effective hr management

8/8/2019 Effective HR Management

http://slidepdf.com/reader/full/effective-hr-management 1/48

Effective Human Resource

Management

Finding & Managing

Quality Seasonal Staff/Volunteers



Agenda

Importance of job descriptions & employeeand employer evaluations

Pros and Cons of hiring through friends vs

hiring through employment ads and programs

How to determine quality staff How to work with lesser quality staff



Agenda ctn’d

Tips & tools to help determine your payscale and pay raise system

Job perks (discounts, benefits, freebies,

training, bonuses) How and when?

How to deal with problem staff. How to

effectively let a staff member go.



Objectives of Human Resources in

Organizations

ProductivityOutputs (goods/services) /

Inputs (people, capital, material, energy, etc.)

Efficiency

Produce more with a few people



Therefore…

HRM aims to improve the production contribution of

individuals while simultaneouslyattempting to attain other societal

and individual employee objectives



Human Resources Strategies

1. Planning2. Attracting

3. Placing, Developing & Evaluating4. Motivating & Rewarding Employees

5. Maintaing High Performance



Planning Human Resources

Importance of Job Descriptions



Some Definitions

« A recognized list of functions, tasks,accountabilities, working conditions, and

competencies for a particular occupation or job. »

- reference« It is, primarily, a statement of what functions

(duties and responsibilities) the employee is

expected to accomplish . »

-Philip C. Grant



Key parts of a Job Description

Job identity- position title, location, status, reporting relationships

Job summary

-job in a few sentences, telling what the job is, how it is done, and why

Job duties-A very detailed statement of tasks and activities, desired performanceoutcomes, generals means for achieving the outcomes, responsibilities

Working conditions

- physical environment, hours, hazards, travel requirements, and so on.



Uses

Job specification (what the job demands) Basis for Writing Recruitment Ads

Helps Identify core competencies for performance assessment

Human resource planning

Training and development

Reward systems and pay scales



Inacurate job descriptions will create…

Recruitment and hiring of unqualified or overqualified staff

Possible high turnover rate (unrealistic job

preview = job dissatisfaction) Increase the need for training

Inacurate performance evaluations + low performance



Paid vs volunteer staff

Some differences in the job description of volunteers

might include

voting privileges, if any (board, committee) budget (who prepares, guidelines for expenses,

etc.)

term of office, options for reappointment or re-election

Goals



Job description - Important tips

Always include approvals from the supervisor and the

jobholder

The focus is on what the employee does, not on how- and

not on how accomplishments will be measured



Definition

« The process by which organizationsevaluate employee job performance »

-source



Set performance standards

Two functions1. Objectives or targets for employee efforts

2. Criteria against which job success ismeasured



Performance standards features

Performance is quantified Performance is easily measurable

Performance standards are understood byworkers and supervisors; and

Performance requires little interpretation



Performance of volunteers

Set goals- Increases employee commitment, morale,

satisfaction and motivation

*** Is also effective with paid staff

(participative goal setting)



Uses of employee performance

evaluation

Performance improvement

Compensation adjustments

Placement decisions

Training and development needs

Career planning and development

Deficiencies in staffing process

Informational inaccuracies

Job design errors

Avoidance of discrimination

External challenges



Employee Opinion Surveys

Way of determining what employees think of their organization:

-working conditions, supervision , how managers are

perceived, etc.

Evaluate specific concerns

Provide feedback Take action



Recruitment of staff & volunteers



Identify the job openings Review job descriptions, job specifications

Determine your recruitment methods- school, college, university campus visits,

advertisements, contact with profesional

and labour associations, use of government

agencies, etc.



Recruitment Adds & Programs

Target specializedlabour

Reaches a wider

audience

More expensive

Recruits may already be

employed (don’t read ads)

May receive thousands of

résumés

Insufficient when labour

markets are tight



Hiring through Friends

Less costly Knowledge of

organization

Similar interest toorganization

Similar work habits

and attitudes

Can creatediscrimination



Selection of employees



How to determine quality staff

1. Experience2. Background

3. Attitude4. Reliability

5. References



Motivating and Rewarding

Pay scales, pay raises and job perks



Steps to determining

your pay scale

Phase 1 - Job Analysis

a) Position descriptions b) Job descriptions

c) Job standards



Phase 2 - Job Evaluation

What is Job Evaluation?A systematic process of determining

the value of jobs in relation to other jobs within the organization.



Principle of a job evaluation

focus on the work done not on theindividual doing the work

concerned with what is done, how it’s done

and why - not with how well job worth is measured using factors (e.g.

safety of others, product/service quality)



Phase 2 - Job Evaluation

Refers to Internal EquityPerceived equity of a pay system in anorganization (job worth more are paid more)

Methods to determine job worth

a) job ranking b) job grading

c) point system



Phase 3-

Wage and salary surveys

Refers to External EquityPerceived fairness in pay relative to what

other employers are paying for the same

type of work



How to find the information

Labour Canada

HRDC officesEmployer Associations

Professional Associations

Self-conducted surveys



Phase 4 - Pricing job

Establish appropriate pay level-Reflects its relative and absolute worth

- Relative: ranking in job evaluation

- Absolute: influenced by labour market

Group pay levels in a structure



Phase 5 - Pay structure

Based on your job rank, job grading or pointsystem, are grouped in categories.

Each category offers a different wage



Pay raises System

Pay range for each job classEx: Average wage 10$/ hour for a particular category

Wage range is 2$Marginal performer is paid 9$/hour

Average performer is paid 10$/hour

Above average performance is given a meritraise of .50$ per hour until 11$ per hour isreached



Indirect incentives

Employee benefits Training

Discounts Freebies



Employee discipline

Preventive discipline – Communicate standards to ensure compliance

– Build a positive spirit of self-discipline



Corrective discipline

Seeks to:

reform the offender

to deter others from similar actions

maintain consistent, effective group standards

Ex: warning or suspension without pay



Progressive discipline

stronger penalties for repeated offences

Usually used when offences are minor

Progessive discipline system1. Verbal reprimand by supervisor

2. Written reprimand, with a record on file

3. One - to three day suspension from work

4. Suspension for one week or longer

5. Discharge for cause



Positive discipline - key steps

1. Focus on the specific problem rather then theemployee’s attitude or personality

2. Gain agreement with the employee that a performance problem exists and that theemployee is responsible for changing his or her

behaviour

3.Approach discipline as a problem solving process

4. Document suggested changes or commitments

by the employee5. Follow up to ensure that the employee is living



Managing dismissal

Prepare for the interview and conductrehearsal

Consider the dismissal process from the

employee’s perspective and ask « howwould I like to be treated in such a situation

Get to the point. Some experts suggest thatyou convey the message of terminationwithin the first few sentences



Select the time and place. Experts often suggest ameeting in the morning and during the middle of the week

Have any necessary information ready

Notify others in the organization and ensure thatthe individual’s duties are covered

In some instances, special security arrangementsmay be necessary

Discuss the process with other colleagues who

have had to terminate employees.

effective hr management

Documents