hrm for project management
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hrmTRANSCRIPT
Slide 1
Effective HR
Introduction to HRM for
Project management
By
Suman Poudel
We Learn A Continuous Learning Forum
Objectives
After completing this chapter, you should be able to:
Understand Human Resource Management.
Learn about the activities involved in HRM implementation
Realize the focus of HRM and understand the role, position, and structure of HRM departments.
Evaluate HRM methods in an organization
Understand the various forces that are changing HRM.
Understand the nature and importance of training.
Introduction to human resource management (HRM)
Human resource management (HRM) entails planning, implementing, and managing recruitment, as well as selection, training, career, and organizational development initiatives within an organization.
The goal of HRM is to maximize the productivity of an organization by optimizing the effectiveness of its employees while simultaneously improving the work life of employees and treating employees as valuable resources.
Introduction to human resource management (HRM)
Consequently, HRM encompasses efforts to promote personal development, employee satisfaction, and compliance with employment-related laws.
To achieve equilibrium between employer and employee goals and needs, HRM departments focus on these three general functions or activities:
planning,
implementation, and
evaluation.
Introduction to human resource management (HRM)
The planning function refers to the development of human resource policies and regulations.
Implementation of HRM plans involves four primary activities: acquisition, development, Compensation, and maintenance.
Finally, the evaluation function includes the assessment of a companys HRM policies to determine whether they are effective
HRM Situational Analysis
Posits four stages follower readiness:
R1: followers are unable and unwilling
R2: followers are unable but willing
R3: followers are able but unwilling
R4: followers are able and willing
HRM implementation activities
HRM implementation activities are divided into four functional groups, each of which includes related legal responsibilities:
Acquisition
Development
Compensation
Maintenance
Acquisition
Acquisition duties consist of human resource planning for employees, which includes activities related to analyzing employment needs, determining the necessary skills for positions, identifying job and industry trends, and forecasting future employment levels and skill requirements.
These tasks may be accomplished using such tools and techniques as
questionnaires, interviews,
statistical analysis, building skill inventories, and
designing career path charts
Development
The second major HRM function, human resource development, refers to performance appraisal and training activities.
The basic goal of appraisal is to provide feedback to employees concerning their performance.
This feedback allows them to evaluate the appropriateness of their behavior in the eyes of their co-workers and managers, correct weaknesses, and improve their contribution.
Development
Training and development activities include:
the determination,
design,
execution, and
analysis of educational programs.
Training initiatives may include:
apprenticeship,
internship,
job rotation,
mentoring, and
new skills programs.
Compensation
Compensation, the third major HRM function, refers to HRM duties related to paying employees and providing incentives for them.
HRM professionals are typically charged with developing wage and salary systems that accomplish specific organizational objectives, such as employee retention, quality, satisfaction, and motivation.
Ultimately, their aim is to establish wage and salary levels that maximize the companys investment in relation to its goals.
Maintenance
The fourth principal HRM function, maintenance of human resources, encompasses HRM activities related to employee benefits, safety and health, and worker-management relations.
Employee benefits are non-incentive-oriented compensation, such as health insurance and free parking, and are often used to transfer non-taxed compensation to employees.
Maintenance
The three major categories of benefits managed by HRM managers are:
Employee services
Vacations
Insurance
Evaluation of HRM methods
One of the most critical aspects of HRM is evaluating HRM methods and measuring their results.
Even the most carefully planned and executed HRM programs are meaningless without some way to judge their effectiveness and confirm their credibility.
Evaluation of HRM methods
The evaluation of HRM methods & programs should include both internal & external assessments:
Internal evaluations focus on the costs versus the benefits of HRM methods, whereas external evaluations focus on the overall benefits of HRM methods in achieving company goals
The authors of Human Resources Management posit four factors, the four Cs, that should be used to determine whether or not an HRM department or individual program is succeeding:
Commitment
Competence
Cost-effectiveness
Congruence
Forces changing HRM
In the 1990s several forces were shaping the broad field of HRM, such as .
New technologiesparticularly information technologybrought about the decentralization of communications and the shake-up of existing paradigms of human interaction and organizational theory.
Satellite communications, computers and networking systems, fax machines, and other devices were facilitating rapid change
Forces changing HRM
In the 1990s several forces were shaping the broad field of HRM, such as .
One more change factor was accelerating market globalization, which was increasing competition and demanding greater performance out of workers, often at diminished levels of compensation.
To compete abroad, companies were looking to their HRM professionals to augment initiatives related to quality, productivity, and innovation.
Forces changing HRM
In the 1990s several forces were shaping the broad field of HRM, such as.
Other factors changing HRM include:
an accelerating rate of change and turbulence, resulting in higher employee turnover and the need for more responsive, open-minded workers;
rapidly changing demographics; and increasing income disparity as the demand for highly educated workers increases at the expense of lower-wage employees.
