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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.
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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
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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.
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HISTORICAL BACKGROUND
F:\HR BACKGROUND.docx
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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.
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GLOBALIZATION
• Business mergers create major problems
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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
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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.
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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.
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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.
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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.
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ACTIVITY
• What are the function of Human
Resource deparment?
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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.
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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.
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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.
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PHILOSOPHY OF TOP MANAGEMENT
Small company Head of Departments/ All
Manager
Medium- sized company Administration Department
Large sized - company Human Resource Manager
Very large – company HR Department, Training
Department and Industrial
Relations Department
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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.
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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.
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SKILLS FOR HR SPECIALIST
• Everything is computerised hence the HR
specialist needs to use suitable software
packages that can provide information efficiently.
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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
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DISADVANTAGE OF HR SPECIALIST
• Lack of training in quantitative methods.
• Some people believe objectivity is inappropriate
for HR management.
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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?
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PERSONAL QUALITIESCommunication Skills
Ability to bring about change
IT Savvy
Numerate and able to analyze data
Ability to understand the business contact
High ethical standards
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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.
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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
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TRANING YOUR TEAM
• Interpersonal Skills
• Systematic problem solving
• Planning and goal setting
• Group decision making
• Meeting management
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FUNCTIONS OF THE HUMAN RESOUCE DEPARTMENT
• Employment
• Training and Development
• Payment/Reward System
• Health and Safety
• Employee Service /Welfare
• Productivity Improvement Schemes
• Industrial Relations
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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