1 / 8

HR-Management in SME’s

HR-Management in SME’s. EKATERINBURG RUSSIA OCTOBER 2008 INFORMATIONAL CENTER FOR BUSINESS DEVELOPMENT. HR-MANAGEMENT IN SME’s. A COMBINATION OF - TRADITIONAL PERSONNEL FUNCTIONS - PERFORMANCE - EMPLOYEE RELATIONS - RESOURCE PLANNING.

elvis-cline
Download Presentation

HR-Management in SME’s

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. HR-Management in SME’s EKATERINBURG RUSSIA OCTOBER 2008 INFORMATIONAL CENTER FOR BUSINESS DEVELOPMENT

  2. HR-MANAGEMENT IN SME’s • A COMBINATION OF - TRADITIONAL PERSONNEL FUNCTIONS - PERFORMANCE - EMPLOYEE RELATIONS - RESOURCE PLANNING

  3. THE OBJECTIVE OF HRM: TO MAXIMIZE THE ROI FROM THE ORGANIZATION’S HUMAN CAPITAL AND MINIMIZE FINANCIAL RISK RESPONSIBILITY OF HR-MANAGERS: TO CONDUCT THE ACTIVITIES IN AN EFFECTIVE, LEGAL, FAIR AND CONSISTENT MATTER. HR-MANAGEMENT IN SME’s

  4. HR-MANAGEMENT IN SME’s KEY FUNCTIONS HRM • SELECTION • TRAINING AND DEVELOPMENT • PERFORMANCE EVALUATION AND MANAGEMENT • PROMOTIONS • REDUNDANCY • INDUSTRIAL AND EMPLOYEE RELATIONS • RECORD KEEPING OF ALL PERSONAL DATA • COMPENSATION, PENSIONS, BONUSES ETC. IN RELATION WITH PAYROLL • CONFIDENTIAL ADVICE TO INTERNAL “CUSTOMERS” IN RELATION TO PROBLEMS AT WORK • CAREER DEVELOPMENT

  5. HR-MANAGEMENT IN SME’S THE PROGRAMME IS BASED ON TWO ELEMENTS: - PROVIDING KNOWLEDGE ON HRM - IMPLEMENTATION OF HRM-THEORY IN PRACTICE * SHORT LECTURES * ASSIGNMENTS FOR SMALL GROUPS * PRESENTATIONS * ROLE PLAYING * GIVING AND ACCEPTING FEEDBACK LEARNING BY DOING!!!

  6. HR-MANAGEMENT IN SME’S HR-MANAGEMENT (BETTER? HUMAN CAPITAL MANAGEMENT) IS MORE THAN HIRING, FIRING AND JOB DESCRIPTION, IN A GLOBAL APPROACH IT IS NOT ONLY “WORK” THAT LEADS TO A PRODUCTIVE ENTERPRISE. IT ALSO INVOLVES: * CULTURE SKILLS * FOREIGN LANGUAGE * INGENUITY * HUMOR * CAREFUL LISTENING * ETHICS * SOCIAL CONNECTIONS ALL THIS “FIRM – SPECIFIC HUMAN CAPITAL” NEEDS TO BE DEVELOPED IN HRD, HR-DEVELOPMENT

  7. HR-MANAGEMENT IN SME’S HUMAN RESOURCE DEVELOPMENT: RECRUITMENT & SELECTION, JOB ANALYSIS * EXTERNAL FACTORS (OUTWITH THE POWERS OF THE ORGANISATION) - DEMOGRAPHICS: AGE,GENDER,SOCIAL CLASS - DIVERSITY: BABY-BOOMERS, POSITIVE DISCRIMINATION - SKILLS AND QUALIFICATIONS: MORE/ENOUGH HIGHLY SKILLED GRADUATES? * INTERNAL FACTORS ( EASIER TO CONTROL/INFLUENCE BY THE ORGANISATION) - GEOGRAPHICAL SPREAD: HOW FAR IS THE JOB FROM THE INDIVIDUAL) - OCCUPATIONAL STRUCTURE; NORMS AND VALUES OF THE DIFFERENT CAREERS: CRAFT, ORGANISATION CAREER, UNSTRUCTURED * GENERATIONAL DIFFERENCE: AGE CATEGORIES, DIFFERENT EXPECTATIONS

  8. HR-MANAGEMENT IN SME’S ASSIGNMENT (in small groups) • Which HR-issues are clearly developed in your enterprise? • Which need more attention? • Which are your strong personal HR-qualities? • What HR-elements would you like to practice in this course? • Reflect a moment on the items, then discuss them with three of your collegues • One of each subgroup presents the results in the full session

More Related