Human Resource Management

1. Human Resource Management Introduction to course

2. Introduction: What is human resource management and HR function in an organisation? • The integration of all processes, programs, and systems in an organization that ensure staff are acquired and used in an effective way • In other words - the effective use of people to achieve both organizational and individual goals; • The effective recruitment, selection, development, compensation, and utilization of human resources by organizations • Employees are the most important asset of the organization • The human resources (HR) department serves as a link between management and employees. Specific responsibilities of HR Department includes – • Defining positions and related Roles, HR Policies and Guidelines • Hiring and Recruitment • Payroll • Employee Career Management/Employee Training • Salary & Compensation • Employee recreation • Motivational Activities

3. Introduction: Why is HR critical to firm performance?

4. Introduction: What is unique about Human Resource Management?

5. Introduction: external factors influencing HRM • The World of Work - continues to change, but at an even more rapid pace. • External influences on HRM are: • Economic condition - Global economyfactors (Lower wage levels vs. quality and productivity, Ethical issues and political considerations), domestic factors (Move from manufacturing economy to service / information economy) • Legal requirements and constraints - Government now an intermediary in the relationship between employers and employees • Demographics - Supply of labor (number of people, skills, etc.); different needs of different groups in the population (increasing number of women in paid workforce, dual-earner families, aging population) • Technology - New jobs; old jobs vanish, need for new skills, need for continuous skills development • Therefore, HR must understand the implications of: • globalization • technology changes • workforce diversity • changing skill requirements • continuous improvement initiatives • the contingent work force • decentralized work sites • and employee involvement

6. Introduction: Cultural environment and the Changing World of Technology • Cultural Implications for HRM • Not all HRM theories and practices are universally applicable. • HRM must understand varying cultural values. • HRM also must help multicultural groups work together. • HRM must ensure that employees can operate in the appropriate language & communications are understood by a multilingual work force • How Technology Affects HRM Practices • Recruiting • Employee Selection • Training and Development • Ethics and Employee Rights • Motivating Knowledge Workers • Paying Employees Market Value • Communication • Decentralized Work Sites • Skill Levels • Legal Concerns

7. Introduction: workforce diversity The challenge is to make organizations more accommodating to diverse groups of people. • The Workforce Today • Minorities and women have become the fastest growing segments; • The numbers of immigrant workers and older workers are increasing;

8. Converting Human Capital into Intellectual Capital

9. Introduction: workforce diversity • What Is a Work/Life Balance? • A balance between personal life and work • Causes of the blur between work and life • The creation of global organizations means the world never sleeps. • Communication technologies allow employees to work at home. • Organizations are asking employees to put in longer hours. • Fewer families have a single breadwinner.

10. HR Functions: What We’ll Be Looking At Planning Selection Legal compliance/trade unions Staffing/recruitment Reward system/productivity, motivation Training and development Employee and labour relations/discipline

11. HR Functions: What We’ll Be Looking Atoverall process

12. HR Functions: What We’ll Be Looking AtRecruitment • Is the process of attracting a pool of qualified applicants that is representative of all groups in the labor market

13. HR Functions: What We’ll Be Looking AtSelection • Is the process of assessing who will be successful on the job, and the communication of information to assist job candidates in their decision to accept an offer

14. HR Functions: What We’ll Be Looking AtTraining Activities in HRM concerned with assisting employees to develop up-to-date skills, knowledge, and abilities

15. HR Functions: What We’ll Be Looking AtDevelopment • help employees to maximize their potential, serve as internal change agents to the organization, provide counseling and career development

16. HR Functions: What We’ll Be Looking AtEmployment legislation • Governmental Legislation • Laws supporting employer and employee actions

17. HR Functions: What We’ll Be Looking AtDiscipline • Make sure employees know about corporate ethics policies • Train employees and supervisors on how to act ethically

18. HR Functions: What We’ll Be Looking AtReward system • establish objective and equitable pay systems, design cost-effective benefits packages that help attract and retain high-quality employees. • help employees to effectively utilize their benefits, such as by providing information on retirement planning.

19. HR Functions: What We’ll Be Looking AtTrade Unions • Labor Unions • Act on behalf of their members by negotiating contracts with management, Exist to assist workers, Constrain managers, Affect non unionized workforce

20. HR Functions: What We’ll Be Looking AtProductivity Activities in HRM concerned with helping employees exert at high energy levels.

21. Common Components of Human Resource Management: • hiring component and qualified employees • assigning and classifying employees effectively • motivating employees to perform optimally • stimulating employees professional growth and development • evaluating and compensating employees fairly • Rewarding employees for their efforts • providing in service education opportunities

22. HR Policies Leave Policy – procedures and policies for taking leave (sick, study, vacation, maternity etc.) Attendance Policy - attendance and rules related to attendance in your company Performance appraisals – for assessment of employee performances Trainings – for improving employee skills and knowledge; Compensation & Salary - Salary is paid on - of every month. Salary is to be treated as confidential information and no communication is to be done with colleagues and other staff Employee Recreation – birthday celebrations, away day, other out of office activities;