Human Resource Management
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LESSON
7 OF z2.busa.101-Intro2Biz Date:
17 June 2020 UNIT 4: HUMAN RESOURCE MANAGEMENT . Management and Leadership
Structuring Organizations
Operations Management
Motivating Employees
Union/Management Issues TOPIC 4.1.1: HUMAN RESOURCE MANAGEMENT Every organization, large or small, uses a
variety of capital to make the business work. Capital includes: · Cash, · valuables, or goods used to generate income for a business. e.g. a retail store uses registers and stock, while a consulting
firm may have proprietary software or buildings. No matter the industry, all companies have
one thing in common: PEOPLE to make their capital work for them. For this reason, HRM has undergone many
changes over the last thirty-five years, giving it an even more important
role in today’s organizations. DEFINITION · is
the process of employing people, training them, compensating them, developing
policies relating to them, and developing strategies to retain them. · is
that part of management concerned with people at work and their relationships
within an enterprise. · is
the process of bringing people and organisations
together so that the groups of each meet to obtain the required goal. · Edwin Flippo defines- Human Resource Management as “planning,
organizing, directing, controlling of procurement, development, compensation,
integration, maintenance and separation of human resources to the end that
individual, organizational and social objectives are achieved.” TOPIC 4.1.2: THE ROLE OF HRM STAFFING
involves the entire hiring process from posting a job to negotiating a salary
package. Within the staffing function, there are four main steps: 1.
Development of a staffing
plan. This plan allows HRM to see how many people
they should hire based on revenue expectations. 2.
Development of policies
to encourage multiculturalism at work. Multiculturalism
in the workplace is becoming more and more important, as we have many more
people from a variety of backgrounds in the workforce. 3.
Recruitment. This involves finding people to fill the open positions. 4.
Selection. In this stage, people will be interviewed and selected, and a
proper compensation package will be negotiated. This step is followed by
training, retention, and motivation. DEVELOPMENT OF WORKPLACE POLICIES Every organization has policies to ensure
fairness and continuity within the organization. One of the jobs of HRM is to
develop policies that can be well understood by every employee. 1.
Some examples of
workplace policies might be the following: 2.
Discipline process policy 3.
Vacation time policy 4.
Dress code 5.
Ethics policy 6.
Internet usage policy RETENTION
involves keeping and motivating employees
to stay with the organization. Compensation is a major factor in employee
retention, but there are other factors as well. Ninety percent of employees
leave a company for the following reasons: 7. 1. Issues around the job they are performing 8. 2. Challenges with their manager 9. 3. Poor fit with organizational culture 10. 4. Poor workplace environment TRAINING AND DEVELOPMENT to make sure they not only are trained to do the job but also
continue to grow and develop new skills in their job. This results in higher
productivity for the organization. Training programs might include the
following: 1.
Job skills training, such
as how to run a particular computer program 2.
Training on communication 3.
Team-building activities 4.
Policy and legal
training, such as sexual harassment training and ethics training DEALING WITH LAWS AFFECTING
EMPLOYMENT An HRM professional might work with some of
these laws: 1. Discrimination laws 2. Health-care requirements 3. Compensation requirements such as the minimum wage 4. Worker safety laws 5. Labor laws WORKER PROTECTION Safety is a major consideration in all
organizations. Oftentimes new laws are created with the goal of setting state
standards to ensure worker safety and also unions and union contracts can
also impact the requirements for worker safety in a workplace. 1. Chemical hazards 2. Heating and ventilation requirements 3. Use of “no fragrance” zones 4. Protection of private employee information WORKER PROTECTION Safety is a major consideration in all
organizations. Oftentimes new laws are created with the goal of setting state
standards to ensure worker safety and also unions and union contracts can
also impact the requirements for worker safety in a workplace. 1. Chemical hazards 2. Heating and ventilation requirements 3. Use of “no fragrance” zones 4. Protection of private employee information TOPIC 4.1.3: HUMAN RESOURCES PLANNING
PROCESS Job Analysis is the development of strategies to meet the organisations
future human resources needs: 1. Forecasting Human
Resources Demand – the organisation’s overall strategic plan will
provide information about future business ventures, new products and
projected expansion. 2. Forecasting Human
Resources Supply – the forecast must take into account both the
present work force and any changes or movements tha
may occur within the organisation. 3. Replacement chart
is a list of key personnel, along with possible replacements within the
organisation. i. Skills inventory is a
computerized data bank containing information on the skills and experience of
all present employees. It is used to search for candidates to fill new or
newly available positions. ii. If Supply exceeds demand, plan forced attrition, layoffs, terminations etc. 4. Matching
Supply with demand – once demand for personnel and the organisation’s supply
of personnel has been compared, planners can device a course of action for
matching the two. TOPIC 4.1.4: JOB ANALYSIS Job Analysis - is a systematic process of collecting all information about
the job for preparing job description and job specification which is meant to
select the right employee, making the job satisfying and motivating. Job Description: is a broad and written statement of a specific job in the organisation, based on the findings of the job analysis. Job Specifications: is a statement in which we explain the qualities required by
people applying for the job. TOPIC 4.1.5: WHAT MAKES A GREAT PLACE TO
WORK? Job Redesign - to
make jobs more interesting and challenging. Job Rotation - allows
employees to rotate from one job to another Job Enlargement - enhances
a job by adding tasks at similar skill levels Job Enrichment -
adds tasks that increase both responsibility and opportunity for growth. Work/Life Quality Alternative Work Arrangements Flexitime Compressed Workweeks Job Sharing Telecommuting Family-Friendly Programs Dependent Care in
your own word define the rest terms Paid Parental Leave Caring for Yourself Compensation and Benefits Wages and Salaries Piecework and Commissions Incentive Programs Bonus Plans |