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Human Resource Management (HRM)

Human Resource Management (HRM). What is HRM?. HRM involves the productive use of people in achieving the organization’s objective and the satisfaction of the individual employee needs. Objectives of HRM. Attract, nurture and retain talent

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Human Resource Management (HRM)

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  1. Human Resource Management (HRM)

  2. What is HRM? HRM involves the productive use of people in achieving the organization’s objective and the satisfaction of the individual employee needs

  3. Objectives of HRM • Attract, nurture and retain talent • Reflect the dynamics and demand of the public health sector • Encourage staff participation or involvement in management decisions • Promote a very strong sense of belonging among the staff • Provide effective services to the High-risk Group

  4. Components of HRM • Job analysis (skills required for ORW, PE) • Human resource planning (number of ORW, PE required) • Recruitment (selection of ORW, PE) • Performance appraisal • Staff development

  5. Service Rules An HR Policy containing a set of service rules is in place, this document has been approved by the concerned authority, and should contain, at the minimum, guidelines on: • Working hours • Leave on public holidays • Recruitment and selection procedures • Staff attendance/leave policy • Staff incentives/salaries/overtime/benefits • Promotion plans • Disciplinary and grievance procedures • Conflict resolution initiatives • Service rules need to be gender-friendly and made available to all staff members. There is a need to develop a mechanism for amending and reviewing the policy

  6. Recruitment Procedures • Upon completing the job description and a person specification, the position should be advertised with a brief summary of duties in the local/national newspaper (if available) • Qualified candidates should then be invited for interviews • The interview panel could consist of persons with experience in the concerned field of work • A free and open competition should be held in order to select the most qualified/experienced candidates for all the positions • It is preferable to hold a written test for all positions to assess the capability and then shortlist the candidates • Representative from TSU/TI NGO should be present at the time of interview for the selection in respect of key positions Contd…

  7. Recruitment Procedures • For all positions the following records should be maintained: • Number and details of candidates who appeared in the interviews • Procedure for selection/interview record • Job application form and education certification of the selected person • Job description

  8. Staff Welfare Staff welfare would include policies on: • Insurance of staff • Vaccination for Hep B (Since the project staff is at risk of contracting BBVs through accidental injuries) • Training of staff on universal precautions • Orientation on PEP and the steps to administer and manage the same • Facilities of medical leave & maternity leave • Training & professional development • Sexual harassment policy • HIV policy • Substance abuse policy • Confidentiality and non-disclosure • GIPA

  9. Training and Professional Development The training activity at TI NGO is aimed at enhancing the competency levels of the employees in TI towards increasing their productivity and equipping them with the most updated skills. It also aims at: • Improving performance • Updating employees’ skills • Avoiding obsolete managerial systems • Solving organisational problems • Orientation of new employees • Preparing for promotion and managerial succession • Satisfying personal growth needs

  10. HIV/AIDS Policy • TI NGO recognises HIV/AIDS as a workplace issue and will treat it like any other serious illness or condition • It recognises that its staff members shall not be discriminated against, directly or indirectly, on the basis of their real or perceived HIV status or that of a dependant • There would be no forced testing for staff in NGO/TI NGO/TSU • If any staff desires to get tested for HIV, NGO would direct him /her to the nearest VCTC Contd…

  11. HIV/AIDS Policy • NGO/TI NGO/TSUrecognises that only information that has been provided voluntarily by a staff member about his/her HIV status will be maintained in medical files, which will be kept separate from personnel files. All such information will be treated with utmost confidentiality • NGO will provide all assistance (like counselling & psychological support) to staff member living with HIV/ AIDS to accommodate the staff member’s condition, as with any other staff member with a serious medical condition

  12. Sexual Harassment Policy • TI employees have a right to expect a workplace free from sexual harassment • This policy prohibits all employees from engaging in unwelcome sexual conduct or making unwelcome sexual overtures, visual, verbal, or physical • Such conduct has the purpose, or effect, of interfering with an employee's work performance or creating an intimidating, hostile, or offensive work environment

  13. Substance Abuse • No employee is allowed to consume, possess, sell or purchase any alcoholic beverage on any property owned by or leased on behalf of TI, or in any vehicle owned or leased on behalf of NGO/TI • No employee may use, possess, sell, transfer or purchase any drug or other controlled substance which may alter an individual’s mental or physical capacity within the premise of the organisation • The exceptions are aspirin or ibuprofen-based products and legal drugs which have been prescribed to that employee; and are being used in the manner prescribed Contd…

