Human Resource Management

1. Human Resource Management HRM19

2. Course • Selection • Discrimination • Performance Appraisal • Dismissal • Contract of Employment • Training & Development • Unions

3. Human Resource Management HRM19 Selection

4. History • Welfare Stage 1915 • Personal Administration • Personal Management 2nd WW • Personal Management (mature stage) 60-70 • Human Resource Management 1990

5. Recruitment • Considerations • Future Needs • Links to Retention • P.R. Aspects • Difference in Individuals • Cost £££££

6. Recruitment • Procedures • Job & Person Deification Stage • Replacement necessary (different way of working) Full time required • Job Analysis • If possible check by Supervisor Observation, Diary, logs • Job Description • No allowance for change in responsibilities. • Personal Specification

7. Recruitment • Internal • Career Path Development • Inside knowledge • Cheap • Lack of choice • Need for new blood

8. Recruitment • External • Advertising • Press, Journals, Ad Company --- Costs ££££ • Employment Agency • Phone interviews, Contingency Approach, Head Hunting • Others • Recrutement fairs, Notice Boards, Radio & T.V., Internet

9. Screening Stage • Short List • Conventional Screening • Top & Tail ,Set Standards, Forms, C.V.’s, References, Use & Weight • Prelim Interviews, Screening, Pchyological Testing, Accurate Prediction, Exams, Tests.

10. IRS Survey 1996 • Application Forms & C.V.’s • Almost universal ask for Application Form • C.V.’s Not used in Public Sector. • Interviews • Univeral Applied • More came in there use • 70% Interview most important factor • 75% Structured Interview • 75% Structured Questions

11. IRS Survey 1996 • Ability Aptitude Test • 75% Use for Admin & Clerical • 35% • Literacy/Numeric Test • 50% use them • Personality Questionnaires • 60% Use them mostly in Senior Jobs

12. IRS Survey 1996 • Assessment Centre • 40% Use them • of above 42% introduced them in last few years • Telephone Screening • 25% use them, not in public Sector • References • Almost all use them (restricted to employment issues)

13. Summary • Waste of Resources • Internal Problems • Loss of Competitive advantage • Public Image

14. Purpose Content Accountabilities Performance Criteria Competences Responsibilities Organisational Factors Motivation Factors Developmental Environmental Job Analysis (JA)

15. JA Techniquies • Interviews • Observation • Self Description • Questionnaire • Check-lists • Diaries Logs • Critical Incident Technique

16. Purpose of Job Description • Define place of job in Organisation & contribute to Business Objectives. • Information to provide Personal Specification for Recruitment • Basic of Contract of Employment • Should Clarify [Post] • Principal Accountability • Flexibility • Teamwork

17. Physical Make Up health, Appearance, Bearing Speech. Attainment Education,Qualification, Experience. General Intelligence Intellectually Capacity Special Aptitudes Mechanical, Mental Dexterity, Physical Active. Interest Intellectual, Physical, Constructional, Physical Active, Social Disposition Acceptability, Influence over others, Steadiness, Dependability Circumstances Any special demands of Job, e.g. Unsocial Hours. Personal SpecificationRodgers 7 Point Plan

18. Selection • Definition • Predict future job performance. • Match to Personal Specification. • Decide who is best fit. • Principles • Reliabilities of Process • Validity • Coefficient Validity.

19. Selection • Problems • Not realised needs • Length & difficult Process • Lack of good job performance measures

20. Selection • Methods • Application Forms • References • Interviews • Psychological Tests • Work Sample • Group Methods • Assessment Centres

21. Human Resource Management HRM19 Performance Appraisal

22. Performance Appraisal • Why • Judgement <> Development • What • Achievement • How • Achievement

23. Performance Appraisal • Problems • Culture • Discipline rather than Development • Time and Notice required

24. Performance Appraisal • How • Fair • Relevant to job • Measured • Method • Ranking • Paired • Forced Distribution

25. Performance Appraisal • Method • Difficulties • Comparative • Time Consuming • Rating • Judgemental • Absolute • Zero Sum calc + & - • Result

26. Critical Incident Technique Record Good & bad Incidents Problems May be used to discipline rather than develop Result Oriented Method Target & Monitor Manage by objectives Problems Individual targets not business. Environment needed to complete objectives Performance Appraisal

27. Human Resource Management HRM19 Dismissal

28. Dismissal • Individual has less rights than rest of E.U. • 2 year Probation for unfair dismissal except • Gender, Trade Union, Race, Pregnancy, H&S.

