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Human Resource Management Personal Management

Human Resource Management Personal Management. „ People are our greatest asset “ Human capital. Which activities include personal management?. Activities. Manpower planning Recruitment , selection and placement Job evaluation Appraisal , merit rating

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Human Resource Management Personal Management

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  1. Human Resource Management Personal Management

  2. „People are ourgreatestasset“Humancapital

  3. Which activities include personal management?

  4. Activities • Manpowerplanning • Recruitment, selectionandplacement • Job evaluation • Appraisal, merit rating • Promotion, transfer, dismissalofpeople • Trainingandretraining, careerdevelopment • Rewardsystem • Conditionsofemployment, personnelaffairs

  5. Role of personal department in the organisation Management of changes in a structure and a quality of human resources in accordance with needs of economic and social background and also requirement of employees. Includes managerial functions selection, deployment and management of employees.

  6. Manpower planning • The objective to find out requirement (lack) of employees, external cooperation (if needed) for the future activities of the organization. There are four dimension: • professionalfactor – jobdescription–whichoftheprofessionalcategoryofemployeesisneeded,

  7. Job description • document specifying the objectives of a job, the work to be performed, the responsilibilities involved, the skills, needed, the relationship of the job to other jobs, working conditions

  8. Manpower planning • job specification (man qualifcation) – written description of special qualification level (rank) for a given proffesion (experience, education, special skills, other requirements)

  9. Manpower planning • time factor – when the requirement of this profession in a qualification structure, • organisational factor – in which organisational structure are the employees needed. RESULT - plan of employees – manpower plan.

  10. Manpower plan • It is a base for: • employees recruitment, • regulation of employment (transfer of manpower from department to other dept.), • assurance of given qualification or requalification of groups of employees, • valuation of cost of wages, social services, increasing of qualification, • negotiation with trade (labour) unions about the collective agreement.

  11. Forms of recruitment • Internal recruitment (selection) – more effective form than external selection. Uses the information about internal employees (qualification, motivation). The source of information is current valuation of employees. • External recruitment (selection) – it is necessary to find suitable candidates (sources: schools, universities, job centres, media, friends). SELECTION - interviews - Training (on the job and of the job training) and practical position in the organisation.

  12. Recruitment and selection of employees • Which candidate is suited fot the job. • Equal Employment Opportunity • STEPS: • Initial contact with job applicants • Application form • Employment test • Interview by Human Resource Department and Supervisor • Reference Evaluation • Medical Examination • Employment

  13. Job and employee evaluation • The aim is to know and use qualification of employees, develop their carrier, motivate them and make a good reward system. It is important for: • qualification valuation of their objectives, • nomination to higher positions, • changes in work positions, • Increasing of qualification • Termination of the job (cutbacks or firing because of the poor performance).

  14. Performance criteria of employees Depend on the job position. • written valuation of an employee work , • behaviour during the working process (absence etc.), • personal characteristics, • prospects for the organisation.

  15. Training and development • Training • Retraining

  16. Forms of training • On the job training – learning by doing • Off the job training – clasroom trainig. • Management development programs – job rotation, coaching, assessment center.

  17. Wage and salary administration • Compansation - payments of employees for their work Do you know the difference between wage and salary?

  18. WAGE x SALARY • WAGE – a paymentbased on calculationofthenumberofhourstheemployee has workedorthenumberofunits he ofshe has produced. The more hoursworked, thehighertheworker´s pay. • SALARY – compensation on time, butthe unit oftimeis a week, a monthor a yearinsteadofmerelyanhour. Salariedworkersnormallyrecieve no payfor extra hours, they are seldompenalizedfortimeloss. http://www.youtube.com/watch?v=_pSOilOT130

  19. Bonus- Payment in addition to the regular wage or salary. • Performance plan – extra money paid to the employee based on a company´s growth • Profit sharing – a system whereby employees recieve a portion of the company´s profits

  20. Employee benefits and services http://www.youtube.com/watch?v=VQ1jOHFoXa8 Financialbenefitsotherthanwages, salariesandsupplementaryrewards: Insuranceplans–healthandlifeinsurance. Pension plans Healthandsafety program Creditsunion http://www.youtube.com/watch?v=uv198eo3HWk

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