  14. Substance Abuse • NGO implementing TI will not tolerate employees who report on duty while impaired by use of alcoholic beverages or drugs • All employees should report evidence of alcohol or drug abuse to a supervisor or a personnel representative immediately. In cases where the use of alcohol or drugs poses an imminent threat to the safety of persons or property, an employee must report the violation. Failure to do so could result in disciplinary action for the non-reporting employee • Employees who violate the Anti-substance Abuse Policy will be subject to disciplinary action, including termination

  15. Staff Leave and Back-ups An organization needs to develop staff leave policy which would include: • Overstay of leave • Procedure of taking leave • Privilege leave • Sick leave • Leave without pay • Maternity leave Also the process of handover of responsibility to another employee, who has been assigned the task by the PM, should be in place

  16. Staff Burnout • Burnout is a state of physical, emotional and mental exhaustion. It is marked by physical depletion and chronic fatigue, by feelings of hopelessness and helplessness and by the development of a negative self-concept attitude towards life • Affects: • Physical health • Emotional State • Relationship • Work • The organization, on a regular basis, plan sessions on various stress management techniques to handle and cope stress for the employees

  17. Rotation of Outreach Staff • The organization needs to have a system in place where the ORWs and PEs can be contracted on a rotation basis, so as to provide equal opportunity to the community members • This would also assist the program in identifying new networks of the IDU community • It is also important to have a rotation policy, where there are current injectors as PE/ORWs, as because of their injecting behaviour they might not be able to fulfil their responsibilities as PE/ORW • Therefore, rotation policy will assist the program to develop a second line of PE/ORWs, who can be used, in case of emergencies

  18. Grievance and Redressal Mechanisms • Every organization needs to develop a system for redressal of grievances from the employees • Under normal working conditions, job-related problems, questions or complaints of employees need to be addressed in the simplest, quickest, and most satisfactory way

  19. Staff Appraisals - Performance Reviews • All organizations should have a system by which the full potential of the employees can be recognized in their current position which would help them plan their progression • Provisions: • Every employee should go through the performance appraisal • All promotion decisions will be linked to the performance appraisal • Performance appraisal will serve as one of the sources to determine training needs of the employee

  20. Employment Records Personnel files should contain • Application made by the employee for the job • Personal information form • Letter of provisional offer (if applicable) and acceptance thereof • Appointment letter indicating terms of employment and their acceptance • All records related to confirmation, i.e. letter of confirmation, etc. • Appraisal form • Commendation or criticism of work, all memorandums issued to the staff • Change in personal attributes and updating records (like acquiring additional professional qualification, etc.) • Resignation letter • Acceptance of resignation and copy of final settlement of dues • Signed copies of letter of appointment, confirmation or any other change affecting remuneration should be sent to the accounts department responsible for paying the employee

  21. Equal Opportunity and Work Diversity • Recruit, hire, train, and promote persons in all job classifications, irrespective of race, colour, religion, gender, or national origin • Ensure that promotion decisions are in accordance with principles of equal employment opportunity by imposing only job-related requirements for promotion opportunities • Ensure that all personnel actions, such as compensation, benefits, transfers, leaves (including maternity), and TI NGO/NACO-sponsored training, education, social and recreation programs will be administered irrespective of race, colour, religion, gender, age, national origin, or other protected status • Provide for the prompt, thorough, and impartial consideration of all complaints of discrimination in TI

  22. TI IDU Staff Positions As per the NACO HR policy guidelines, TIs have the following staff members: • Project Director • Project Manager • Staff Nurse/Counsellor • Accountant and MIS Officer • Outreach Worker • Peer Educator • Doctor (part-time)

  23. Conclusion • Effective management of human resources is the key to a successful program • OGs clearly mention the responsibilities of each staff member • Each staff member should sincerely carry out his/her duties • It is possible to work collectively towards reducing HIV/AIDS!

  24. Role of the PM • PM should ensure that the HR policy is in place and accessible to staff • HR policy is followed for all recruitment appraisal/grievance redressal, etc. • All admin related systems should be in place and shared with all (attendance/leave/contract with staff/timely payment of salaries & remuneration) • Induction training is conducted for the new staff • Staff is oriented on the HR policy of the organization, any changes are clearly communicated • Capacity-building needs assessment is regularly conducted • Regular orientation and training for the project staff is conducted within the TI and through SACS approved trainings

  25. THANK YOU!

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