1 / 116

CHAPTER 1 THE HUMAN RESOURCE MANAGEMENT FUNCTIONS

CHAPTER 1 THE HUMAN RESOURCE MANAGEMENT FUNCTIONS. WHAT IS HRM?. Activities and practices to plan for, attract, select, develop and retain human resources, to achieve the organization’s goals

byvonne
Download Presentation

CHAPTER 1 THE HUMAN RESOURCE MANAGEMENT FUNCTIONS

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. CHAPTER 1THE HUMAN RESOURCE MANAGEMENT FUNCTIONS

  2. WHAT IS HRM? • Activities and practices to plan for, attract, select, develop and retain human resources, to achieve the organization’s goals • The objective is to determine the best use of the talent and skills available to accomplish the organizational goals

  3. GROWTH OF HR FUNCTION • Industrial Revolution • Human Relations Approach • Recent Development

  4. HRM FUNCTIONS • Human resource planning • Recruitment • Selection • Compensation & benefits • Performance appraisal • Training and development • Employee relations • Safety & health

  5. CHANGING TRENDS IN HRM • Technological changes • Globalization and increase competition • Employee education and expectation • Workforce diversity • Useful statistics

  6. HR DEPARTMENT • To support managers’ HR responsibilities • Help the organization to meet its objectives by designing HR programs • Managers and the HR Department need to work together

  7. FUNCTIONS OF HR DEPT. • Employment • Training and Development • Payment / Reward Systems • Health and Safety • Employee Services / Welfare • Productivity Improvement Schemes • Industrial Relations

  8. FACTORS INFLUENCE HR DEPT. • Size of organization • Unionization of the workplace • Ownership of the company • Philosophy of top management

  9. CHALLENGES IN HRM • Environmental challenges • Organizational challenges • Individual challenges

  10. ENVIRONMENTAL CHALLENGES • Rapid change • Work force diversity • Globalization • Legislation • Evolving Work and Family Roles • Skills shortages and the Rise of the Service Sector

  11. ORGANIZATIONAL CHALLENGES • Competitive position: cost, quality, distinctive capabilities • Decentralization • Downsizing • Organizational restructuring • Self-managed work teams • Growth of small businesses • Organizational culture • Technology • Outsourcing

  12. INDIVIDUAL CHALLENGES • Matching people and organization • Ethical dilemmas and social responsibility • Productivity • Empowerment • Brain drain • Job insecurity

  13. LABOUR LAWS AND ENFORCEMENT • The Employment Act 1955 • The Sabah Labour Ordinance • The Sarawak Labour Ordinance • The Wages Councils Act 1947 • The Employees Provident Fund Act 1991 • The Workman’s Compensation Act 1952 • The Employees Social Security Act 1969

  14. LABOUR LAWS AND ENFORCEMENT • The Occupational Safety and Health Act 94 • The Factories and Machinery Act 1967 • The Children and Young Persons Act 1966 • The Employment (Restriction) Act 1968 • The Trade Unions Act 1959 • The Industrial Relations Act 1967 • Pembangunan Sumber Manusia Bhd. Act 01 • The Skills Development Fund Act 2004 • The National Skills Development Act 2006

  15. CHAPTER 2PLANNING THE ORGANIZATION’S HUMAN RESOURCES

  16. HR PLANNING PROCESS • Process of reviewing and identifying future human resource needs of an organization • HR planning helps managers reduce uncertainty about future • To ensure that the required number of qualified employees is available at the right time

  17. HR PLANNING PROCESS • Labour demand • Product demand • Labour productivity • Labour supply • Internal labour market • External labour market

  18. HR PLANNING PROCESS • Labour demand exceeds labour supply • Labour supply exceeds labour demand • Labour demand equals labour supply

  19. HR FORECASTING TECHNIQUES • Quantitative techniques • Trend analysis • Qualitative techniques • Management forecast

  20. HR INFORMATION SYSTEM • Systems used to collect, record, store, analyze and retrieve data concerning an organization’s human resources • Contains computer hardware and software applications that work together to help managers make HR decisions

  21. HR INFORMATION SYSTEM • Employees • Applicant tracking • Skills inventory • Payroll • Benefits administration

  22. HRIS SECURITY AND PRIVACY • Limit access to HRIS by controlling access to the computer and its data files • Use passwords and special codes • Grant permission to access employees information only on a need-to-know basis • Develop polices and guidelines • Allow employees to examine their personal records

  23. RECRUITMENT PROCESS • Recruitment is the process of attracting suitable people to apply for job vacancies • Attracting applicants • Internal • Employee audit or inventory • Job posting and bidding