29. Employment Tribunal • Industrial Tribunal • (a) Employer terminated Contract • (b) Contract Expired without Renewal (unless waver) • (c) Constructive Dismissial

30. Constructive Dismissal • Susspend with Pay • Notice • Test: • was employers conduct breach of contract • now trust & confidence

31. Varying Contract of Employment • (Terminate & offer new one) • 3 Ways • (1) Employee accepts proposed(Concensual) • (2) Agreed on Collective Agreement • (3) Employer has right of Flexibility or Mobility

32. Grounds For Fair Dismissal • Reason Capability or Qualification • Conduct • Redundancy • Restriction imposed by statute • Some other substantival reason

33. Human Resource Management HRM19 Contract of Employment

34. History • 1823 Master & Servant Act • Criminal Offence • to leave before end of contract • Absconding from work • refusing to work • Provide for 3 months in prison • 1858-1875 over 7,000 prosecutions 1872 17,000 prosecutions • Applied to labours and servants not middle classes

35. History • 1875 Employees & Workman Act • Removal of Criminal sanctions (damages awarded) • 1900 Contractual Model to middle Class Employees • 1915 No implied right of employer to suspend without pay. Cont/

36. History • Cont • influnces of collective bargaining • Reduced notice period • Nullified the courts • Collective laissez-faire reduced individual litigation.

37. History 1960 - 1970 • 1996 Contract of Employment Act • 1965 Redundancy Payment Act • 1970 Equal Pay Act • 1971 Industrial Relations Act • 1974 Trade Union & Labour Relat. Act • 1975 Employment Protection Act • 1975 Sex Discrimination Act • 1976 Race Discrimination Act

38. EU Legislation • Treaty of Rome • Directives Issued • With Minimum standards • European Court of Justice decisions

39. Employer Pays Employee Works Contract of Employment

40. Collective Agreements Whitley Local Agreement Express Terms Letter of Appointment Written Terms Job Description Contract of Employment

41. Contract of Employment • Custom & Practice • Statute Law • H&S at Work • EPA EU directives • SDA Eq PA • Common Law • Decision made by courts where no previous decision.

42. Duties Of Employer • To Pay Wages • To Provide Work • To maintain Trust and Confidence • To keep Confidentially • To take reasonable care • safe systems, plant, policies, employees

43. Duties of Employee • To be willing to work • To obey lawful and reasonable instructions • To Co-operate with employer • Of Fidelity/Confidentiality • To take reasonable care.

44. Non Standard Contracts • Part-Time Working • Temporary Contract • Temporary Employment • Fixed Term • Agency • Casual • Flexible Hours Contract • Zero Hours Contract

45. Part-Time Working • Few Managers/ Engineering /Communications • male dominated/ training costs/ Trade Unions • Mostly Clerical/Secretarial • 50% Semi-skilled/ Unskilled • 90% PT >15Hrs • 50% PT >8 <15Hrs

46. Non Standard Contract • Non-standard anything not performed under a permanent fulltime contract • 84% employed at least one person on non-standard Contract • 16% employed entire workforce on Full time contracts.

47. Temporary Contracts • 1992-1996 • Employees in work grew by 2.5% • Temp. Employees grew by 30% • Fixed Term Contracts by 39% • Agency Workers 148% • Casual Workers 21%

48. Flexible Hours Contracts • Flexitime - employers can supend but tend not to. • Annual Hours - Applied to seasonal work now use extended • Replace overtime culture

49. Zero Hours Contract • No guarantee of any work but employee was required to be available. • Employee has right to refuse work. • 32 of 170 companies use zero hours. • Used by ~ 20% of all employers. • Woman more likely to be employed. • 91% who use do not have same benefits.

50. Human Resource Management HRM19 Unions