1 / 16

Human Resource Management

What is Human Resource Management (HRM). Activities involved in acquiring, maintaining, and developing the human resources of an organizationAlso called:Personnel managementStaffingRepresents one of the organization's largest investments. Human Resource Planning (HRP). Getting the right number o

amory
Download Presentation

Human Resource Management

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

    1. Human Resource Management

    2. What is Human Resource Management (HRM) Activities involved in acquiring, maintaining, and developing the human resources of an organization Also called: Personnel management Staffing Represents one of the organization’s largest investments

    3. Human Resource Planning (HRP) Getting the right number of qualified people into the right job at the right time Effective HRP: Reduces turnover Increases long-term success Short-range Plans: 0-2 years Intermediate Range: 2-5 years Long-range Plans: 5 years or more

    4. Forecasting HR Needs Judgmental Methods Mathematical Models Benchmarking Thoroughly examining internal practices & procedures and measuring them against the ways other successful organizations operate Skills Inventory Management Inventory

    5. Job Analysis Job Analysis Process of determining & reporting pertinent information about jobs Cornerstone of all HR functions Job Design Process of structuring work & designating the specific work activities of an individual or group

    6. Products of Job Analysis Job Description Written synopsis of the nature & requirements of the job Explains: What the job is called What is to be done Where it is to be done How it is to be done Concentrates on the duties, responsibilities, & general working conditions

    7. Products of Job Analysis Job Specification A list of the knowledge, skills, abilities, and other characteristics (KASOCs) an individual must have to perform a particular job Knowledge: Refers to factual or procedural information necessary for successfully performing a task Ability: Refers to a more general enduring capability an individual possesses Skill: Capability of performing a task well Other Characteristics: Personality factors (attitudes), aptitudes, physical or mental traits needed to perform a job

    8. Recruiting All activities involved in seeking & attracting a pool of qualified candidates from which selection can occur External Recruiting Internal Recruiting

    9. External Recruiting Advantages: Larger talent pool New perspectives Hiring v. training Disadvantages: Attracting, contacting, & evaluating potential employees Adjustment & orientation period Internal morale

    10. Internal Recruiting Advantages: Known strengths & weaknesses Available performance evaluations & skills inventories Accurate data Knowledge about the organization Employee morale Maximizes return on investment Disadvantages: The Peter Principle: Successful people are promoted until they reach their level of incompetence Infighting for promotions Inbreeding of ideas Stifling of innovation

    11. Seven Criteria of EEO Laws Civil Rights Act of 1964 prohibited discrimination on basis of: Race Color Religion Sex National Origin Age Discrimination in Employment Act (ADEA) (1967/1986) prohibited discrimination on basis of: Age Americans with Disabilities Act (ADA) of 1990 prohibited discrimination on basis of: Disabilities

    12. The Selection Process Seven Step Process: Application Form Preliminary Interview Employment Testing Diagnostic Interview Reference Checking Physical Examination Final Decision

    13. Orientation Introduction of new employees to the organization, their work units, & their jobs Organizational Orientation General Orientation Presents topics of relevance & interest to all employees Departmental & Job Orientation Specific Orientation Describes topics that are unique to the new employee’s specific department & job

    14. Compensation & Benefits Compensation Base wages & salaries Commission Plan Incentive Pay Gain Sharing Merit Pay Profit Sharing Stock Options Benefits

    15. Performance Appraisal Process of: Determining & communicating performance on the job Establishing a plan of improvement Enhancing employee effort Making administrative decisions related to: Promotions Firings Layoffs Merit Pay Increases Validation of selection procedures Human Resource Planning

    16. Performance Appraisal Methods Management By Objectives (MBO) Primary Purpose: To clarify the roles employees are expected to play in reaching the organization’s goals Five steps: Program endorsed by top management Preliminary goals established by management Goals established between manager & subordinate, and required resources determined Process reviewed, goals modified Results evaluated

More Related