Nature of training and development
Training can be introduced simply as a process of assisting a person for enhancing his efficiency and effectiveness to a particular work area by getting more knowledge and practices.
Also training is important to establish specific skills, abilities and knowledge to an employee.
Nature of training and development
For an organizations training and development as well as organizational growth are important, because the organizational growth and profit are also dependent on the training.
But the training is not a core of organizational development; it is a function of the organizational development.
Nature of training and development
Training and Development is the framework for helping employees to develop their personal and organizational skills, knowledge, and abilities.
The focus of all aspects of Human Resource Development is on developing the most superior workforce so that the organization and individual employees can accomplish their work goals in service to customers.
Nature of training and development
Trainings in an organization are mainly of two types;
Internal and External training sessions.
Internal training
when training is organized in-house by the human resources department or training department using either a senior staff or any talented staff in the particular department as a resource person
On the other hand external training is
normally arranged outside the firm and mostly organized by training institutes or consultants.
Nature of training and development
Training employees not only creates a more positive corporate culture, but also adds a value to organizations key resources.
Business development
Changes and challenges
Learning and development
Business excellence
Importance of training and development
Optimum Utilization of Human Resources
Training and Development helps in optimizing the utilization of human resource that further helps the employee to achieve the organizational goals as well as his/her individual goals.
Development of skills of employees
Training and Development helps in increasing the job knowledge and skills of employees at each level
It helps to expand the horizons of human intellect and an overall personality of the employees.
Importance of training and development
Team spirit
Training and Development helps in inculcating the sense of team work, team spirit, and inter-team collaborations.
It helps in inculcating the zeal to learn within the employees.
Organization Climate
Training and Development helps building the positive perception and feeling about the organization.
The employees get these feelings from leaders, subordinates, and peers.
Importance of training and development
Healthy work environment
Training and Development helps in creating the healthy working environment.
It helps to build employee relationship so that individual goals are aligned with organizational goals.
Morale
Training and Development helps in improving the morale of the work force.
Importance of training and development
Profitability
Training and Development leads to improved profitability and positive attitudes towards profit orientation.
Training and Development helps in developing leadership skills, motivation, loyalty, better attitudes, and other aspects that successful workers and managers usually display.
Role of professional in training
In general, education is mind preparation and is carried out remote from the actual work area, training is the systematic development of the
attitude,
knowledge,
skill pattern
required by a person to perform a given task or job adequately and development is the growth of the individual in terms of ability, understanding and awareness.
Role of professional in training
Within an organization all three are necessary in order to:
Develop workers to undertake higher-grade tasks;
Provide the conventional training of new and young workers;
Raise efficiency and standards of performance;
Meet legislative requirements;
Inform people.
Role of professional in training
This is the era of cut-throat competition and with this changing scenario of business; the role of professionals in training has been widened.
HR role now is:
Involvement in employee education.
Rewards for improvement in performance.
Rewards to those associated with self- esteem and self-worth.
Providing pre-employment market oriented skill development education and post-employment support for advanced education and training.
Flexible access i.e. anytime, anywhere training.
Strong employees = competitive advantage.
HRM is a subset of management. It has five main goals:
Goals
of
HRM
hire
employees
attract
employees
retain
employees
motivate
employees
train
employees
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Recruiting Sources
The Internet is blazing trails in recruiting practices
internal
searches
employee
referrals
external
searches
online and
alternative
The Selection Process
initial screening
completed application
employment test
comprehensive interview
conditional
job offer
medical/physical examination
(conditional job offer made)
permanent
job offer
reject applicant
background examination
if required
Passed
Passed
Able to perform essential elements of the job
Passed
Passed
Passed
Problems encountered
Failed to impress interviewer and/or
meet job expectations
Failed test
Failed to complete application or
failed job specifications
Failed to meet minimum qualifications
Unfit to do essential
elements of job
The selection process typically consists of eight steps.
mission
objectives and goals
strategy
structure
people
STRATEGIC DIRECTION
HR LINKAGE
determining organizations business
setting goals and objectives
determining how to attain goals and objectives
determining what jobs need to be done and by whom
matching skills, knowledge, and abilities to required jobs
Linking Organizational Strategy to HR Planning
suman.boston.com
Discipline and Employee Rights
Disciplinary Actions
dismissal
suspension
written/verbal warning
written warning
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suman.boston.com
Discipline and Employee Rights
When firing an employee:
review all facts
set the stage
be very clear
allow a little dignity
let the employee talk
give severance pay
sign waiver of right to sue
pay for earned time
have person leave that day
inform person of benefits
take protective steps (change passwords, etc.)
inform staff of firing
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