  24. RECRUITMENT PROCESS • Attracting applicants • External • Employment agencies and consultants • Campus recruitment exercise • Employee referrals • Unsolicited applicant files • Advertising in the mass media • Recruitment through the internet

  25. INTERNAL RECRUITMENT • Advantages: • Employment record of applicant available • No induction needed • Little or no cost involved • Employees’ morale and motivation increased • Disadvantages: • Filling a vacancy may lead to a more gap • No suitable candidates • Supervisors may be reluctant to release key employees

  26. EXTERNAL RECRUITMENT • Advantages: • Avoid inbreeding • Possible to widen choice of applicants by having a pool of candidates • Disadvantages: • High costs of recruitment process • Frustration amongst existing employees

  27. SELECTION PROCESS • The process of choosing the most suitable applicant from a group of applicants, for an available vacancy • Collect information of applicants • Each applicant will be assessed

  28. TECHNIQUES FOR COLLECTING INFORMATION ON APPLICANTS • Applicants form and CV • Reference check • Selection tests • Performance tests • Aptitude tests • Personality tests • Intelligence tests • Medical tests

  29. TECHNIQUES FOR COLLECTING INFORMATION ON APPLICANTS • Selection interviews • Planning the interview • Conducting the interview • After the interview • Assessment Centre Activities • Exercises • Social events

  30. MAKING A JOB OFFER • Contract of employment • Implied terms of a contract of employment • Express terms in a contract of employment • Changing the terms in a contract of employment • Types of employment contract

  31. INDUCTION • Purpose of induction • Contents of a formal induction programme • Organizing the induction programme • Scheduling of induction • Duration of an induction programme • Ensuring the effectiveness of an induction programme • Potential problems relating to induction programme

  32. RECRUITMENT AND SELECTION PROCESS • Make decision to recruit new employee • Conduct job analysis • Source for applicants • Collect information on applicants • Select most suitable applicant • Offer employment to successful applicant • Hold induction once employee reports for duty

  33. ISSUES AND PROBLEMS RELATING TO RECRUITMENT AND SELECTION • Nepotism • Employment of children • Hiring older workers • Discrimination in recruitment and selection • Employment of foreigners

  34. CHAPTER 3JOB ANALYSIS

  35. JOB ANALYSIS • Technique of studying a job to identify the skills, knowledge, experience and other requirements necessary to perform the job • Identifies the tasks, duties and responsibilities of a particular job • Should be re-analyzed on a regular basis

  36. CONDUCTING JOB ANALYSIS • Determine the desired applications of the job analysis • Select the jobs to be analyzed • Gather the job information • Verify the accuracy of the job information • Document the job analysis by writing a job description

  37. TYPES OF JOB ANALYSIS INFORMATION • Interview • Observation • Diaries • Questionnaires

  38. JOB ANALYSIS METHOD • Task Inventory Analysis • Critical Incident Technique • Position Analysis Questionnaire • Functional Job Analysis

  39. JOB DESCRIPTION • A written profile of a job • The process of preparing job descriptions helps to identify unnecessary tasks, overlapping responsibilities and even the existence of functions for which no one has responsibility

  40. JOB DESCRIPTION • Job title, location and grading • Relationships • Brief statement on the purpose of the job • List of duties and responsibilities • Terms and conditions of employment to be given to the job-holder • Negative aspects of the job

  41. JOB SPECIFICATION • Also known as person specification or worker characteristics • Describe the profile of a person who should be able to succeed in the job and will guide the recruitment officer to the best candidate

  42. JOB SPECIFICATION • Knowledge, skills and abilities required to do the job • Educational qualifications and work experience required • Physical requirements of the job • Personality requirements • Career path

  43. CHAPTER 4COMPENSATION AND BENEFITS

  44. WHAT IS COMPENSATION? • Total compensation has three components: • Base compensation • Pay incentives • Indirect compensation benefits

  45. DESIGNING A COMPENSATION SYSTEM • Internal vs External Equity • Fixed vs Variable Pay • Performance vs Membership • Job vs Individual Pay • Egalitarianism vs Elitism • Below-market vs Above-market Compensation • Monetary vs Nonmonetary Awards • Open vs Secret Pay • Centralization vs Decentralization of Pay Decision

  46. COMPENSATION TOOLS • Job-based compensation plans • Skill-based compensation plans

  47. WAGE SYSTEMS • Time-related systems • Piece-rated systems

  48. FACTORS AFFECTING LEVELS OF PAY • Legislation and government policy • Unions • Selection policy • Employment conditions • Company profitability

  49. FACTORS AFFECTING INDIVIDUAL LEVELS OF PAY • Seniority • Increase in the cost of living • Performance • Degree of skill

  50. CONDITIONS OF EMPLOYMENT • Working hours • Rest days • Public holidays

More Related