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Efficient Human Resource Management Strategies for Organizational Success

Understanding the basics of Human Resource Management and Human Resource Development, including recruitment, selection, employment legislation, discipline, development, training, rewards systems, trade unions, and productivity. Learn the importance of motivation and its advantages in achieving organizational goals effectively and efficiently.

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Efficient Human Resource Management Strategies for Organizational Success

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  1. HUMAN RESOURSE MANAGEMENT What is HRM?

  2. What is HRD? • Human resource development means facilitating the employees by the employer of a department to gain knowledge , skills & attitude required for their jobs & to learn the human virtues needed to manage their jobs in a professional way with perfection. • Objective is to achieve:- • Prescribed efficiency, effectiveness, production & the overall performance • satisfaction of the employees & customers

  3. What includes HR? By gaining knowledge, skills & attitude required for their jobs & the following virtues, employees become the assests • Communicational skills/ Humor & careful listening/ courtesy • Training skills • Motivation • Team building & cohesion • Right attitude at work, loyalty, belongingness & Ownership • Leadership • Interpersonal relationship • Cultural skills • Time management & Stress control

  4. Developed Human Resource does HR Management

  5. Human Resources Management- steps

  6. Human resource management for ASPs

  7. Recruitment

  8. 1.Recruitment • The process by which a job vacancy is identified and potential employees are notified. • The nature of the recruitment process is regulated and subject to employment law -GDS (Conduct & employment) Rules 2001 • Main forms of recruitment through advertising, issue of notification & its wide publicity by circulation, employment exchange

  9. Recruitment • Job description – outline of the role of the job holder • Person specification – outline of the skills and qualities required of the post holder with conditions if any • Applicants may demonstrate their suitability through application form

  10. Selection

  11. 2.Selection • The process of assessing candidates and appointing a post holder • Applicants short listed – most suitable candidates selected • Selection process – varies according to organisation:

  12. Employment Legislation

  13. 3.Employment Legislation • Increasingly important aspect of the HRM role • Wide range of areas for attention • Adds to the cost of the business Even in a small business, the legislation relating to employees is important – chemicals used in a hairdressing salon for example have to be carefully stored and handled to protect employees.

  14. Discrimination • Crucial aspects of employment legislation: • Race • Gender • Disability Disability is no longer an issue for employers to ignore, they must take reasonable steps to accommodate and recruit disabled workers.

  15. 4. Discipline

  16. Discipline • Employer cannot just ‘sack’ workers • Wide range of procedures and steps in dealing with workplace conflict • Informal meetings • Formal meetings • Verbal warnings • Written warnings • Grievance procedures • Working with external agencies

  17. 5. Development

  18. Development • Developing the employee can be regarded as investing in a valuable asset • A source of motivation • A source of helping the employee fulfil potential

  19. Training

  20. 6.Training • Similar to development: • Provides new skills for the employee • Keeps the employee up to date with changes in the field • Aims to improve efficiency • Can be external or ‘in-house’

  21. 7. Rewards Systems

  22. Rewards Systems • The system of pay and benefits used by the firm to reward workers • Money not the only method • Foreign training recommendations • Fringe benefits • Flexibility at work • Holidays, etc.

  23. Trade Unions

  24. 8. Trade Unions • Importance of building relationships with employee representatives • Role of Trade Unions has changed • Importance of consultation and negotiation and working with trade unions • Contributes to smooth change management and leadership

  25. Productivity

  26. 9. Productivity • Measuring performance: • How to value the workers contribution • Difficulty in measuring some types of output – especially in the service industry • Appraisal • Meant to be non-judgmental • Involves the worker and a nominated appraiser • Agreeing strengths, weaknesses and ways forward to help both employee and organisation

  27. 10. MOTIVATION Motivation is a tool to get the work done effectively and efficiently from your subordinate In psychology , the intension of achieving a goal directed behavior.

  28. IMPORTANCE • It is important for creating will with in subordinates to do a particular job. • The subordinates will voluntarily come forward to do the job. • Determines the efficiency & effectiveness of an organization.

  29. ADVANTAGES • Will increase efficiency • Will reduce expenditure on labour. • Will develop cordial relation between staff and management.

  30. THANK YOU

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