagement and Communication HRM Functions from Great Learning Academy Health and Safety Employee Personal Support Industrial Relations  Roles of HR Professionals David Ulrich, in his book HR Champions, identified four roles that HR professional plays. The model divides HR professionals into four significant groups, which help manage HR departments.  Model of HR Roles 1) Strategic Partner. Top management must encourage the inputs of HR executives when it comes to business strategy. HR should be responsible for mapping out how a company goes about its business, conducts regular audits of organization and makes recommendations for improvements as a strategic partner.  Model of HR Roles 2) Administrative Expert. Manages the internal operations of an organization. They supervise people, manage costs and monitor daily production and other human resource requirements. The model also advocates automation and outsourcing of administrative tasks to free up more time for strategic focus.  Model of HR Roles 3) Change Agent. The Change Agent looks into the company's overall culture and thinks about how it can be better, both from a personal and professional perspective. They'll connect with line managers to lead and facilitate change to make the organization a better place for everyone.  Model of HR Roles 4) Employee Champion. This is all about increasing employee engagement. In this new role, HR must champion well-being initiatives, promote development programs and speak on behalf of employees in top-level discussions. Ultimately, HR must ensure the workforce feels valued and remains committed to the organization.  ORAL PARTICIPATION What is the "Change Agent" role and why is it important in today's rapidly evolving business landscape? National and International Challenges of HRM today DID YOU KNOW? As the business landscape changes with increasing speed, so does the role of human resources. HR has come a long way from processing employee paperwork to now holding a strategic position and often a chief seat at the senior leadership table.  National Labor laws and High employee Challenges regulation turnover Job mismatch Job hopping International Cultural diversity and inclusion Global talent acquisition Challenges Skills gap and Changing workforce education disparities expectations  WRAP UP HR Managers should provide a healthier working environment conducive for promoting positive employee- employer relationship. Because they directly affect people’s lives as well as the employers ability to compete. Society of Human Resource Management CEO and President Johnny C. Taylor said, “People may be the worst part of work but HR professionals can transform people and become the brave leaders their organizations need to make real change”  References Textbook: 1) Maximiano (2006). Managing Human Resources in the 21st Century Online References 1) https://www.testcandidates.com/magazine/the-david-ulrich-hr-model/ 2) https://www.mbaskool.com/business-concepts/marketing-and-strategy- terms/2443-posdcorb.html 3) The HR Digital Transformation. https://www.youtube.com/watch?v=XpbGAmqr2Ww  NOTE This PowerPoint presentation is protected by copyright law and is intended solely for the use of the intended recipient(s). Reproduction, distribution, or unauthorized sharing of this presentation, in whole or in part, without the explicit written consent of the copyright owner is strictly prohibited.  Questions/Clarifications? Visit Study Email Address and Contact Number: Learn Have fun at MMSU [email protected] 0915-855-1254