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Module 3: HUMAN RESOURCE

MANAGEMENT Its Functions and their Interrelationships

MARJOHN P. SANTEDiscussant

PANGASINAN STATE UNIVERSITY – GRADUATE SCHOOL

DM 212 Human Resource Managementand Development

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Human Resource Management• Utilization of individuals to achieve

organizational objectives• All managers at every level must

concern themselves with human resource management

• Five functions– Staffing– HR Dev’t– Motivation & Evaluation– Employee Provisions– Industrial Relations

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1

Human Resource

Management

Human Resource

Development

Mot

ivat

ion

&

Eva

luat

ion

Staffing

Industrial Relations

Employee Provisions

Human Resource Management Functions

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STAFFING

• Human Resource Planning• Job Analysis• Recruitment• Selection

Source: flyhightechnologies.com

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Staffing - Process through which organization ensures it always has proper number of employees with appropriate skills in right jobs at right time to achieve organizational objectives- Penalties for not being correctly staffed are costly.

This is due to Understaffing or Overstaffing.

Source: rjstaffing.com

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Human resource planning - Systematic process of matching the internal and external supply of people with job openings anticipated in the organization over a specified period of time.Future staffing needs will derive from:

- sales and production forecasts- technological change- government policies- change in employment practices and others.

Source: staffing.medicalsolutions.com

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• Job analysis - Systematic process of determining skills, duties, and knowledge required for performing jobs in organization- job description is an output of this activity.

Recruitment - Process of attracting individuals on a timely basis, in sufficient numbers, and with appropriate qualifications, to apply for jobs with an organization

- main sources of recruitment are: internal, career

officers, university appointment board, agencies and

advertising

source;:techguidesinc.com

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• Selection - Process of choosing from a group of applicants the individual best suited for a particular position and the organization – This process involves testing the applicants’ aptitude,

general intelligence and attainments– The activities involved in this process varies

depending on the post being filled.

Source: oasiscorporation.com

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HUMAN RESOURCE DEVELOPMENT

• Training• Development• Education (Career Planning & Development)• Organizational Development

- within an organization these are necessary in order to: develop workers to undertake higher-grade tasks, provide conventional training to

new employees, raise efficiency, meet legislative requirements and inform people

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• Training - Designed to provide learners with knowledge and skills needed for their present jobs

• Development - Involves learning that goes beyond today's job; it has more long-term focus

• Career planning - Ongoing process whereby individual sets career goals and identifies means to achieve them

• Career development - Formal approach used by organization to ensure that people with proper qualifications and experiences are available when needed

• Organization Development - Planned process of improving organization by developing its structures, systems, and processes to improve effectiveness and achieving desired goals

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MOTIVATION & EVALUATION

Financial, Psychological and even Physiological - All rewards that individuals receive as a result of their employment

Performance Management & Appraisal -an organization needs constantly to take stock of its workforce and to assess its performance in existing jobs

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Financial (Compensation)

• Direct Financial Compensation - Pay that person receives in form of wages, salaries, bonuses, and commissions.

• Indirect Financial Compensation (Benefits) - All financial rewards not included in direct compensation such as paid vacations, sick leave, holidays, and medical insurance.

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Psychological and Physiological

• Non Financial Compensation - Satisfaction that person receives from job itself or from psychological and/or physical environment in which person works.- The influence of behavioral science discoveries are becoming important not merely because of the widely- acknowledged limitations of money as a motivator, but because of the changing mix and nature of tasks

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• Performance management - Goal-oriented process directed toward ensuring organizational processes are in place to maximize productivity of employees, teams, and ultimately, the organization

• Performance appraisal - Formal system of review and evaluation of individual or team task performance

Performance Evaluation

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EMPLOYEE PROVISIONS

Employees who work in safe environment, enjoy good health and welfare are more likely to be productive and yield long-term benefits to organization.

Source: fishingforedtech.com

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Safety and Health

• Safety - Involves protecting employees from injuries caused by work-related accidents

• Health - Refers to employees' freedom from illness and their general physical and mental well being

- the government prescribes strict implementation or observation of the occupational health and safety

standards in the different workplaces.

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• Fringe Benefits or Perks - are various non-wage compensations provided to employees in addition to their normal wages or salaries.

- Examples of these benefits include: housing (employer-provided or employer-paid), group insurance (health, dental, life etc.), disability income protection, retirement benefits, loan benefits, recreational benefits, daycare, tuition reimbursement, sick leave, vacation (paid and non-paid), social security, profit sharing, funding of education, and other specialized benefits.

Welfare Benefits

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INDUSTRIAL RELATIONS• Business is required by law to recognize a union and

bargain with it in good faith if the firm’s employees want the union to represent them

• Human resource activity is often referred to as industrial relations

• Most firms today would rather have a union-free environment

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INTERRELATIONSHIPS OF HRM FUNCTIONS

• All HRM functions are interrelated

• Each function affects other areas