HUMAN RESOURCE MANAGEMENT

1. HUMAN RESOURCE MANAGEMENT Human resource management is the development and implementation of systems in an organization designed to attract, developed and retain a high performing workforce.

2. REVOLUTION IN EUROPE • The scientific management approach for the non managerial employees revolution is :- • Managers should ensure the most suitable workers was chosen to do each job. • Managers should find the best way to do each particular job for which they are responsible • Manager should train the workforce on how to implement the best way of doing the job

3. POST 1950 DEVELOPMENT • The introduction of legislation to protect workers and their rights • The growth in the size of organizations • Changes in the economic and social environment.

4. HISTORICAL BACKGROUND F:\HR BACKGROUND.docx

5. TECHNOLOGY CHANGES • With the development of innovative products and machines, employees skills and knowledge must be updated constantly. • Organization should be able to provide the necessary training to the employees from time to time. • If employees are to remain employable they must, throughout their career be willing and keen to learn and upgrade their information.

6. GLOBALIZATION • Business mergers create major problems

7. FLEXIBLE WORKFORCE • To be able to hire workers on short term contracts because of the uncertainties they face in their business. • To be able to outsource work to other companies for example using workers in other countries which are more cost effective than hiring local workers directly to do the work • To employ workers who are willing and capable of being trained in a number of different skills so that they can undertake a variety of tasks without any problems. • To compensate workers in such a way that when the company is doing well financially, the workers will be paid more and equally

8. FLEXIBLE WORKING HOUR • Workers who can perform multiple tasks • Workers who can be re-deployed easily • Workers who can be relocated easily • Workers whose service can be terminated easily • Workers whose terms and condition of service can be changed readily.

9. FLEXIBLE WORKING HOUR • Workers who can perform multiple tasks • Workers who can be re-deployed easily • Workers who can be relocated easily • Workers whose service can be terminated easily • Workers whose terms and condition of service can be changed readily.

10. EMPLOYEE EDUCATION AND EXPECTATIONS • Many people are staying longer in school and more students are pursuing tertiary education. • With higher education workers are becoming more aware of their employment rights thus they are more liable to make complain if they believe their rights are being abused. • Many governments bodies provides website that clearly explain the rights of workers and provide email address if an employee wish to complain.

11. PURPOSE STRUCTURE AND FUNCTIONS OF A HUMAN RESOURCE Human Resource department provides key functions within an organization. Human Resource management exists to ensure organizations have the right people at the right job.

12. ACTIVITY • What are the function of Human Resource deparment?

13. ANSWER • Recruit suitable worker • Ensure the workers receive appropriate training • Establish systems for compensation and rewarding employees. • Assist heads of department keep their subordinate free from injury. • Design and implement appropriate disciplinary systems so workers will follow.

14. SIZE OF ORGANIZATION • The larger the organization in terms of number of employees, the more likely to have more than 1 human resource department. • As long, the companies has staff, the HR will exist. • Every head of department or manager need to ensure that he has the worker he needs, worker with the right skills and who are willing to work. • Once the organization gets larger, the recruitments, training and record keeping may become to heavy for the HR hence the job will be given to the specialist.

15. OWNERSHIP OF THE COMPANY Multinational companies and joint venture with foreign partners can be expected to need a Human Resource department from the local to provide input and knowledge in the areas of industrial relations and labor.

16. PHILOSOPHY OF TOP MANAGEMENT

17. HUMAN RESOURCE MANAGEMENT AS A SHARED FUNCTION • Human resource professional will plan and establish systems which will allow the managers to make best use of their subordinates. • HR professional will advise and train managers on how to utilize their subordinates in order to achieve the department objectives. • For various functions in HR, it should be clarified whether the HR officer or the department head would take charge. • Dealing with disciplinary and performances issue is another conflict between HR officer and department head. Most HOD, feels uncomfortable dealing with discipline matters they rather pass to HR Manager.

18. CAREERS IN HRM • You can possibly start as a clerk in a HRM and be promoted to an Executive position and into management. • Young Degree graduates can apply to Executive level. If graduates from different field and if they are willing to learn fast and they have a good communication skills they can try to apply. • The best know programmes offered for HRM is Certificate and Diploma in Human Resource Management offered by Human Resource Management (MIHRM). • Executive in HR management position who wants a promotion need to develop a broad understanding of the whole function. • One way to do is to spend some time as a supervisor and understand what the manager goes through.

19. SKILLS FOR HR SPECIALIST • Everything is computerised hence the HR specialist needs to use suitable software packages that can provide information efficiently.

20. SOFTWARE • Databases systems for personnel records which allow for easy updating of information • Payroll system • Intranet • Attendance tracking system • E-learning program. • Tracking of performance output. • Monitoring of computer usage

21. DISADVANTAGE OF HR SPECIALIST • Lack of training in quantitative methods. • Some people believe objectivity is inappropriate for HR management.

22. DRAWBACK OF HR FUNCTION • When selecting applicant for a job, should the HR manager give priority to a candidate recommended by the CEO? • Is it right for a organization to have CCTV including in restrooms? • Should a training manager accept any payments or gift from a training center in return agreeing to send company employers to the program the center is conducting? • Is it fair to retrench non-executive staff so the organization can pay bonus to the senior management? • Is it fair to deduct EPF contribution from the employees salary and not submit to the Fund? • Is it fair to have foreign workers but have not granted them with permit?

23. PERSONAL QUALITIES Communication Skills Ability to bring about change IT Savvy Numerate and able to analyze data Ability to understand the business contact High ethical standards

24. FUTURE OF HR • Use technology to save time • Introduce systems which encourage upgrading of skills at all levels within the organization • Train heads of department on how to manage highly skilled knowledge workers. • Train head of department on how to appreciate the variety of working styles. • Source and find ways to retain talent employees.

25. ACCOUNTABILITY • Reinforces high standard and the sense of shared responsibility that a team needs to produce top results. • Conducting periodic status review meetings. • Doing a self evaluation • Conducting post mortems • Carrying out peer feedback sessions

26. TRANING YOUR TEAM • Interpersonal Skills • Systematic problem solving • Planning and goal setting • Group decision making • Meeting management

27. FUNCTIONS OF THE HUMAN RESOUCE DEPARTMENT • Employment • Training and Development • Payment/Reward System • Health and Safety • Employee Service /Welfare • Productivity Improvement Schemes • Industrial Relations

28. MINISTRY HUMAN RESOURCE • The ministry of Human Resource plays a major role in HRM by developing policies and laws which affect employers and employees • The International Labor Organization recommends basic labor standards to be implemented by all member nation