INTRODUCTION TO MANAGING THE HUMAN RESOURCE

1. INTRODUCTION TO MANAGING THE HUMAN RESOURCE Press Esc to end the show

2. MANAGEMENT TopManagement LINE MANAGERS HR MANAGER THE PERSONNEL (HUMAN RESOURCE) FUNCTION This requires co-operation and commitment of all members of staff Press Esc to end the show

3. TOP MANAGEMENT • Set the underlying philosophies and attitudes of the organisation • Determine aims of the organisation • Establish present and future plansFormulate policies for Human Resource Management • Agree terms of reference Press Esc to end the show

4. LINE MANAGERS • Operate at departmental level • Manage staff in their department • Oversee day-to-day operations • Have technical knowledge of activities of their department • Are aware of working conditions of their staff Press Esc to end the show

5. HUMAN RESOURCE MANAGERS • Operate at organisational level • Possess specialist expertise and advice • Implement policy • Are aware of broader aspects which may affect all staff and the organisation as a whole Press Esc to end the show

6. MAJOR ACTIVITIES OF HUMAN RESOURCE DEPARTMENT • Health, Safety and Welfare • Development of Human Resource • Reward Management • Organisation Development • Recruiting and Resourcing of Employees • Employee Relations • Maintaining Personnel (HR) Records Press Esc to end the show

7. ROLE OF THE PERSONNEL (HR) FUNCTION • Guiding • Supporting • Enabling • Facilitating • Empowering • Intervening Press Esc to end the show

8. ENABLING ROLE • Enabling people to do things for themselves rather than doing things for them • Providing guidance and support • Supporting management to ensure the responsibility of management for human resources is exercised effectively Press Esc to end the show

9. GUIDANCE ROLE – OFFERS GUIDANCE ON • Human resource implications of business strategies • Strategies regarding resourcing of staff, staff development, reward management and employee relations • Develop strategies to deal with short-term problems, e.g. shortages or surpluses of employees Press Esc to end the show

10. FACILITATING ROLE • Manage change • Advise on implications of new technology • Set agreed objectives • Measure performance progress towards objectives • Offer a supportive environment to encourage staff and reinforce confidence • Generate a positive attitude among all employees to encourage change and innovation Press Esc to end the show

11. EMPOWERING ROLE • Ensuring people can use and develop skills for the benefit of both themselves and the organisation • Designing job specifications to place responsibility on individuals and teams • Providing mechanisms to enable staff to make contributions • Developing training programmes to increase staff competence and also staff confidence Press Esc to end the show

12. INTERVENTIONIST ROLE • Human Resource Managers have to be concerned with implementing and monitoring policies but may have to intervene on occasions in specific circumstances • Intervention should be selective Press Esc to end the show

13. EMPLOYMENT RELATIONS AND BUSINESS PERFORMANCE • People • Management • Practices • Job design • Skills development • Involvement climate • Organisation culture supportive to employees • Positive psychological contract • Trust • Fairness • Delivery of the deal Commitment Motivation Willing Contribution Satisfaction Productivity Profitability Agility Press Esc to end the show